CVS Health
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CVS Health Career Growth & Development
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's career growth & development like at CVS Health?
Strengths in internal mobility, leadership development, and accessible training coexist with challenges around promotion transparency, resource constraints, and uneven training execution. Together, these dynamics suggest robust growth infrastructure whose impact on career progression may vary by role, team, and local operating conditions.
Positive Themes About CVS Health
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Internal Mobility: Employees are encouraged to explore new roles across retail, healthcare, and corporate functions, with pathways enabling moves from entry-level to managerial and specialized roles. Programs like myCVS Journey, WITCs, internships, apprenticeships, and rotational roles create direct internal pipelines.
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Leadership Development: Structured programs such as CVS University and multi-year Leadership Development Programs (e.g., General Management, Finance, Actuarial, Innovation & Technology) prepare colleagues for management through rotations and executive mentorship. Exposure to senior leadership and cross-business assignments builds leadership readiness.
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Training & Education Access: Tuition assistance, clinical training, and registered apprenticeships provide broad access to learning, supplemented by online courses and instructor-led workshops. Workforce Innovation & Talent Centers offer no-cost, hands-on training with graduates encouraged to apply for roles at the company.
Considerations About CVS Health
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Opaque Promotions: Promotions can be lengthy or inconsistent, and in some pharmacy technician contexts are described as influenced by manager relationships rather than performance. Internal applications may require multiple steps through systems like Workday, background checks, and approvals that extend timelines.
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Insufficient Resources: Understaffing, heavy workloads, and limited hours in certain retail roles constrain time and energy for development activities and can contribute to burnout. These operating realities can limit access to training or mentorship despite available programs.
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Lack of Learning & Training: Formal systems training is sometimes considered lacking, and some development opportunities are not always approved. Variability in management support and training consistency can slow skill acquisition.
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