Careers

Print This Page

Career Development

Monsanto is committed to assisting employees in their professional and personal growth and provides numerous opportunities and programs that support this commitment. These include Monsanto's Development, Performance and Rewards (DPR) performance management system; People Review and Succession Planning; Affinity Groups and People Teams; Tuition Reimbursement and training opportunities (both in-house and externally). In addition, Monsanto supports a system of open job postings for most positions that become available.

We also have numerous ways to encourage and recognize employees' good work and extra effort. Awards in this area include: Rapid Recognition Awards; Insanely Great Customer Challenge Awards; Monsanto Excellence Awards Function, Region and Business Awards. Monsanto is also building an inclusive and more diverse organization that values all of the talents and experiences our people bring to work. We believe diversity leads to business success. Our commitment is driven by an urgency to create a Monsanto that better reflects the skills and perspectives required for continued global success. For more information on our commitment to diversity please click here.

Innovation
We believe in innovation. Monsanto's R&D is based on an unmatched technology platform of chemistry, biochemistry, genomics, biotechnology, and plant breeding. We are investing around 85% of our R&D in technologies that can lead to improved agricultural solutions delivered to our customers through seeds. Our R&D pipeline has a proven track record of products that are proprietary, first to market and profitable. We are building for near and long-term growth by using our leading position in technology to develop higher-value products.

Personal Growth
We seek employees who are willing to reach higher and grow personally. We offer an exciting career path for those who join us. Our practice of promoting from within with cross-functional assignments provides our employees the opportunity to grow and stretch their careers. Our belief is that to progress as a company, we must help individuals progress. We do this on an ongoing basis through our innovative Development, Performance and Rewards (DPR) process. Our DPR process provides a framework in which Monsanto people can develop themselves in ways that contribute to our business success and gain increasing rewards. Goal setting, coaching and feedback are essential components of DPR. We also encourage continuous professional growth and development; a variety of internal and external seminars and conferences are available to increase your technical, professional and managerial skills.

Development, Performance & Rewards

At Monsanto, our business is changing dramatically; it’s more dynamic, it’s more relationship based and it’s more competitive than it’s ever been before. What does it take to move the entire company into this new business reality? In 2005 as part of the People Strategy Initiative that question was explored by the Executive Team, managers, HR people and employees from around the world. In the end, a list of 5 key areas emerged which best seemed to define the critical competencies our employees would need to lead us into the future. They are:

  • Relationships and Networks
  • Courage and Candor
  • Initiative and Foresight
  • Agility
  • Results Orientation

When every Monsanto employee seeks to understand the competencies, how they apply to them, and incorporate these behaviours into the way they get their work done, Monsanto’s competitive edge will be strengthened and sustained in our new business environment.

Relationships and Networks
Recognizing, respecting and leveraging the talents, skills and resources of others, both in and outside of Monsanto.

  • Working effectively with teams and networks across geographic, political, demographic, functional and other cultural and organizational boundaries.
  • Establishing a high level of trust that allows us to become the partner of choice.

Courange and Candor

  • Know what you believe and be willing to respectfully express opinions to improve the common good, particularly when it means challenging the status quo.
  • Courageously face new challenges and opportunities; leaving behind the familiar in an exploration of the unknown.

Agility

  • Demonstrate a high level of comfort with ambiguity.
  • Adapt quickly to changes in our business; Strong ability to respond quickly to new opportunities.
  • Understand our business and the drivers of change in our environment in order to respond accordingly.

Initiative and Foresight

  • Anticipate and plan for the future.
  • Take action instead of waiting to be told what to do, or waiting for the environment to become more stable.

Results Orientation

  • Passion about making the right things happen in the right way at the right time—in spite of potential barriers.
  • Discipline in operational excellence.