SKDRDP (Sri Kshetra Dharmasthala Rural Development Project) is a well-established rural development organization that focuses on livelihoods, microfinance, community health, education, and sustainable agriculture. Headquartered in Dharmasthala, Karna...
People who have worked here often describe a warm, mission-driven environment. You will read comments like “I feel proud of the work” and “my teammates genuinely care.” Some current and former employees say they enjoy the grassroots impact and the collaborative spirit. A few mention growing pains — unclear processes at times and occasional resource crunches — but most testimonials balance these with praise for supportive colleagues and meaningful outcomes. If you are researching working at SKDRDP, these first-hand impressions are helpful for a realistic picture.
The company culture at SKDRDP leans toward community, collaboration, and purpose. There is an emphasis on results that matter to beneficiaries, and that mindset trickles down to team interactions. You will find an atmosphere that rewards dedication and local engagement. At the same time, some people feel the culture can be hierarchical in practice, where field staff have more autonomy than some central office roles. Overall, company culture at SKDRDP is frequently described as values-driven and people-centered.
Work-life balance at SKDRDP varies by role. Field roles often require irregular hours, travel, and weekend commitments, so you will likely experience heavier days during project cycles. Office-based positions tend to be steadier with typical workweek patterns and occasional overtime during reporting periods. Employees who value flexibility and mission alignment tend to report higher satisfaction with their work-life balance here.
Job security is generally stable for long-standing programs and funded projects. There are times when contracts and donor cycles create uncertainty for project staff. Permanent roles tend to have better continuity, while short-term or grant-funded positions may end with the funding period. Candidates should consider the contract type and funding source when assessing long-term security.
Leadership is often praised for strong commitment to the organization’s mission and for being approachable on major issues. There is room for improvement in communication and in translating strategic objectives into clear operational plans. In formal assessments, management is encouraged to add more transparent decision-making and consistent feedback loops so that staff across levels understand priorities and changes.
Managers receive mixed but generally positive reviews. Many are described as passionate and supportive, especially when it comes to staff welfare and field challenges. Some managers could improve in delegation and performance coaching. Where managers excel, teams report higher morale and clearer career conversations. Where managers struggle, staff cite slow responses and unclear expectations.
Training is available, especially for technical skills tied to projects. Workshops, on-the-job mentoring, and occasional external courses are common. There is not always a formalized learning path for every role, so proactive employees who seek learning opportunities tend to gain the most. Investment in professional development is present but inconsistent across departments.
Promotion opportunities exist, particularly for people who demonstrate initiative and take on cross-functional tasks. Career ladders are clearer in some departments than others. Staff who build relationships with managers and document achievements improve their chances for advancement. Overall, upward mobility is possible but may require patience and visible results.
Salary ranges vary widely by role, location, and funding source. Generally, salaries are modest compared to private sector equivalents but competitive within similar mission-driven organizations. Entry-level and field-specific roles may fall on the lower end, while technical or managerial roles command higher pay. Pay scales could be more transparent to help candidates and staff understand compensation bands.
Bonuses are not a major feature of compensation for most employees. Incentives may appear in the form of performance recognition, small honoraria tied to specific projects, or occasional spot awards. For many staff, intrinsic rewards — meaningful work and community impact — are as important as monetary incentives.
Health benefits are provided for most full-time employees, though coverage details depend on location and contract type. Standard offerings include basic health insurance and sometimes additional support for field-related health needs. Contract or short-term staff may receive more limited coverage. It is advisable to review the specific policy details during hiring.
Employee engagement activities are frequent at local office levels: team days, small celebrations, and project sharing sessions. Annual events, when budget allows, bring teams together and reinforce mission alignment. Engagement is stronger where local managers actively plan inclusive activities. Remote or dispersed teams sometimes miss out on in-person events.
Remote work support exists but is role-dependent. Office and field roles require presence in different ways, so remote flexibility is limited for some positions. Where remote work is possible, there is basic IT support and allowances for connectivity. The organization is increasingly open to hybrid arrangements, but policies are still evolving.
Typical working hours align with local norms and project demands. Standard office roles often expect a 40- to 45-hour workweek, with peaks during reporting or rollout phases. Field staff may experience longer, irregular days during travel and community engagements. Flexibility in scheduling is sometimes offered to offset heavy periods.
Attrition is moderate and tied to project cycles and funding variability. Short-term contract endings account for a noticeable portion of turnover. There is no widespread record of mass layoffs, but project-based transitions are common. Staff retention improves in units with stable funding and clear career paths.
Overall, SKDRDP is a mission-focused organization that provides meaningful work and a collaborative culture. You will find committed colleagues, opportunities to learn, and a sense of purpose that many value highly. Compensation and formalized career structures could be stronger, and operational consistency would benefit from clearer communication from leadership. For those drawn to community impact and willing to navigate project-driven rhythms, SKDRDP can be a rewarding place to work.
Read authentic experiences from current and former employees at SKDRDP
Steady job, good colleagues.
A lot of paperwork and slow digital transformation. Office timings are strict at times which can make balancing personal errands harder.
Flexible hours and good mentorship. I learned a lot about backend systems and got to work on projects that mattered.
Salary not fully competitive with market rates and promotions can be slow.
Supportive manager, strong focus on community impact and continuous learning. Opportunities to lead initiatives and meaningful field exposure.
Frequent travel can be tiring during peak seasons.
