Conestoga-Rovers & Associates

  www.craworld.com
  www.craworld.com
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Conestoga-Rovers & Associates Reviews

43 Reviews
2.7
43 Reviews
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Conestoga-Rovers & Associates President Ed Roberts
Ed Roberts
20 Ratings

5 Employee Reviews Back to all reviews

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  1. 5 people found this helpful  

    Depressing place where people spend most of their day at, in order to pay rent to a place where they rarely get to see.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Staff Geologist  in  Irvine, CA
    Former Employee - Staff Geologist in Irvine, CA

    I worked at Conestoga-Rovers & Associates full-time for more than a year

    Pros

    I really like the fact that working at Conestoga Rovers and Associates (CRA) gave me a new perspective on life. If you're ever feeling bored and get the feeling of hating to leave work too early, you certainly never get that feeling in the Irvine office. As a field staff, you are generally working 65 hours a week, that's a minimum. HR will tell you that they only care about 90% billability (90%?! Cray cray), BUT despite working like an indentured servant Monday through Thursday (working 13 hours per day), your supervisor stresses and encourages that you need to be in the office for a minimum of 8 hours on Friday. Post-college perspective: you go to college and accrue all your student loans just to be making roughly minimum wage. But you know what?—by doing this work for the next 6 years of your life (starting your day at 4 am and coming home at 7pm only to be sleeping at 8pm) will help you advance your career ever so slightly. Because after 4-6 years of experience, you get to be in the awesome position of a Project manager (you know… the people who carry on the torch of passing down the CRA work culture).

    Cons

    Also, my new perspective is that “Hate” is an understatement.
    (1) The job. What more can I say? I guess in your interview with CRA you should ask if you’re going to be in the Shell group. If the answer is yes, turn your back and never look back.
                 a. Life (or lack of one) in the CRA-Irvine Shell group, will make you rue the day of accepting the job and signing your life away on the offer letter.

    (2) The Incident Report. You sit down and discuss for 1-2 hours why something went wrong the way it did (from the wide spectrum getting into a car accident with the company vehicle or getting a paper cut). The whole purpose is to figure why things when wrong. There are 3 general factors: personal, company, outside factors. It’s rarely outside factors and it’s never company’s factors.

    (3) The transparent cover of the “Health and Safety” paperwork in order to elude liability. Every time you go over the Health and Safety meeting in the fields, it’s to relinquish all responsibility (ensure Shell, and consequently, CRA can never be sued. How is that possible? Because you and everyone in the fields must sign and date stating that they understand the risk in order for work to start.

    (4) The Prostitution aka The Bid. There’s a job available, consultant firms across the board would bid for the job by estimating how much it would cost them to get the job complete. Usually, the consultant firm would be chosen if their bids are on the lower ends. Project managers (PMs) are then pressured to work with this nonexistent budget. Try to envision the money trickling down the pay-rate hierarchy. None.

    (5) The environmental remediation industry. It sounds great to be installing and monitoring groundwater wells to ensure and maintain a product-free (gasoline) water-table. Wrong. CRA’s main goal is to satisfy the client (SHELL), whose whole point is to push these wells that obviously has high contamination/ product (basically gasoline) to closure. CRA will try to submit to the city/agency saying that there’s very little contamination and that the contaminations are actually decreases over time. How is this done? By removing “outlier” data points, and sending out the Shell-approved-data in the reports to the Agency.

    (6) Now combine everything together; cult-like work culture, micromanaging bosses, minimum wage, and Shell projects.

    Advice to ManagementAdvice

    Assume that people can handle simple tasks without talking to them like they are an idiot. The condescending tone when answering questions are unnecessary.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  2. 4 people found this helpful  

    A place to work while you find a real job

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Environmental Engineer  in  Baton Rouge, LA
    Former Employee - Environmental Engineer in Baton Rouge, LA

    I worked at Conestoga-Rovers & Associates full-time for more than a year

    Pros

    It's easy to get a job at the Baton Rouge office.

    Cons

    Managers expect you to work long hours to meet billability requirements. As an entry level person, you end up doing only field work, no technical assignments. Emphasis is on making money for the owners of the company.

    Advice to ManagementAdvice

    Associates and Partners appear to be happy, but lower level employees have to work hard to support expensive managers. There is a reason why employees don't stay here long, you may be able to improve work experience.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  3. 3 people found this helpful  

    a Bullying Culture (in smaller offices)

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Junior Engineer
    Former Employee - Junior Engineer

    I worked at Conestoga-Rovers & Associates full-time for more than a year

    Pros

    Some nice co-workers, taking safety matters seriously

    Cons

    no work-life balance, bullying, high turnover

    Advice to ManagementAdvice

    Bullies do a lot of damage in your organisation, please stop them.

    Doesn't Recommend
    Disapproves of CEO
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  5. 3 people found this helpful  

    Horrible place if you expect to learn anything, make any money, or move up

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Engineer
    Former Employee - Engineer

    I worked at Conestoga-Rovers & Associates full-time for more than 3 years

    Pros

    Decent work life balance, not a whole lot of OT required.
    If you have a good relationship with upper management then good things "may" happen.

    Cons

    Low pay raises if any, always making excuses of why there are low raises
    No training/mentoring of younger staff members although the company "plan"/motto says they plan on doing it
    Always want you to be at least 90% billable which is nearly impossible if you take vacation, holidays, actually bill the time you "really" work
    Hard workers don't get rewarded

    Advice to ManagementAdvice

    Do something for your younger employees for once

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  6. 5 people found this helpful  

    Shareholders expect employees to work a lot to be "billable" but yet with little recognition

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Conestoga-Rovers & Associates full-time for more than 8 years

    Pros

    At first there were, but no pros - employees are treated poorly

    Cons

    Used to be a "family oriented" environment, however became the exact opposite of that. Now a very political envirnoment where managers harass thier employees and HR does nothing about it; even with numerous complaints...........its about who you know and if you are willing to put in 50 hours a week, to ensure billability, in order to advance, if you don't want to, well then you will never advance - quote un-quote

    Advice to ManagementAdvice

    Make sure that people you promote to manage employees are capable of doing it, give them training and monitor them by getting feedback from the employees;

    Doesn't Recommend
    Approves of CEO

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