Antea Group

  www.anteagroup.com
  www.anteagroup.com

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Antea Group Reviews

23 Reviews
3.9
23 Reviews
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Antea Group CEO, USA Gary Wisniewski
Gary Wisniewski
13 Ratings
  1.  

    Professionally challenging work in a company that's catching up on treating employees professionally.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Senior Project Manager
    Current Employee - Senior Project Manager

    I have been working at Antea Group full-time (more than 10 years)

    Pros

    Antea Group provides a great variety of work opportunities for a truly select group of clients, which results in a good diversity of technical assignments in various locations. There's also great deal of (fun) interaction between other offices & staff, and some opportunity for international work - more oftentimes done state-side, at your desk, with an overseas associate, but those are still fun & add to the variety of work. If you're a Project Manager or above, you're also provided the opportunity to participate in the company's annual incentive (i.e, "bonus") program, which can be rewarding. Antea Group also provides wonderful training opportunities at all levels within the company.

    Cons

    1. The company's annual appraisal process is well thought-out and very thorough (it takes nearly 4 months to complete, from start to finish), and provides a guide for what is required for advancement to the next level (aka, "The Consulting Continuum"). However, upon completion of the detailed employee appraisal, compensation increases are tied to an overall percentage increase budgeted by the company. This year, it was 3 percent, and any increase you might recommend for an employee in excess of that required preparation of a detailed treatise & was damn near impossible to get. Seemed to take all of the professionalism & value out of conducting a detailed employee appraisal.
    2. Some managers require salaried employees to show time on their time sheet for days taken off after an employee has already accounted for 40 or more hours in a week. For example, if a salaried employee completes a project or proposal in four work days & shows at least 40 hours on their time sheet for Monday -Thursday, some managers will also require that employee show 8 hours of vacation time used for that Friday, if the employee chooses not to work that Friday. I understand we don't want to create an atmosphere that encourages staff to feel free to stop working once they reach 40 hours in a week (after all, more hours equal more revenue), and employees should remain conscientious about meeting deadlines and commitments. But, I have literally worked 45+ hours (as a salaried employee) between Sunday & Thursday, dare to take off on Friday, and then have my time sheet rejected by my manager for not showing vacation time for Friday. To me, that is a slap in the face. The addition of vacation time does nothing for revenue (although it reduces the company's outstanding vacation time bank due to employees), and as a salaried employee, it has no impact on my pay check. It is as if my manager is saying "Thanks for putting in the additional effort to knock out that assignment in short order. As a reward to you, let us reduce your available vacation bank by 8 hours." Vacation time is earned on a pro-rated basis each pay period, depending on years with the company; its not granted as block of time at the first of the year. So, you actually have to work to earn your vacation time. To have it taken away, at a manager's discretion, after having already worked a 40-hr week (or more), is in my opinion unprofessional, and may be my biggest complaint here.
    3. Also related to vacation time - you cannot accrue or carry over more than 4 weeks of vacation time, no matter your level of seniority. Once you hit 160 hours of accrued vacation time, you stop earning vacation time & you cannot carry any more than that into the next calendar year. Many of our competitors, our clients, and regulatory agencies permit senior employees to earn up to (& carry over) 6 weeks of vacation. At the very least, the policy should be revised to permit employees to continue to accrue more than 160 hours of vacation, with the understanding that no more than 160 hours can be carried over into the next calendar year.
    4. Entry level staff are paid time-and-a-half for time over 40 hours per week, and salaried staff (Project Managers & above) are eligible for the company's annual incentive/bonus program. There's a gap, however, between those two levels - typically at the Project Professional level - where there's no OT paid & there's no eligibility for the incentive program. This has brought some pain to moving staff into that level that needs to be addressed. It's actually serving as a disincentive for making that promotion.
    5. Health insurance options are limited & somewhat costly. While the portion of monthly premiums paid by employees have remained steady for the past few years, the out-of-pocket expense bourn by most employees are higher than many of our competitors.

    Advice to ManagementAdvice

    Revise the company's vacation policies, in accordance with the comments noted above. And while company-wide salary increases must of course be budgeted, let's instruct our managers to not be so dogmatic about it that they automatically disapprove any increase that's above that budgeted percentage. Let's use it as an average, not as a line never to be crossed.

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