Cerner – Kansas City, MO +2 locations
Cerner's Innovations Dev team is looking for a full-stack web apps developer to join them as a Sr. Software Engineer. This group (Innovations Dev) is… Cerner
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- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at Cerner full-time (more than 10 years)Pros
In my experience, the majority (75%) of US software engineers get a 3% annual raise. Top 10% get 6% and top 3% get 9% raises consistently each year. Raises are merit based. Higher performance equals better pay.
Leveling up / promotion increases pay range and can net an additionally large increase of 10+%.
*I'm not positive but believe most early career developers in India get larger merit based raises -- ~9% rather than 3% is status quo.
Executives get performance bonuses, stock options, etc. Early career developers do not! High performing non-exec developers can get stock options during the annual review time if they meet stringent criteria.
While Cerner has self-study and instructor led class offerings, you will learn a tremendous amount on the job and from collaboration with peers. I joined with basic knowledge of one primary software coding language. I have used more than 10 languages on various projects over time. With over 2000 engineers on staff, a lot is learned through collaboration via online forums ( think about an internal Stack Overflow website ).
Cerner spends a tremendous amount of time coaching associates to be team leads, managers, and executives. The leadership training is first class and has frequent involvement from senior executives. Training is more advanced for US engineering than India engineering currently but improving in India.
3. Endless projects
After a month of settling in with training, etc - you will get a project. After three months, you will feel more comfortable with meeting expectations. At four months, you will be handed more responsibility and become aware there is a lot that you do not know. After about a year, you will become a productive associate. You will quickly find out that software projects are never 'done.' There will always be feature upgrades, repairs, and new capabilities to add. The project backlog is endless.
tl;dr -- There is plenty of work to do. You will not be counting the hours for your shift to end due to boredom.
4. Career opportunities
Bored, stagnant, don't like your peers? Stick out your current team for 18 months and switch to something new. Tired of development? I know several associates that started out as software developers and transitioned into system engineer, consulting, sales, client managers, support, or management roles. Want to repot? With clients all over the US and in several other countries, you can relocate to different offices. This is particularly true if you speak fluent Spanish or French. Most development is done in KC but engineering types skills are needed everywhere.Cons
A pro for clients and stakeholders is a con for associates. Like ALL profitable companies, you are paid for results rather than effort. While most developers average 45 hours per week over the course of a year, there will be times you must work considerable more.
Cerner will not 'require' you to work extra hours but you may struggle with life/work balance as an individual. Honestly, you can work 24 hours a day and never 'finish' the project backlog. This means you must have the self-discipline to shut-down for the day at a time that works for you. However, Cerner takes the balance consideration seriously. Managers typically monitor for excessive work hours and will hound you to take vacation, give you help via capacity, or provide comp time.
Most early career associates aspire to make more money fast. To get better raises, you have to outperform peers with similar experience. Few associates can notably produce more results in the same time as their peers. As result, some ambitious associates choose to work more until their experience improves to the point they can work 'smarter' to generate higher productivity.Advice to ManagementAdvice
1. Give bonus incentives to all associates that align with executive incentives to accomplish top imperatives.
2. Keep performing one on one discussions to stay in sync and help associates overcome obstacles.
3. Consider having managers work as coaches only rather than player/coach. A manager that is 'playing' individual contributor cannot 'coach' and enable his or her associates with great efficiency or effectiveness.RecommendsPositive OutlookApproves of CEO