Eid Passport Jobs & Careers in Portland, OR

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26 days ago

Software Design Engineer In Test (SDET) III

Eid Passport Hillsboro, OR

include: design, build and support test tools, frameworks and automation suites in the delivery of high quality Eid Passport software products. They… TheLadders.com


30+ days ago

Senior Software Engineer

EID Passport Hillsboro, OR

The engineering environment at Eid Passport is dynamic and full of unique challenges. An individual engineers contribution to the team and to the… Monster


Eid Passport Reviews

16 Reviews
2.6
16 Reviews
Rating Trends

Recommend to a friend
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Steve Larson
10 Ratings
  1.  

    Great Products and Services - Poor Internal Structure

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

    I worked at Eid Passport full-time for more than 5 years

    Pros

    This company practically has the market cornered when it comes to streamlined vendor access to military bases across the country. They have the most installations/branches of the military covered of any company in the industry, and provide a great price point to customers for the quality of service being provided. The company provides free soda to employees, and hosts nice annual parties for all its employees. There is almost always opportunity to work a little overtime each week to earn extra money. There are no high pressure sales or quotas in vendor sales and support, which allows one to leave work at work when the shift is over. This company pays full medical, dental, and vision for its employees - which is awesome, and rare!

    Cons

    That said, there are no performance reviews or defined processes for advancement. Unless there is a huge fire, you are pretty much left alone. One has to strain to schedule meetings for discussing concerns, and performance. Also, any time there is money to be given out, EVERYONE gets a raise. Its hard to stomach when you know the person next to you: nods off at their station, rejects incoming calls, does personal stuff on either their work or cell phone, takes extended breaks, provides misinformation, or worse - creates escalations rather than attempting to neutralize/resolve them. When the company is doing well, everyone is told with the same blanket treatment what professionals they all are, and what a great job they're all doing. There is also poor enforcement of attendance policies, incentive programs, and things like break room cleanup duties. This sort of environment breeds laziness in your what-can-I-get-away-with reps and contempt in your finest, brightest, hard working employees; who will either dabble in "whatever" behaviors and attitudes themselves, or leave when they've had enough. Intentions are noble for trying to reduce job stress by providing a consequence-free environment - though the result is somewhat more unsightly. Also, the micro-management that comes from having a reactionary environment is quite frustrating to deal with as an employee. This also makes it difficult to measure success, and inhibits the formation of personal and professional goals.

    Advice to ManagementAdvice

    Raise the bar. I think you'll be surprised how many will rise to the challenge. Those who don't play ball shouldn't be working for you anyway - and you'll be glad you cut them loose to improve the quality, (and consequently morale), of your workforce. Take steps to become more proactive than reactionary. Document your processes, procedures, and program information or improve your training program. More of the same will ultimately hurt your reputation, internally and externally. If customer service is such a high priority, as is often iterated in motivational speeches, then treat it that way in practice. 'Do as I say not as I do' doesn't work. When you back up what you say with processes and enforcement, you build: credibility, respect, and actual motivation from your workforce.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO