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ONEOK Reviews

27 Reviews
27 Reviews
Rating Trends

Recommend to a friend
Approve of CEO
ONEOK CEO; President and CEO, ONEOK Partners John W. Gibson
John W. Gibson
22 Ratings

    It's ok

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee in Tulsa, OK
    Current Employee - Anonymous Employee in Tulsa, OK

    I have been working at ONEOK full-time (more than 5 years)


    You are left to complete projects without micromanaging. About the only thing I saw people fired for was poor ethics. If weather or bad circumstances hit a project, it was not considered the personal fault of the project team. That is different from some other energy companies. Some managers are great at making employees feel valued and heard. They provide the right stretch assignments and can grow the employees knowledge base.

    The discounts at ONEOK are pretty good. 1/2 off Drillers tickets (local AA ball club) and pre-sale access to concerts at the BOK Center. Discounts on other stuff are less.


    Other posters have touched that there management categorizes employees as mules and stars. Stars go on recruiting trips and interview prospective employees. Mules do not. Mules are kept around to do the work but are not considered for advancement. They are not abused but expected to stay in place regardless of performance, good or bad. The value they bring to the company is often attributed to stars, even if the star had little to do with it. Star employees are often mentor, are promoted quickly and sometimes do not finish projects before moving to the next position. Star employees often receive 2nd and 3rd chances without being relegated to mule status. These things aren't minor and would be automatic dismissals at other energy firms. Year after year, poor performers are retained, both stars and mules.

    Some managers understand very little about the business or what they are responsible for. There are no clear and accountable goals for managers. If a manager fails year after year, there are no consequences. These managers provide no direction to their reports and the whole organization suffers. There's lots of talent being wasted this way.

    Pay and benefits are well below market. Without the stock award program, the average employee receives no cash incentive for safety, good operations, appreciation ect. The stock award program will end in a few years after the last tranch of stock is awarded. There are no safety awards or free shirts like other energy firms.

    Advice to ManagementAdvice

    Bring back the old culture. It used to be pretty collegial and now it is overtly political.

    Bring back the zero tolerance policy on nepotism. There are a growing number of parent/child employee pairs even if they report to different people in different divisions. It used to be rare and only child-in-law but now there are more than a few parent/child or parent/children pairs working in the HQ office.

    Get rid of the DCHP program and replace it with an HSA. For those who don't know, the alternative to the PPO at ONEOK is like an HSA plan but rather than the company funding a savings account the employee owns, they fund an account that the company owns and is cap it's balance at 5k. If you leave the company, they keep the money.

    Take the time to actually figure out which managers provide value and which ones just punch the clock waiting for retirement. Fire or early-retire the bad mangers. ONEOK does not have a lot of overhead or spare employees so bad managers have large impacts on individual business units.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

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