Cameron

  www.c-a-m.com
  www.c-a-m.com
There are newer employer reviews for Cameron

 

Not to Shabby

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Manager in Houston, TX
Former Employee - Manager in Houston, TX

I worked at Cameron full-time (more than 3 years)

Pros

Laid back environment, nice compensation and benefits, good boss.

Cons

Crammed into the building like sardines. No personal space what so ever.

Advice to ManagementAdvice

Spend a little money and get your employees offices so they can complete their work in peace. Overall a great company!

Recommends
Positive Outlook
Approves of CEO

254 Other Employee Reviews for Cameron (View Most Recent)

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  1.  

    Intern

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Data Analyst in Houston, TX
    Current Employee - Data Analyst in Houston, TX

    I have been working at Cameron as an intern (less than an year)

    Pros

    Great Company to work for. Flexible schedule, great pay and a lot of room to grow. Still a fortune 500 company with great people to work with.

    Cons

    Needs a more frequent training schedule for the employees that are currently employed to stay update on new programs being implemented

    Advice to ManagementAdvice

    I would not really give any advice to management. I believe they did a great job preparing me for the internship and really set me up for advancement in my future employers.

    Recommends
    Positive Outlook
    Approves of CEO
  2. 5 people found this helpful  

    Consider interviewing elsewhere. (Process Systems & Drilling Divisions Review)

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Finance in Houston, TX
    Current Employee - Finance in Houston, TX

    I have been working at Cameron full-time (more than 3 years)

    Pros

    - Good comprehensive benefits package.
    - Annual bonuses. Not great, but existent.
    - Salary is comparable to market, so brush up on your negotiation skills. You will get low-balled.
    - New for 2013: employees get 3 weeks vacation (>4 for tenured EEs). Employee retention strategy.
    - The people (if they're still there).

    Cons

    - Extremely high turnover in 2011-13 - unable to retain employees, esp. in the process division.
    - Inexperienced middle managers.
    - Subpar work life balance. Long hours/too much work that could be automated.
    - Work processes that change monthly. Lack of training and documentation to support.
    - Poor implementation of ERP system that does not fit the current business model.
    - Poor training which leads to poor job performance and job dissatisfaction (hence, the high turnover).

    Advice to ManagementAdvice

    Cameron was once deemed a high performance organization, but this is no longer the case. Gone are the days of learning a job, doing great at it and going home. Be prepared to work long hours without feeling accomplished. Process Division upper management needs to adjust those rose colored glasses and see what has really resulted from a lackluster ERP implementation. Sit with an engineer, a project manager, an estimator, a finance person, a documents person, a purchaser, a logistics person and others in thankless manufacturing jobs to experience first-hand how difficult it is to accomplish daily tasks or to receive adequate support. Slow turnaround in process improvements. Lots of wasted resources that could be allocated towards progressing, training and collaborative sessions. Annual Finance conferences are disguised as information exchange sessions but are rather ineffective -- There are more gossip/rumors and day after regrets spread across the division after these conferences than there are exchange of business knowledge -- and all of this on the company's dime? And then they make a big deal about ordering in food for those working through lunch or late into the evening? Give me a break. Bottom line is: management needs to fix their ERP system problems, find a team that can truly support it, solidify business processes (rather than changing them from month to month), document those processes (for when the turnover wave comes again), train the people (appropriately), execute projects, make customer deliveries, reward employees, then repeat. It really should be that simple, but they just don't get it.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
There are newer employer reviews for Cameron

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