Keith and Schnars, P.A.
I have been working at Keith and Schnars, P.A.Pros
Corporate Office: Great atmosphere to work with people from within the departments and intradepartments. Majority of people are nice, curtious, respectful, helpful, and professional. There is flexability in days off to take care of personal business, the percentage of UT is within reason and its not pushed upon employees as a means to grade their success. Performance and meeting and exceeding deadlines is the means to measure success, not how much UT has been accumulated.Cons
The company is behind the curve on use of technology regarding equipment for reproduction and software compared to other leading competitors. Also, there is preferrential treatment between office on who gets the latest and greatest equipment, and software which creates a nonhomogenous flow and inefficiency of work between office. For example, to make 20 copies of a construction set of documents that has 20 sheets, the company has someone to manual make copies of each sheet with a machine dated from the 1980's and organize by hand which could take approximately 4 hours or more. Instead should purchase an OCE 500 where any individual can feed the complete set, and program to make how many sets and its done in 30 minutes or less, keep track of how many copies made inorder to bill to the client. The company doesn't have standardized policy and procedure of software (ie CAD Standards, filing system, and playbook) between departments and other offices.The bottom line, the company is too cheap and outdated to invest in top of the line equipment, software, hardware, and training to maximize production, efficiency, and profit for a +300 size company.
The company hires and retains inept engineers and professional engineers. They maintain these engineers when upper management is well aware of their unprofessionalism, and inability to perform task, or lead. They remove projects from these engineers and give it to another professional to cleanup while maintaining the employee. Firing of an employee is the last case scenario when the damage is so severe. The company would rather lay off an excellent employee from one department and retain a poor employee from another department instead of letting go the poor performing employee and shifting the performing employee where the need is greater. Also, if one gets stuck with a crappy senior project manager or project manager as a supervisior expect your career advancement to get stuck.
Salary increase is based upon each Director and/or VIce President from the different departments. If one happens to be in a department where the Director or Vice President hardly gives salary adjustment based upon performance expect this to be for the remaining of one's career in that department. On average, salary increase due to meeting and exceeding performance is between 1% to 3%. Bonus are hardly ever heard of and if so its $500. This is also a reflection of a company being cheap and not investing in their employees for success and performance. More $$$ at the top.Advice to ManagementAdvice
Get rid of incompetant employees, and supervisiors, and replace with competant employees and promote within. Invest in employees by rewarding employees who perform well with a salary adjustment of more than the minimum 4% inflation rate (5 to 8% increase in salary), and give justified bonuses. They will be happier for being recognized, and more motivated to work for the company. Invest money into new technology, software, hardware, and training to get a return on your investments (employees and increase performance and production).Doesn't Recommend