Progress Energy Reviews in Raleigh-Durham, NC Area

Pros

There was no distinction between contractor and permanent employees. They treated us all the same.

Cons

Over work of full time permanent employees because of poor resource allocation / management.

Pros

Caring
Good benefits
Mgmt is willing to help w/time off
Great co workers and fun
Strong emphasis on diversity, safety, etc.

Cons

Tough to get to next level
Limited resources for advancement
Lots of travel and driving
Tough to get answers from other workgroups some times

Advice to Senior Management

Provide targetted training for career goals. Allow oustide networking and training. Continue with benefits like flex time, overtime compensation, and open communication.

Pros

The company, and energy industry is growing.

Cons

The company does not take care of its people.

Advice to Senior Management

Look at the work ethic of your employees

Pros

stable and flexible work schedule

Cons

not exciting, sometimes boring, but not stressful

Pros

stability, good benefits, alternate work schedules

Cons

need to come into the 21st century and offer telecommuting as they would any other offering. right now is very limited if at all

Advice to Senior Management

keep the transparency going

Pros

Job security
Getting taking over by Duke

Cons

Where do I begin

1) They grandfather people into technical roles...if you come from the outside they require for you to be highly educated and have years of experience...not until you begin working you realize everyone else in here were not require to have a degree for similar role as yours...and they lack the experience or expertise

2) The good ole boys is alive and well in this company. Forget about moving up on your career here...unless you know someone who is willing to pull strings good luck

3) There is no diversity here barely any African Americans, Asians or Hispanics working here.

4) People get put on technical roles without having no education....all due cause they know someone in upper management...I have seen first hand folks who have the education and experience be shot down due to not being well connected and they cant move into roles that fit their education and background.

5) The company does not pay for performance..You can be walking on water and you will still get your standard 1-3% raise a year.If you spend most of your time playing their games you may get 5%

6) Most folks in upper management have no clue about technology...

7) The more skills you have or the willingness to go above and beyond the more responsibilities they will throw at you

8) There is no accountability for mistakes meter techs make or anyone else for that matter....even when the mistakes cost the company millions...the same attitude is found thru out the company...is all who you know.

9) The managers are cheap and get ticked off if you try to signed up for training...anything that has to do with payin little extra money you are discourage from.No clear direction from Management how to improve your role thru training or additional courses outside of work. Feels like you are working at Burger Joint or as garbage picker...

10) I hate to say this but due to the lack of diversity most things are one sided...

11) Yearly raises are a joke and almost non-existent

12) you are under paid and good luck trying to get a decent salary when they offer you the job.

13) Almost non existent information sharing about the job and roles and lack of communication with issues goes all the way to the top.

14) Am not sure how this place can be one of the most admire utilities to work for..

15) IF YOU EVER get a job offer here MAKE sure you have in writing your responsibilities....you will find yourself
doing other responsibilities not in your job description!! I know this is the same for other industries but they take it a step above.

16) If you happen to be vital to the operations...and you are looking to move to a new role...THEY CAN AND WILL BLOCK you from moving...PERMANENTLY...EVEN IF YOU DECIDE to leave the company they rather loose an employee than allow him or her to move to a role more fitting to their career....what sort of logic is that?

I been here over two years and am ready looking to leave and not look back. There are some good people but the way management acts shadows that.

Advice to Senior Management

I hope when Duke takes over they clean house and bring competent people in. You have people with no background in engineering, managing and making engineering decisions....

Pros

One mentor per intern
Competitive pay
Living allowance for out of state location
Electrical engineers are top notch there

Cons

Work is dull
Work environment is extremely quiet. There is little day to day brainstorming and discussion.

Advice to Senior Management

Overall, a great business model. Management cares.

Pros

Good feed back on work performance and ethic
Management is supportive of career development
Good salary, bonus, and benefits package

Cons

Can beat issues over the head
Some organizational developments not shared until late
Seemingly arbitrary amount of experience needed for promotion

Advice to Senior Management

Do not treat employees like children at times
Tolerate less secrecy around organizational changes
Evaluate on work performance more for promotion

Pros

The type of work was great!

Cons

The department acted like they own you 24/7. Managers hid things (hours worked) from upper management. Difficult to have a benchmark when not all the hours worked by employees were entered.

Advice to Senior Management

There are a lot of good people that work there but there are issues at the managerial level (between employees and directors).

Pros

Alternate Work Schedule (AWS), 401K Match, importance of diversity and inclusion in the workplace, good work ethic of most employees

Cons

Managers don't have enough time to focus on individual contributor development and therefore 360 feedback tends to be generic and not helpful in employee development. Individual contributors are afraid to give real-time constructive feedback to co-workers since the culture is too polite. Technical career paths are available but make up small percentage of work force and management opportunities are limited.

Advice to Senior Management

Give middle management goals or financial incentives that encourage them to focus their attention on talented individual contributors and their career progression. Employees should be trained on how to provide constructive criticism to ensure work groups are always growing and being challenged. The PGN culture is too polite today and Senior Management should focus on assisting employees in feeling comfortable providing constructive feedback to management without the fear of negative implications.