Southern California Edison Reviews

Updated March 29, 2015
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  1. Best for Contractors

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Contractor - Java Developer in Los Angeles, CA
    Current Contractor - Java Developer in Los Angeles, CA

    I have been working at Southern California Edison as a contractor (less than a year)

    Pros

    Better pay rate
    work life balance

    Cons

    Recent waves of recession has hit it very badly

    Recommends
    Positive Outlook
  2. 2 people found this helpful

    Highly politicized, Toxic Environment not Focused on Business

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

    I worked at Southern California Edison

    Pros

    Benefits are good
    work life balance can be good depending on department

    Cons

    Highly politicized environment
    No room for advancement
    Brown-nosing a must
    ineptness among management not experienced in modern-day business

    Advice to ManagementAdvice

    Need to enter the new millennium and bring in experienced management to complement the institutional knowledge within the company. Find ways to provide incentives and career development. Stop HR from telling people that "if you are too smart, creative or innovative, you won't fit in"- a really poor recruiting methodology and at the core of what is wrong

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
  3. 2 people found this helpful

    it's a illusion.. it is part of the government & a identity that acts like a monopoly.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Desktop Support in Irvine, CA
    Current Employee - Desktop Support in Irvine, CA

    I have been working at Southern California Edison full-time (more than 5 years)

    Pros

    it's a nice name to show off to your friends.

    Cons

    electricity is cheap, employee's get paid poorly, & pensions are not paid by the government. People mainly work climbing poles, high number get hurt.

    Advice to ManagementAdvice

    Learn how to use a computer so your workers don't call the Helpdesk all day, make them responsible for remembering their password, layoff's is needed to get people who spend all day doing nothing out. Managers should not be moved everything they mess up, hopping they will get better. Fire them or demote them.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
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  5. 1 person found this helpful

    manager

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Senior Manager in Rosemead, CA
    Current Employee - Senior Manager in Rosemead, CA

    I have been working at Southern California Edison full-time (more than 5 years)

    Pros

    huge company, great people, plenty of opportunity for career growth.

    Cons

    too much change, disconnect between senior leadership and employees.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
  6. 3 people found this helpful

    Good compensation, questionable management

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

    I have been working at Southern California Edison

    Pros

    Work is interesting, co-workers are great, pay and benefits good (for now). Work life balance pretty good.

    Cons

    Too much bureaucracy, and too many middle managers. Many managers in Customer Service are incompetent, often glorified babysitters armed with "pulse and a checkbook" diploma mill-type credentials (Univ. of Phoenix, Redlands, et al) who have no grasp of the actual work they're managing, and rule with an iron fist to make up for their low self esteem from managing people significantly smarter than they are.

    Advice to ManagementAdvice

    Eliminate more middle management, especially the old dinosaurs who will never change their ineffectual dysfunctional ways, take the money you save and hire more people doing real work, and give them some empowerment. We're not a bunch of kids in need of babysitting. Also, look at more hiring from within.

  7. 5 people found this helpful

    SCE, once a leader in many areas, has lost it's mojo

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - IT Specialist in Rosemead, CA
    Current Employee - IT Specialist in Rosemead, CA

    I have been working at Southern California Edison full-time (more than 10 years)

    Pros

    Southern California Edison has above average compensation, work-life balance, and a diverse cultural work environment. There many dedicated individuals to work with.

    Cons

    Leadership has relied on third party vendors to make decisions that have resulted in catastrophic economic results for the company, employees, and rate payers. Many of the vendors now are in management. The bankruptcy of Mission Energy and shutdown of the nuclear facility were both due to decisions that could have been prevented. Now the consultants and newly hired management have decided to outsource everything starting in IT. The winners are the consultants. The losers are the company, rate payers, and employees.

    Advice to ManagementAdvice

    SCE is a quasi-government utility, not a high growth, high profit tech company.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
  8. 1 person found this helpful

    Good company. Opportunities

    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Southern California Edison

    Pros

    Work life balance is good.

    Cons

    Office culture, Reductions in force.

  9. Software engineer

    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Southern California Edison

    Pros

    This very good company in LA.

    Cons

    to reach the goals in time.

  10. Accounting Finance

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

    I worked at Southern California Edison (more than a year)

    Pros

    Large Utility with many operating groups and by extension opportunity. Great pay scale, above average. Great Benefits.

    Cons

    Went through a restructure after SONGS shut down. Lean to unsustainably lean in some areas. Just hope you don't land in one of those areas right now.

    Advice to ManagementAdvice

    You may need to communicate up the ladder that it needs to be re-evaluated instead of just demanding more from existing staff and then have them leave under duress and reallocating the work to the existing overwhelmed staff..

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
  11. 8 people found this helpful

    Government Protected, Mid 20th Century Type Company Struggling to Adapt To The Realities of the 21st Century Competition

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Senior Engineer in Rosemead, CA
    Former Employee - Senior Engineer in Rosemead, CA

    I worked at Southern California Edison

    Pros

    If you are fortunate enough to work in or for a progressive SCE department, the need for change to reduce costs and improve safety can provide a platform for innovation that can map across the entire Industry. These opportunities can provide the fortunate experienced engineer with opportunities to develop additional and valuable expertise easily marketable throughout the US. These departments and opportunities are hard to find, however. So, you definitely need the advice from insiders there to identify the areas of opportunity that fit your plans.

    Plan your employment there realistically not expecting continual employment. Nobody can offer this guarantee anymore with such a dynamically changing environment.Get exposure to a variety of areas. However, you must press for continual reassignments and avoid getting stuck in just one area.

    The next few years will present a good case study for observing if an old non competition-based, government protected monopoly type company can survive the threats of new 21st century technology (e.g. solar). If SCE does survive the anticipated loss of market share to alternative fuels, it will be a pattern for other Utilities to follow.

    Cons

    Rapid change sufficient to reduce costs quickly enough to avoid significant market share loss is not likely. Solar is advancing far too quickly and projected to provide much lower costs. When I was there even at SCE, Management was publicly lamenting about the inevitability of this. I understand that rates (cost/kWHr) are still increasing and no significant kWHr savings have been announced. It is a tough situation and something remarkable needs to happen soon. Solar technology is currently accelerating in its development increasing the challenge for SCE to reduce costs further than expected.

    A significant portion of SCE technical expertise had to retire in 2014 to avoid substantial, financial impacts to their legacy retirement plans. This needed expertise is virtually impossible to replace so quickly without restructuring services. This will be a monumental challenge. I have even been approached regarding how this gap might get filled. The Universities are simply not graduating enough engineers and those coming on the market are getting snatched by more dynamic companies not threaten my market share loss challenges. It is understandably difficult to attract new and needed talent given the projected near future (< 5 years) cost driven market. Once SCE restructures itself, the situation may change. But again, this will be a significant challenge.

    SCE is presently too siloed and this needs to change. Managers must be held accountable to demonstrate how they have effectively used OpX approaches to achieve verifiable cost savings and eliminate silo-related inefficiencies.

    There seems to be too many management levels and inconsistencies in practice. A more consolidated and dynamic management structure is needed and levels of management reduced. More direct goals need to be established, published directly from the CEO. He should also demand his program goals' progress be reported and demonstrated throughout the year, holding all management levels accountable.

    Advice to ManagementAdvice

    I believe that challenges presented to SCE are very similar enough in nature to those presented to other companies in other industries and what those companies did can provide a roadmap for needed change.
    I suggest the following:
    (1) continue the out sourcing of non-essential services such as IT. I was at numerous firms in the past that did this also as a needed first step. Fortunately, it worked out best for all the parties involved. Hopefully SCE can accomplish it in a manner consistent with interested parties e.g. 'use American' . This is understandably very difficult, if possible at all.

    (2) Replace the Performance Development Program (PDP) with one that instead uses quantifiable cost savings as the primary metric. The rank and file engineers consider this current PDP practice as questionable and it is mistrusted. It appears to too subjective and biased. It spawns contempt when intermediate management 'calibrates' performance scoring behind closed doors. It appears to smack too much of secret favoritism. Provide a more open policy for these 'calibration' processes to be visible. Reward only those who can demonstrate proven, quantifiable cost savings.

    (3) SCE needs to break down the 'silos' and implement concurrent engineering processes to more competitively release their services and products. I understand this is what the next program OpX is all about. Unfortunately, to accomplish this, their current entrenched management needs better direction from above and improved understand how to carry it out; and, they should be held accountable to demonstrate it with actual successes.

    (4) The typical intermediate management consists of non-technical, non-licensed, field oriented personnel lacking the ability to recognize innovation and needed change. They are very steeped in traditional ways. They need training to recognize and support new ways of doing traditional business to reduce costs. They seem to have excessive inertia and resist change.

    (5) Eliminate your Engineering silos by integrating the licensed Professional resources directly with the Service Centers and Districts and immediately target eradicating the use of costly, outdated products and old work execution processes wasting O&M budget . If this doesn't work, the matter of out sourcing Engineering must be seriously considered.

    (6) Work with the Electrical Unions instead of intimidating them like your current negotiations are doing. At least this is what my Union friends are indicating to me. A unified approach is needed and mutual (rather than demanded) cooperation is necessary to reduce costs and injuries and avoid being put out of more business and market share. Perhaps helping them to understand better the gravity of the current situation might help concession negotiations.

    (7) Provide a timeline for implementing and demonstrating bottomline kWHr cost reductions To date, I have heard of no such quantifiable improvements that are significant. Such changes that can be substantiated should result in rewards to its contributors. This provide better incentive and the current PDP process which is far to vulnerable to individual bias and opinions.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

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