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Fluor Jobs in Vancouver, BC

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30+ days ago

Principal Process Specialist

Fluor Vancouver

-Lead projects, Feasibility Studies and assist with proposal preparation -Lead process design teams during feasibility studies, basic and detailed… Fluor

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Fluor CEO David T. Seaton
David T. Seaton
239 Ratings
  • Helpful (1)

    A good place to work, but hard to stand out

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Vancouver, BC (Canada)
    Current Employee - Anonymous Employee in Vancouver, BC (Canada)
    Negative Outlook
    No opinion of CEO

    I have been working at Fluor full-time (More than 5 years)


    Much of your day-to-day happiness will depend on the project lead and team you interact with, and most people are in general friendly, cooperative and understanding. Safety really is a top priority at Fluor and not just a bullet point to check off. It's a great place to develop skills in large complex EPCM projects. Recently, the company has been getting more involved in making positive impacts in the communites they do business in, whether it be financial donations or volunteer time from employees. Fluor is one of the most ethical companies you could work for. There are opportunities to go and work in the field to develop worldwide and site-based skills and experience.


    Compensation is based far more on tenure and seniority than skills, work ethic and performance. Performance assessments are being pushed heavily from the top, but everybody knows they have little to no impact on compensation. If management wants PAs to be taken seriously, then they need to properly identify individual strengths and weaknesses and compensate accordingly. The managers deciding on raises often manage large groups of people but never actually work with them, instead relying on feedback from the discipline lead for each project. This creates problems where often times the lead is too nice to indicate that one person is a better/worse performer than the other, and results in outstanding (or poor) performance not being properly recognized. Along the same lines, there are many instances where good performers are laid off while poorer performers and less cooperative people remain. Layoffs are an inevitability due to the cyclical nature of the industry, but management needs to do a much better job in retaining good talent.

    Advice to Management

    Get a system in place to identify who is really good at their job, and focus strongly on retaining those people, through better than average salary increases or a performance bonus. Managers need to see what the employees can easily recognize within days of working with somebody.

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