Solar Turbines Senior Manager Reviews | Glassdoor

Solar Turbines Senior Manager Reviews

Updated Mar 23, 2017

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Found 3 reviews

1.6
StarStarStarStarStar
0%
Recommend to a Friend
Jim Umpleby
0 Ratings
  1. "Home field"

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Senior Manager in San Diego, CA
    Recommends

    I worked at Solar Turbines

    Pros

    The people, and the tasks

    Cons

    Big, sometimes you get lost

    Advice to Management

    Good work!

    Solar Turbines2010-11-12
  2. "Ups and Downs"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Senior Project Manager 
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    I worked at Solar Turbines full-time

    Pros

    Some opportunities to grow and learn

    Cons

    System and process changes not fully vetted before release

    Advice to Management

    Value your employees

    Solar Turbines2017-03-08
  3. Helpful (22)

    "Sr. Manager At Solar Turbines"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Senior Manager in San Diego, CA
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I have been working at Solar Turbines full-time for more than 10 years

    Pros

    Good work/life balance. Still a place where people can spend their entire career at (if you're OK with the constantly worsening compensation package)

    Cons

    Culture promotes cohesion over everything. This means that nearly identical raises are given to people who do the absolute minimum and the highest performers. This is done to keep everyone "happy". Company states that it pays in the 75th percentile (without sharing any of the data with its employees) and deceptively includes "at risk" pay (incentive compensation) as part of this baseline. Executive management have tied...

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    Advice to Management

    Look at your pay practices. There is a reason why more high performers have left in the last year than in the previous 15 years. In a time where promotions are capped at a 5% pay raise, no raises were given in 2016, there was no/insignificant bonus in 2016 and 2017, and merit percentages are dictated by corporate to ensure that everyone gets the same amount of money, it is no surprise why so many of us have left or have...

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    Solar Turbines2017-03-23
Found 3 reviews