Stratus reviews

You have to be employed for a full year to be "eligible" for a raise. So for example if you're there for 10 months when it's time for raises, you'll get nothing until the following year. Having a bonus structure is nice, but again have to be there for a full year to be eligible. Bonuses are also based on some performance metrics that you don't have full control over. Depending on what team/account you end up on you may receive limited training and be handed a bunch of sites and expected to run with them. The system training is helpful and does a good job teaching you the basics, but the account specific training is only as good as your manager/team (if you get any at all).

The first thing you need to know is you’re not a project manager. You may have that title but you’re not, you’re a coordinator. You don’t set up scopes, you don’t set up stakeholders, you don’t set up budgets. You’re given locations, you’re given accounts, and you’re told to do it. Whatever goes wrong will be blamed on you whether it’s your department or not. Something happens in manufacturing. It’s your fault. Something happens in design. It’s your fault. Any delay, any extra costs, you’re held accountable. It’s all about metrics. They will give you a financially low account and tell you not to worry based on your metrics and the expectations you are to meet but then when it comes right down to it, it’s all about the metrics and if you look bad on paper, like you have low margins which you can’t control because it’s a contracted margin, or you have low revenue which you can’t control because this is the Budget that has been contracted, or customer deadlines aren’t met because customer keep keeps changing information. It’s your fault, you look bad, you’re the problem. Most managers have the attitude of work overtime (no pay as it’s salary) work weekends, get the job done. Work in balance depends on your manager. Raises are little to none. They feel a 1% raise is a gift.