Survey: Control Salary Survey 2013 Value Count Percent % 18 to 25 8 1.2% 26 to 35 84 12.2% 36 to 45 145 21.1% 46 to 55 246 35.8% More than 55 205 29.8% Statistics Total Responses 688 Sum 18,864.0 Avg. 39.1 StdDev 8.0 Max 46.0 Value Count Percent % Male 639 92.9% Female 49 7.1% Statistics Total Responses 688 Salary Survey - May 8, 2013 1. What is your age? 2. Your gender? 1. What is your age? 18 to 25 1.2% 26 to 35 12.2% 36 to 45 21.1% 46 to 55 35.8% More than 55 29.8% 2. Your gender? Male 92.9% Female 7.1%
Transcript
Survey: Control Salary Survey 2013
Value Count Percent %
18 to 25 8 1.2%
26 to 35 84 12.2%
36 to 45 145 21.1%
46 to 55 246 35.8%
More than 55 205 29.8%
Statistics
TotalResponses
688
Sum 18,864.0
Avg. 39.1
StdDev 8.0
Max 46.0
Value Count Percent %
Male 639 92.9%
Female 49 7.1%
Statistics
Total Responses 688
Salary Survey - May 8, 2013
1. What is your age?
2. Your gender?
1. What is your age?18 to 25 1.2%
26 to 35 12.2%
36 to 45 21.1%
46 to 55 35.8%
More than 55 29.8%
2. Your gender?
Male 92.9%
Female 7.1%
Value Count Percent %
USA 480 70.9%
Canada 31 4.6%
Mexico 8 1.2%
South America 15 2.2%
Europe 71 10.5%
Asia 72 10.6%
Statistics
Total Responses 677
Value Count Percent %
AK 5 1.0%
AL 6 1.2%
AZ 4 0.8%
AR 6 1.2%
CA 39 8.1%
CO 11 2.3%
CT 6 1.2%
DE 4 0.8%
FL 8 1.7%
Statistics
Total Responses 484
3. Where do you live?
4. If you live in the U.S., which state?
3. Where do you live?
USA 70.9%
Canada 4.6%
Mexico 1.2%
South America 2.2%
Europe 10.5%
Asia 10.6%
4. If you live in the U.S., which state?AK 1%
AL 1.2%AZ 0.8%
AR 1.2%CA 8.1%
CO 2.3%CT 1.2%
All Others 84.1%
GA 12 2.5%
HI 1 0.2%
ID 2 0.4%
IL 36 7.4%
IN 15 3.1%
IA 2 0.4%
KS 3 0.6%
KY 9 1.9%
LA 16 3.3%
ME 3 0.6%
MD 5 1.0%
MA 6 1.2%
MI 16 3.3%
MN 23 4.8%
MS 0 0.0%
MO 4 0.8%
MT 0 0.0%
NE 6 1.2%
NV 0 0.0%
NH 2 0.4%
NJ 8 1.7%
NM 0 0.0%
NY 12 2.5%
NC 18 3.7%
ND 2 0.4%
OH 34 7.0%
OK 2 0.4%
OR 4 0.8%
PA 39 8.1%
RI 2 0.4%
SC 9 1.9%
SD 2 0.4%
TN 8 1.7%
TX 46 9.5%
UT 8 1.7%
VT 0 0.0%
VA 9 1.9%
WA 9 1.9%
WV 2 0.4%
WI 19 3.9%
WY 1 0.2%
Value Count Percent %
Black 17 2.5%
White 539 78.8%
Asian 68 9.9%
Hispanic 32 4.7%
Indigenous 3 0.4%
Other (please specify) 25 3.7%
Statistics
Total Responses 684
5. Of which race do you consider yourself to be a member?
Open-Text Response Breakdown for "Other (please specify)" Count
Left Blank 2
American 1
American Indian 1
Asian-Hispanic (unique) 1
Cajun 1
Caribbean 2
Caucasian 1
Egyptian 1
European American 1
Human 2
INDIAN 1
Indian 1
Master 1
N/A 1
NA 1
Nordic 1
caucasic 1
middle east 2
mixed 1
n/a 1
sub-continent 1
5. Of which race do you consider yourself to be a member?Black 2.5%
Process Control Engineering & Systems Development and Maintenance 1
Product Management 1
Product Marketing 1
Production Stats, quality control, and ISO 1
Production, QC, R&D, Management 1
Programming 1
Project Manager (systems integration) 1
Proposals and Inside Sales 1
Regulator 1
Reliability Engineering 1
Reliability maintenance 1
Sales 4
Sales & Mktg 1
Sales / Marketing 1
Sales Support 1
Sector MES Owner 1
Soft Services operations and mgmt. 1
System Integration 1
Systems Integration 2
Value Count Percent %
Less than 30 6 1.0%
31 to 40 123 19.7%
41 to 60 474 75.7%
More than 60 23 3.7%
Statistics
TotalResponses
626
Sum 23,247.0
Avg. 38.9
StdDev 4.0
Max 41.0
Systems Integrator 1
Technical Support 1
Training 2
Water Quality Testing 1
dcs manager project 1
dcs manager project/ plc project design 1
nerc cip /nist sytems 1
process control & emergency shutdown systems 1
sales 1
sales engineer 1
training 1
unemployed 1
15. How many hours total per week do you work?
15. How many hours total per week do you work?Less than 30 1%
31 to 40 19.7%
41 to 60 75.7%
More than 60 3.7%
Value Count Percent %
Food & Beverage 42 6.7%
Pharmaceutical 37 5.9%
Textile 6 1.0%
Pulp & Paper 27 4.3%
Chemical 76 12.1%
Oil & Gas 108 17.2%
Energy 49 7.8%
Water & Waste Water 30 4.8%
Mining 21 3.3%
Metals manufacturing 32 5.1%
Stone/Clay/Glass 8 1.3%
Plastics 19 3.0%
Indpendent Engineering firm 56 8.9%
Instruments & Controls Supplier 61 9.7%
Other (please specify) 56 8.9%
Statistics
Total Responses 628
Value Count Percent % Statistics
16. Which category best describes the business/industry in which you work?
17. How many years of supervisory experience do you have?
16. Which category best describes the business/industry in which you work?Food & Beverage 6.7%
Pharmaceutical 5.9%
Textile 1%Pulp & Paper 4.3%
Chemical 12.1%
Oil & Gas 17.2%
Energy 7.8%
All Others 45.1%
17. How many years of supervisory experience do you have?
None 20.5%
0 to 1 5.6%
2 to 5 20.8%
6 to 10 15.7%
11 to 15 12.6%
16 to 20 9.7%
More than 20 15.2%
None 128 20.5%
0 to 1 35 5.6%
2 to 5 130 20.8%
6 to 10 98 15.7%
11 to 15 79 12.6%
16 to 20 61 9.7%
More than 20 95 15.2%
TotalResponses
626
Sum 2,693.0
Avg. 7.3
StdDev 5.1
Max 16.0
Value Count Percent %
Under 2 247 42.1%
2 to 5 121 20.6%
6 to 10 102 17.4%
11 to 20 48 8.2%
More than 20 69 11.8%
Statistics
TotalResponses
587
Sum 1,382.0
Avg. 5.1
StdDev 3.3
Max 11.0
Value Count Percent % Statistics
18. How many people do you supervise?
19. Are you a licensed professional engineer?
18. How many people do you supervise?
Under 2 42.1%
2 to 5 20.6%
6 to 10 17.4%
11 to 20 8.2%
More than 20 11.8%
19. Are you a licensed professional engineer?
Yes 24.5%
No 75.5%
Yes 152 24.5%
No 469 75.5%
Total Responses 621
Value Count Percent %
AIChE 38 11.3%
ASME 22 6.6%
CSIA 8 2.4%
IEEE 68 20.3%
ISA 180 53.7%
Other (please specify) 103 30.8%
Statistics
Total Responses 335
20. What industry professional or engineering societies do you belong to?
Open-Text Response Breakdown for "Other (please specify)" Count
Left Blank 610
AACC 1
ACS 2
AGT 1
ANS 1
ASET 1
ASHRAE 2
ASQ 2
ASRAI 1
AWWA 2
American Chemical Society 1
CHSO 1
COREN 1
CQFB 1
FSEA 1
Foundation Fieldbus 1
HVAC 1
Hungarian Engineering Chamber 1
IChemE 1
20. What industry professional or engineering societies do you belong to?
11.3%6.6%
2.4%
20.3%
53.7%
30.8%
AIChE ASME CSIA IEEE ISA Other (please specify)0
25
50
75
100
IEAust 1
IIE 1
ISPE 6
ISPE, ACS 1
Information Technology(Library Science 1
InstMC 1
MESA 1
MESA, ACM 1
Marine Engineer first class 1
NBSCETT 1
NFPA, ASTM 1
NO 1
NONE 5
NSPE 3
NSPE, SSS 1
Namur 1
None 6
None at this time 1
Nothing 1
PEO 1
PICHE 1
PII 1
PMI 2
RETA 1
SAE 1
SEP 1
SME 2
SMRP 1
SOCIETY OF MANUFACTURING ENGINEERS 1
SSS and NSPE 1
STLE, REA SPE 1
TEE 1
TEKNA 1
UK IChemE and CEng 1
UTACS Senate 1
VDE 1
WBF 3
WSO (World safety Org) & ASSE 1
apegbc, apega, apegs 1
colegio ingenieros de Venezuela - CIEM 1
due being in Iran I'm a member of Iranian engineer society 1
instMC 1
iso 1
n/a 2
nicet 1
none 9
Value Count Percent %
1 98 15.7%
2 134 21.5%
3 148 23.7%
4 90 14.4%
5 72 11.5%
6 30 4.8%
7 19 3.0%
More than 7 33 5.3%
Statistics
TotalResponses
624
Sum 1,843.0
Avg. 3.1
StdDev 1.6
Max 7.0
Value Count Percent %
Yes 144 23.5%
No 470 76.6%
Statistics
Total Responses 614
none at this time 1
shangyan education 1
21. How many different companies have you worked for in your career so far?
22. Have you experienced a merger or acquisition in the past three years?
21. How many different companies have you worked for in your career so far?
1 15.7%
2 21.5%
3 23.7%
4 14.4%
5 11.5%
6 4.8%7 3%More than 7 5.3%
22. Have you experienced a merger or acquisition in the past three years?
Yes 23.5%
No 76.6%
Value Count Percent %
Under 2 49 7.8%
2 to 5 109 17.4%
6 to 10 149 23.8%
11 to 20 140 22.4%
More than 20 179 28.6%
Statistics
TotalResponses
626
Sum 2,652.0
Avg. 6.7
StdDev 3.6
Max 11.0
Value Count Percent %
Yes 472 76.5%
No 10 1.6%
Sometimes 135 21.9%
Statistics
Total Responses 617
23. How long have you been working for your present employer?
24. Are you happy in the automation profession?
23. How long have you been working for your present employer?Under 2 7.8%
2 to 5 17.4%
6 to 10 23.8%11 to 20 22.4%
More than 20 28.6%
24. Are you happy in the automation profession?
Yes 76.5%
No 1.6%
Sometimes 21.9%
Value Count Percent %
Yes 463 74.4%
No 159 25.6%
Statistics
Total Responses 622
Value Count Percent %
Under $30K 33 5.5%
$30 to 40K 16 2.7%
$41 to 50K 17 2.8%
$51 to 60K 41 6.8%
$61 to 70K 54 8.9%
$71 to 80K 70 11.6%
$81 to 90K 39 6.5%
$91 to 100K 75 12.4%
More than $100K 259 42.9%
Statistics
Total Responses 604
25. Would you encourage your children to go into automation?
26. What is you annual gross salary?
25. Would you encourage your children to go into automation?
Yes 74.4%
No 25.6%
26. What is you annual gross salary?Under $30K 5.5%
$30 to 40K 2.7%$41 to 50K 2.8%
$51 to 60K 6.8%
$61 to 70K 8.9%
$71 to 80K 11.6%
$81 to 90K 6.5%
$91 to 100K 12.4%
More than $100K 42.9%
Value Count Percent %
$0-1K 199 35.5%
$2-4K 257 45.8%
$5-7K 57 10.2%
$8-10K 18 3.2%
$11-15K 17 3.0%
$16-20K 6 1.1%
$21-25K 2 0.4%
more than $25K 5 0.9%
Statistics
Total Responses 561
Value Count Percent %
Yes 405 67.6%
No 194 32.4%
Statistics
Total Responses 599
27. If you got a raise last year, how much was it?
28. In addition to your salary, did you receive a bonus last year?
27. If you got a raise last year, how much was it?
$0-1K 35.5%
$2-4K 45.8%
$5-7K 10.2%$8-10K 3.2%
$11-15K 3%$16-20K 1.1%
$21-25K 0.4%more than $25K 0.9%
28. In addition to your salary, did you receive a bonus last year?
Yes 67.6%
No 32.4%
Value Count Percent %
Under 2% 95 21.5%
2% to 5% 95 21.5%
6% to 10% 107 24.2%
11% to 15% 60 13.6%
More than 15% 85 19.2%
Statistics
TotalResponses
442
Sum 1,492.0
Avg. 5.7
StdDev 3.4
Max 11.0
Value Count Percent %
Yes 184 30.7%
No 416 69.3%
Statistics
Total Responses 600
29. If you did receive a bonus what percentage of your salary did it represent?
30. Are you paid for overtime?
29. If you did receive a bonus what percentage of your salary did it represent?
Under 2% 21.5%
2% to 5% 21.5%
6% to 10% 24.2%
11% to 15% 13.6%
More than 15% 19.2%
30. Are you paid for overtime?
Yes 30.7%
No 69.3%
Value Count Percent %
Medical 529 89.4%
Dental 459 77.5%
Life insurance 456 77.0%
Disability 389 65.7%
Pension 266 44.9%
401K 393 66.4%
Tuition reimbursement 244 41.2%
Stock options 98 16.6%
Profit sharing 101 17.1%
Car 71 12.0%
Flex time 188 31.8%
Telecommuting 95 16.1%
Other (please specify) 22 3.7%
Statistics
TotalResponses
592
Sum 158,010.0
Avg. 399.0
StdDev 27.9
Max 403.0
31. What benefits do you receive?
Open-Text Response Breakdown for "Other (please specify)" Count
Left Blank 688
403b 1
5+ weeks vacation 1
9/80 Work Schedule 1
Cash 1
Cell Phone 1
Employee Stock Ownership 1
Employee events - golf outings etc. 1
Fuel 1
Gym 1
House 1
Internet connection at home 1
Phone 1
Simple IRA 1
Travel Insurance 1
Vision 2
31. What benefits do you receive?
89.4%
77.5% 77%
65.7%
44.9%
66.4%
41.2%
97.3%
Medical Dental Life insurance Disability Pension 401K Tuitionreimbursement
All Others0
25
50
75
100
Value Count Percent %
None 8 1.3%
1 week 8 1.3%
2 weeks 59 9.8%
3 weeks 131 21.7%
4 weeks 193 32.0%
More than 4 weeks 204 33.8%
Statistics
TotalResponses
603
Sum 1,291.0
Avg. 3.3
StdDev 0.8
Max 4.0
Value Count Percent %
Challenging work 233 40.5%
Job security 72 12.5%
Statistics
Total Responses 576
Vision, RideShare/public transport incentives 1
compensatory leave 1
full accomodation 1
knoledge 1
self employed 1
32. How much vacation do you get?
33. Which of the following is most important in providing you with a strong sense of job satisfaction?
32. How much vacation do you get?None 1.3%
1 week 1.3%2 weeks 9.8%
3 weeks 21.7%
4 weeks 32%
More than 4 weeks 33.8%
33. Which of the following is most important in providing you with a strongsense of job satisfaction?
Challenging work 40.5%
Job security 12.5%
Salary/benefits 17.7%
Opportunity for advancement 10.4%
Appreciation 18.4%
Other (please specify) 0.5%
Salary/benefits 102 17.7%
Opportunity for advancement 60 10.4%
Appreciation 106 18.4%
Other (please specify) 3 0.5%
Value Count Percent %
Yes 236 41.0%
No 339 59.0%
Statistics
Total Responses 575
Value Count Percent %
Hiring 209 37.1%
Layoffs 106 18.8%
More overtime 120 21.3%
Promotions/raises 61 10.8%
Other (please specify) 67 11.9%
Statistics
Total Responses 563
34. Are you concerned about job security?
35. How is the current economy affecting your company?
34. Are you concerned about job security?
Yes 41%
No 59%
35. How is the current economy affecting your company?
Hiring 37.1%
Layoffs 18.8%
More overtime 21.3%
Promotions/raises 10.8%
Other (please specify) 11.9%
Value Count Percent %
Yes 388 67.7%
No 185 32.3%
Statistics
Total Responses 573
Value Count Percent %
More outsourcing 142 32.7%
Less outsourcing 72 16.6%
About the same 220 50.7%
Statistics
Total Responses 434
36. Does your company outsource professional/engineering services?
37. If yes, any change in the volume of this activity?
38. Please chime in about any workplace/career issues or observations you may have, good or bad.
Count Response
1 .
1 Advancement is at a stand still. The job market is such that it hard to move on to new jobs.
1 At my company there has been an erosion in the perceived value of engineering services.
1 Bad, because focusing on profits over human satisfaction or loyalty
1 Being in the publishing industry, the rise of electronic readers is hurting the bottom line.
36. Does your company outsource professional/engineering services?
Yes 67.7%
No 32.3%
37. If yes, any change in the volume of this activity?
More outsourcing 32.7%
Less outsourcing 16.6%
About the same 50.7%
1 Commodities growing
1 Company moral is low. Trust in management is very low.
1 Conpany downsizing - 2006 there was 125 employes - today (9)
1 Cost cutting will have a great effect on the future of this company.
1 Currently Downsizing. Eliminating postions through attrition
1 Doing more with less,
1 Federal, State and Local regulations are destroying the United States businesses.
1 GE as a company is bad. Stretch
2 Good
1 Good work and place.
1 Good work environment
1 Graduates coming through have little or no appreciation of control in the real world.
1 Great company with solid growth.
1 I can't, they are watching.
1 I do not have any at this point.
1 I'm in a foreign city. It helps to have better conditions.
1 Job security is important
1 Lack of graduates interested in following a career in control engineering.
1 Lack of work life balance.
1 Lets hope my team and myself can keep up the good work.
1 Life is full of uncertainty.
1 Management is very safety concerned.
1 More insroucing to other countries
1 More work, Less time, Less Money, Less help
1 My employer is becoming too bureaucratic and concerned with rigid and inefficient procedures.
1 México has diferent sácale of economy, so The salaries a lower tan USA or Europe
1 NO Training
1 New management so we are expecting some changes
1 No advancement opportunities
1 Not enough development of young Graduates
1 Not enough qualified people to fill the postions
1 Nothing really new or that hasn't been covered in previous years.
1 Now a days flattering skills are given more importance than technical skills.
1 POOR MORALE
1 R&D is being done but at a lower investment than could be happening
1 Technicians are not included on design phases of new projects.
1 That would not be prudent.
1 The company I now work for is the best of all that I have worked for.
1 The company is solid and business is good. Management has looked after things very well.
1 The last 8 years have been a good time to be an engineeer in Australia.
1 The salaries are comparably worse than they should with other professions.
1 The situation in our country totaly different
1 Too much outsourcing in our company and in most USA companies.
1 Training plans are needed for all levels.
1 Trying to do far too much with far too few people Reduction in benifits year by year
1 Very slow production wise do to the economic conditions in Europe.
1 We are having a difficult time getting young engineers interested in Nuclear.
1 Work environment can be stressful / hostile. Feel a 4 year degree could provide job mobility.
1 ccc
1 difficult recruiting
1 don't replace retired employees.
1 good
1 in 2009 I had a brain tumor removed, and since then I have been treated differently at work.
1 mobility = good
1 n/a
1 new engineers graduating need to be willing to do the job and not be spoon fed the answers.
1 no
1 no comment
1 no issue
1 no raises in the Last two years
1 none
1 outsourced engineering isn't of the quality of home-based engineering.
1 reloaction to different country forced due to closure of R&D centre in Canada
1 stop sending jobs to china
1 too much management and too little engineering
1 younger guys have no work ethic, and dont generaly do a good job.work is not a priority.
1 Age of people with I&C skill set is increasing. Concern about educating the next (and next after that) generation.
1 Engineering firms are reducing support and administrative staff, tasks that are now to be performed by the mainproduction line of engineers. This is very innefficient but management can't understand why this is the case.
1 The business level has stayed steady or increased, but the company is taking advantage of the economy to squeezevendors and outside resources.
1 Busiest year in past five. Should be hiring more people (even temporarily) to handle volume of work. Instead of hiring,we turn work away. Now they are going after good people. Miss a date and you are gone. Impossible deadlines. Justsqueaked by on last project. Don't know how much longer I can keep it up. Meanwhile company is more profitable andstock price is the highest in 15 years.
1 The lack of younger applicants has led to the older generation having remained in the field longer, and not as muchroom for advancement. We cannot find young applicants with a good work ethic, and/or a good moral compass. Itwould seem they just want to stay behind a desk and receive 70k a year without the field or practical experience. I workfor a fortune 100 companies and we have a serious labor problem, we cannot find experienced applicants. But I believethat is more of a company issue.
1 I'm still seeing a very, very low ratio of women to men -- not much better than 13 years ago! I wish I knew why. Fixingthis imbalance is important, in my opinion. It seems to me that the dominance of men in this profession contributes tosome unsettling phenomena -- such as utter disregard for proper documentation and control of the automated systemand changes made to it. A large biotech facility, fully automated, was built hastily and spent a handful of years inproduction mode before management finally got the message that a small majority had been trying to convey since itsinception -- and ended up having to overhaul the entire automation/control database. A very costly mistake that actuallyconsisted of a myriad decisions turning points, both small and large. I firmly believe that the virtual absence of women inautomation leadership roles had a lot to do with it.
1 The workforce seems to be getting older and older and no new hires to replace retiring individuals.
1 Currently, the salaries of engineers generally within this part of the world are too low for the amount of education andresponsibility. Better to have an associate degree and go into HR or management and have much more pay forrelatively little responsibility. Most people are unhappy with the pay and new engineering hires within my major employerare almost exclusively from India because they will do just about anything to get out of their horrible country.
1 Bureaucratic set-up Nepotism & lack of transparency No career advancement opportunities in-spite of very goodperformance over past several years
1 glass ceiling on technical advancement, at higher levels must give up technical work to advance in management. No
career path for technical expertise.
1 Having a sales team that doesn't understand the difficulties of controls engineering means that they routinely underbidprojects, especially from a time standpoint, which results in disappointed customers when we're late to deliver.
1 It is harder to get experienced engineers and new engineers are specialized on certain specific things only
1 Company continues to apply pressure on controlling costs and doing more with fewer resources. Project timelines havecontinued to get more agressive w/ almost unrealistic schedules.
1 The complexity of the open-platform DCS systems is creating a step change in base work load as they replace theolder proprietary systems. Getting senior management to recognize the new requirements and approve additionalstaffing is a significant challenge in the current economic climate. DCS network security measure add to this issue.
1 Organization is getting leaner, placing more expectations of each individual. Current pace is unsustainable, heading forburnout as an organization. Lots of opportunities for interesting and challenging work, as well as career advancementopportunities.
1 I work in the water business design group for an international A/E firm that promotes SCADA/Automation as one of ourservices. This tends to keep the Instrumentation and controls people very busy to the point that we have recruited someof the less busy mechanical process engineers to fill in.
1 Companies seem to think enginneing has become a comodity any one can do the same job, and experience meansnothing.
1 In my APC world there is only AspenTech DMC or Honeywell RMPCT. The people that know how to implement thosetechnologies are retiring and there is very little new talent. I don't see a huge demand for the talent either. I wonder wherethis market segment is headed.
1 I have been happy with my advancement overall. Our management does not place much emphasis on advancement orcareer apportunities or trying to help employees advance their knowledge. They are not proactive in keeping peopleabreast of new items or cutting edge technologies. They want it but don't want to spend money on training orinformational shows. We always run lean on employee headcount which leads to frustration and high backlogs of work.The benefits are good and working conditions are fairly good.
1 The jobs are for the younger engineers. They work for less, and work less.After 60 you are a target for replacement orlook towards consulting work. Todays values have moved to a new time low. It's hard to get personnel off the cellphones and texing on work time.
1 Senior Management is concerned more about short term saving than long term quality of manufacturing facility andimprovements to production equipment.
1 Increased stand-alone independance of weach research unit means less time spent on research and more personaltime and effort on support activities.
1 Not seeing many college grads joining the automation ranks. We have more positions approved than we can get newcollege grads.
1 We are aerospace company, dealing in the systems and control environment for testing and certifying aerospaceproducts.
1 Manpower turnover is high. Other company offer is better/higher. difficult to get people for right skill.
1 Hard to get new hires for Production & maintenance jobs with basic skills Maintenance Techs feel they are stagnating intheir careers due to no or small salary increases last five years
1 Something I have noticed in all my jobs is everyone wants to be paid, but does not want the responsiblities to go with it.It is a trend in the last 10 years. Where did the accountabllity go in the workplace and the government? Also where didthe pride go in keeping Manufacturing jobs in the US?
1 Our process for project development and process improvement has continued to evolve to world class standards.
1 Less time and people to do everything, everywhere. Less qualified people, internally and from services/equipmentsuppliers. The "good enough" being replaced by "enough".
1 There has been a significant culture change at my company over the last 4 years. We are actively pursuing long termgoals in terms of technology implementation and sustainability within our industry. The goals being projected are onemain reason I look forward to the future of this company. The job politics aside, it is exciting to think of what canbecome of this company in the years ahead.
1 Though amazingly blessed in position and salary (and thankful) - the increasing inflation and cost of living in the countryare causing my family to lose ground in the American Dream. This is reality, not perception. It's as Will Rogers onceobserved: we're riding to the poorhouse in a limousine.
1 Very inconsistent work load. EPA and other gov't regulations affecting client decisons on proceedin with projects.
1 We refuse to hire anybody full-time. They bring temps on board in March, work them for 18 months (longest allowed bylaw) then release them due to "lack of work". They get 2 summers out of them but pay no additional healthcare costs
1 Company seems to value knowledge less. Stress forms and procedures more. Accountants now determineprocedures.
1 Even if the productivity doesn't increase profits by using few Chinese engineers, the client pushes our company to usethem as a condition of being awarded projects. Engineering work requires a deep knowledge and understanding ofclient's company practices that can only be achieved thru direct communication with client's operations team. This levelof communication cannot be accomplished working in China with US customers. The lack of communication typicallyresult in re-work, which ultimately negate the benefits of outsourcing.
1 Immediate supervision is important. I was a very happy and productive (if underpaid) Engineer and Maintenanceprofessional for fifteen years. That immediate supervisor has now been moved to upper management. The newincumbent to the position has none of the positive attributes of my former boss, dresses me down about problemscaused by others while in front of others, and provides no positive feedback whatsoever. What was an excellent,challenging position, even without the pay or advancement opportunities, has now become a living hell.
1 Doing more with less is the theme across the country. At a certain point, both the quality and quantity of services willsuffer.
1 The further I progress, compensation-wise, as an individual contributor, the more limited my options for movementwithin the company become - in spite of a skillset and competency level that exceeds 95% of the of the skillpool. This isa result of the local HR organizations having more authority over staffing than do the technical and plant management.And I find that ridiculous; HR should be a support organization to management; not the other way around.
1 I work in West-Africa. No option available. I have found that in the environment where I work that a large proportion ofthe colleagues battle to perform basic tasks leaving the more experienced and capable people to become the "floggedhorse" Companies seem to be going for more "cheap" labour rather than capable and experienced higher costemployees
1 Management doesn't understand how much an automation professional does. Did major project work last year withheavy automation and it really wasn't acknowledged. My peers recognized the work. I am the only automationprofessional at my site.
1 There has been considerable growth in the last two years and expected to continue for the next 2-5yrs. This results inadditional overtime until new hires are brought onboard and up to speed.
1 rush to judgement - sort sighted choices-Exhibt 1980's Oil patch thinking - pile on until its dead then bail out - hope forthe best - then wonder why thing are hard. later.
1 The skills to be a good control systems engineer are difficult to obtain and should have commensurate pay, but theydon't. HR staff typically makes more money for having far less education, less responsibility, less stress, etc.
1 My current employer has limited opportunity for advancement/differentiation of employees that do not hold a 4-yrdegree or above, even for those with demonstrated excellence that has been sustained for a long period.
1 Aging work force with few employees backfilling retiring knowledge - BAD. Obsolete automation hardware with limitedaccess to funds to migrate + retiring knowledgable support resources - BAD.
1 There is litle or no consideration for the technical folks at our location, the managers are too political to be concernedabout any real issues.
1 - Quality leadership appears to be going down and down - The next generation are entering with a high level ofenthusiasm but getting frustrated with the current corp system very quickly - Corporate commitment to employeesappears to be eroding steadily - alsmot exclusively profit driven - Knowledge transfer continues to be a big issue andmay threaten Americas position as the preeminent tech ldr in the world
1 My work is management and senior level heavy which means there is not much room for me to move up havingstarted here as a entry level. Currently openness regarding who will be on what project always seems to be done at thelast second...annoying.. wasn't always this way..
1 Eacellent company and parent corporation. Work is challenging by satisfying. Our facility is full of co-workers having astorng midwestern rural farm work ethic.
1 It's hard to find automation mentors in a facility primarily centered around manufacturing -- esp. in an FDA-regulatedindustry, where meta-processes (such as change control, validation, regulatory auditing) are so thickly layered on top ofthe actual technical work, that most people end up 'specializing' in those meta-processes rather than advancing theirown and their younger colleagues' knowledge and skills in automation and controls.
