Fluor reviews

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.

Occasionally the business can be impacted by the cycles in the economy but if you are a good employee they will keep you. Especially if you are willing to travel to stay employed.