Review of Duke Energy (Engineering Role, ~4 years of experience) - Recensione dipendente - Senior Engineer presso Duke Energy

2,0
28 giu 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

-Strong “safety first” culture -Opportunities for career growth if you are proactive -Communication has been improving -Great coworkers and supportive peers

Svantaggi

-Constant changes in management and high employee turnover -Poor training; you must rely on self-learning -STI (Short-Term Incentive) bonus is unreliable and consistently reduced due to safety incidents -Storm duty is mandatory with no exceptions for vacations or medical issues, requiring 16-hour days until restoration is complete -Salaried employees are treated like hourly employees, but receive no overtime pay; only straight time after exceeding 45 hours in a week -Hybrid roles require in-office presence 3 days per week with no fully remote options -Lack of flexibility in accommodating personal commitments during storm events

Esplora altre recensioni su Duke Energy

5,0
27 apr 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Keep in mind this is in the eyes of an intern but: - employees are friendly and willing to help if asked - lots of learning opportunity - projects in which you can apply what you learned - lenient WFH

Svantaggi

- the quality of your project can be dependent on which team you are on and your mentor guiding you

3,0
15 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Strong job stability in a regulated utility environment, along with competitive pay and solid benefits package. My immediate team is genuinely supportive and collaborative — we work well together and have each other's backs. The work itself offers a sense of purpose given the essential nature of the industry.

Svantaggi

Upper management operates with limited transparency and decisions flow strictly top-down, with little visibility into the reasoning behind strategic choices. The compensation structure does not differentiate for high performers — annual raises tend to land at or below inflation. Work groups across the department are heavily siloed, which limits cross-functional collaboration and slows knowledge sharing and adds frustration.

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