Job security but poor management and little growth - Recensione dipendente - Engineer presso NAVFAC

2,0
20 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Won’t fire anyone, know how much you’re going to make.

Svantaggi

Bad raises. Job growth is very uncommon. Management is incompetent from top to bottom. Not enough people and too much work. Nepotism is rampant in this organization. Unqualified people are promoted. Career bad apples are left without being fired or disciplined. First level managers are useless. They at too much red tape to do the most basic things. Upper levels are arrogant and hard headed.hiring has been frozen for a year yet somehow the ‘bud club’ is promoting people constantly who are in their ‘inner circle’. Hiring actions are super sketchy, names are dropped for specific people to be hired etc. It’s crazy

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5,0
19 feb 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Work life balance Positive culture Caring management Benefits Flexible work schedule

Svantaggi

In general, the only con for me is working in government buildings as they can be rather plain and depressing. But that is the government for you!

2,0
20 apr 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

I liked the cooperation and support that I experienced with the other energy managers around the state and the country. The energy manager position is responsible for a wide range of deliverables as well as developing projects, finding and competing for funding, troubleshooting problems, and developing and updating installation-wide energy and water management plan, Many more responsibilities added on. The energy manager network was extremely valuable for me.

Svantaggi

Poor internal management was the source of barriers, obstacles and bottlenecks for all issues that I had to battle. This was specifically within the public works department. Lack of funding for my position to develop and implement valuable projects and programs. Lack of support from internal management.

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