As a Programmer, There Is No Respect from Management
Pros
15% discount when shipping with UPS as an employee.
Cons
GD needs to provide zero star for ratings. Here is what have happened. The hiring process was just one round of phone interview, with the hiring manager and a technical lead. Asked routine ordinary technical questions. Applied .Net position, so all the questions were .Net related. Pushed for the offer details cause there were other offers pending. Got offer after pushed for a few days. No onsite interview - later proved to be a big flaw of the process - cause one doesn't know where this is going to be situated. Company policy was be able to teleworking after three months, but nobody informed newly hired employees, until one of them found out, which was almost six months later. Yet the manager was very reluctant to "give" this benefit to the employees. Worked under the hiring manager for a few months, then was "given" to a new manager, for other projects than promised during interview. But still within .Net, so still OK. several months later the 2nd manager moved to another location (city, state). Then again employee was "given" to another group and its manager. Then the interesting experience began. Upon joining this third team and the third manager, employee was told that someone in the team was looking opportunities elsewhere, so the employee was welcome to do so as well. The this was a very clear indication, to most educated people that it should start look for another job whether inside or outside the organization. So the employee did applied several internal positions, but they didn't work out. At the mean time, the .Net programmer/employee was given a complete new tasks to work on statistics/mathematics programming, and front end programming which this employee has never done before and needed time and money to learn. While some of the programmers in the team were sent to learn the new technology, this employee didn't get the chance. In year 2018, UPS started quarterly performance review. In the past, the employee has always be 4 out of 5 for the performance. But in the 1st qt 18 review, it was not meeting job expectation. And was told, "I know you want to be a senior, you have applied all the senior positions out there...." The employee didn't, as a .Net programmer, won't apply Java or c++ senior positions within UPS. As when asked why or how to meet the expectation, the manager said thing like " you need to step up, take more responsibilities, ......" all the corporate jargon. The team was mostly contractors offshore and onsite. Employee asked them everyday on the scrum meet for more tasks, but was not able to be treated as one of the contractors. The contractors are very nice and courteous to the employee, and they can't ask UPS employee to do something, not direct management relationship. Then the 2nd qr 18 review came. Instead of verbal dissatisfaction, this time it was a piece of paper printed with a paragraph of comment, mainly saying the employee did not meet job expectation, need improve performance. In order to do that, needed to meet with the manager every Monday morning for a list of tasks to do for the week, detailed to hours of each task; every Friday afternoon meet again for what has been completed, for how long, and what has not for what reason. This was called "mentoring". Employee was told that "a $10 hour labor can do a better job". Of course teleworking was taken away. Employee's desk was taken away as well, so the employee has to find a desk to sit everyday coming to the office. Because more people than desks were in the office, it's like a competition there. In order to achieve the "mentoring process", a project not completed by several people who have already left the company, was given to complete the left over tasks. The project was completely non .Net. All new, needed time to learn and practice. However, results were asked almost immediately, well in a couple of days at least. During one of the meetings, employee was questioned about some work hours put on the time sheet during weekends. And the manager knew the employee was working during weekend. Yet not trust or respect was there. After two weeks of these, the employee resigned, the last day would be the Friday in two weeks. Then went home to stay away from the herd. Then came the call from the manager, demand to turn in the laptop and other stuff a week early, at a certain time frame at the manager's choice. Again, showed no trust or respect.