Pros
-Training is valued the first few years and emphasized by supervisors. Getting in with the right manager and getting labeled a "High Potential" (aka Hi-Po) can really set you up on the fast track. There are plenty of executives and managers that clearly got in based on the sponsors they had because they certainly don't have the experience/talent to have gotten there based on merit alone. -Starting salary is WAY above market value - this can be a huge plus for engineers right out of undergrad but any mid-career person will tell you that the salary bumps end pretty quickly after the first 3 years. However, this headstart can set you up for a higher salary than your peers at another company if you time it right. -There are some great people who work here and genuinely want to make a positive change and set up others for success. Getting the 'right' manager seems to be the key to success.
Cons
-Mentality that "there's no better place to be" - breeds complacency in processes and culture. Employees (especially some baby boomers who are just waiting around at this point) know they don't have to do much to just move along through assignments - anyone will tell you that the only 2 reasons you can be fired are 1) misusing your AMEX and 2) HR issues -No 9/80s (only major to not implement them - huge con for work/life balance) -Micro-management -- people are not 1) given enough responsibility, and 2) constantly double- and triple-checked to make sure they've followed the process; there is next to no room for innovation because people are not trusted to make decisions without supervisory approval (seriously, have a little faith. I literally heard a manager say "I doubt the new hires know much more than where the coffee is"). And do not expect to be in any kind of supervisory role until you have at least 5-8 years with the company - they simply don't believe you're ready for it. -Managed moves - you do not own your career and there is no job posting system. Any moves are handled by your supervisor who acts as your advocate. They will try and spin it different ways ("this is a great opportunity") and say that people planning is a two-way street with your supervisor. The reality is that you can put in your interests and geographical constraints, but at the end of the day, if you are in the top 10%, your career will be expedited through targeted assignments. If you're everyone else, it'll be highly dependent on your relationship with your supervisor and the extent of their network. If they don't know about a job, you won't ever find out about it. -Mentorship is lacking - it is encouraged among prospective mentees but not much among potential mentors, very few are willing to give their time to newer employees -Grandfathered medical benefits plan does not have to meet all ACA requirements (ladies, your birth control is not covered 100%) -Ranking system is tied to salary - only the top 10% really see the big bucks and the rest of the company will start to be paid below market value around mid-career -- it's no secret that during high oil prices, EM people around the 5-10 year mark will leave to Chevron/Shell/etc because the salaries are much more alluring (and 9/80s = 25 more vacation days!)