systems administrator

software engineer

system engineer

information systems security officer

senior systems administrator

AMERICAN SYSTEMS

Given opportunity to participate in some of the most critical defense programs in America: 

Systems engineer on the definition, design, acquisition, installation, and test of two, multimillion-dollar construction projects for the TRIDENT Training Facility’s Operation and Maintenance trainer system (>$55M) and the TRIDENT Refit Facility’s Intermediate-Level Maintenance Shop (>$70M).  PM efforts included: 
- Concept & Initiation – conducted DWG meetings to identify major stakeholders; define project scope & charter  
- Planning – conducted system/facility’s performance, space, and layout requirements definition/validation process, lifecycle logistics planning and WBS/CBS tables; developed SOW and performance specification (i.e., tactical/non-tactical equipment, HVAC, cabling, lighting, shock & vibration, etc.); test and evaluation (T&E) plans; prepared design drawing pkg; established baseline cost/schedules estimates; developed final project plan & obtained Navy approval 
- Executed & controlled the project through successful completion, providing regular progress reports of work accomplished/work planned, cost/schedule variances, conducting periodic project reviews, and installing on time/budget 
-Closed out the project with an after action review of lessons learned for incorporation into next project 

Certification and IV&V of TRIDENT Submarine’s Command and Control System ($200M).  Test engineer, efforts included: 
- Planning – conducted/participated in various DWG sessions researching CCS design documentation to identify/define CCS system-subsystem performance requirements including pass/fail criteria; the test program specified a 240-hour continuous operational test requiring development of various patrol scenarios, a stress and degraded mode operations test phase, and an extensive independent verification and validation (IV&V) phase.  For assigned subsystems, established cost estimates and schedules; developed final project plan inputs for inclusions into the CCS Test and Evaluation Plan 
- Execution & control - included development of several tactical system and subsystem test specifications, plans, procedures, and evaluation criteria; additionally, identified/specified non-tactical front-end sensor simulation and test equipment requirements and associated test plans and procedures.  Installation of non-tactical simulation and test equipment required identification of installation requirements (i.e., power, cooling, cable drawings, loading, etc.).  
- Closed out the project with an after action review of lessons learned for incorporation into next project

LPD 17 Ship Wide Area Network (SWAN) lead ship requirements definition/design/development program, the first total ship, integrated internet system in US Naval history.  PM efforts included: 
- Concept & Initiation – collaborating with NAVSEA Systems Engineers, conducted a series of DWG meetings to identify major stakeholders including fleet users, navy labs, manufacturers, academia; define project scope & charter  
Planning – conducted Integrated Interior Command and Control (IC)2 ($100M) requirements definition/validation process for the SWAN prototype demonstration at the Surface Combat System Center, at Wallops Island; developed SOW, performance specification and WBS/CBS tables; identified project contributors/collaborators roles and responsibilities; established cost/schedules estimates; developed final project plan & obtained approval 
- Executed & controlled the project through successful live demonstration, integrating 21 major shipboard systems (e.g., combat, navigation-ship control, PLRS, Comms, etc.) on an Ethernet backbone and simulating an amphibious assault group exercise (LPD-17, CVN-X ships).  Effort resulted in an approved SWAN shipbuilding specification for both the LPD-17 and CNV-X Ship Classes, with the prototype installed on time/budget 
- Closed out the project with an after action review of lessons learned for incorporation into next project

Unfair practice such as retaliation for complaints: I confided with Site Manager about our Trainer's personal hygiene...her body odor was so bad that I couldn't concentrate in doing my job. It had gotten in the way of my work performance. Site manager went to Program Manager with complaint and retaliation started immediately with hostile and threatening looks from the Program Manager and Trainer and continued until I was terminated. I started applying for other jobs. This occurred the first three weeks of employment.
Unfair practice such as favoritism: "…she looks the part…….give her a raise…" Yes, I heard this within 3 weeks of employment. I never said a word to anyone. I don’t mind other people getting salary increases, but, that statement was unacceptable from the Program Manager.
Work distribution was not evenly distributed among staff, the more your service level calls increased, the more was given to you, while other selected staff stood around talking and taking breaks! I mentioned this practice to another staff and she immediately told the Program Manager of our conversation. I received more threatening looks from the Program Manager and they continued until I was terminated. I believe the Program Manager was trying to intimidate (frighten) me to resign. The Program Manager laughed at me for taking so many customer service calls.
Unfair practice such as daily email reminders that stated "...$30,000 fine to be paid monthly to federal agency for below service levels...." this was most threatening to staff.....also, we were promised by PM to have free food if our service level increased. The staff “felt like cattle!” I don’t believe non-management should be exposed to sensitive information.
Unfair practice such as harassment: Site Manager touched me on two separate occasions. Security course training stated "…..no physical touching…..you should report..." I never reported anything because I already threatened and felted and believed I was being harassed or coerced into quitting. I believed if I did say anything, I would be fired. I did not report the incident because it was management and I needed a job and no one would believe me. Before I was terminated, I confided with another staff member about the incidents and expressed my feelings of being violated. On another occasion, I had a quiet short conversation with co-worker about other jobs and someone reported conversation to Site Manager. She counseled me in her office with door closed and told Program Manager. Both Program and Site Manager were hostile and I knew my employment days were numbered with American Systems. This incident threatened me so much, that it got in the way my work performance. I knew it was my responsibility to overcome harassment and deal with the issue. Other co-workers received the same type of treatment and we all started looking for another type of employment. I usually do not state my opinions, but, decided it was time to voice the issue. On the day of termination, I was given a typed statement to sign. I did not sign because it a false truth and the Site Manager followed me down the halls with the resignation she typed. How much does the CEO know of these unfair practices?

Unfortunately will pay at the lowest salary range in IT for your skillset. Site will have you doing multiple jobs trying to skirt the contract and if your middle management isn't experienced enough they will either tell you to do what's asked or tell the COR to not give you work. So you end up sitting there doing absolutely nothing because the initial contract was drawn up terribly by the company and customer. 

The benefits are ok the ESOP is actually really good and the buy in years that you have to wait aren't too bad.

If you look up the contract (which is public information) for your spot with the government you will see how much overhead AS is working with. They will give you a 1% 1st year /2% 2nd year /3% 3rd year /4% 4th year salary bonus but as your responsibilities increase and your value increase AS will fight hard to avoid touching the overhead they have since it is in incredibly large amount that satisfies upper mgmts bottom line.

If you work for AS outside of DOD I could see how its a great company to work for. 

If you work for AS and they have dealings with the DOD avoid at all costs they will not value you.

This company is a company that does contract work. They get the contracts and never look into how they are being run at the employee's level. They tell you that you are going to be supplied with all these benefits:401K, employee stock options, etc. but it doesn't matter because the contract is only good for a limited amount of time and you need to be vested with the company for at least 3yrs. Management is not skilled at all and puts you in situations were you don't have the correct personal protective equipment all due to the fact that they are trying to save money and the more money they save the more of a bonus management gets at the end of the year. Other employee's have told me first hand bonuses have not been given for at least 5yrs, there's no overtime pay for the required weekend shifts that they force you to cover, the Christmas bonus is just a cheap chicken dinner and they roll in federal holiday's into your PTO. This is the type of company that needs to be investigated by either channel 7 news or be on a episode of undercover boss. Watch out!!!!!

I plan on staying with AMERICAN SYSTEMS for many years to come. I have been with AMERICAN SYSTEMS for 9 months and in that short time I have been given increasing responsibilities, so much so that I am now in charge of our outreach engagement and am creating and developing an internal outreach program. My director sees my potential and allows me to take on projects that I am passionate about and make them my own, while still giving me the support and guidance that I need. I have always felt supported here and have been given many opportunities for supervision. As a junior employee, I was fortunate enough to have been given a mentor who met with me regularly and helped me develop as a recruiter and a professional, in general. My days are always full, which I love. My coworkers are very interactive and engaging. All in all, I'm happy to wake up in the morning and come into work.

I worked in a minor security job in a minor secure laboratory working on secure components for on of our three letter organizations.  As a minor program, we didn't garner a lot of support nor advanced training opportunities.  Our managers were adequate but we were continuously harassed by the "overlords" from the three letter org. that wanted to get promoted immediately and therefore made, shall we say, not so swift decisions about the course of our contract and they always wanted more than the specifications outlined in our contract and whined when they were reminded of how the modifications would cost more and possibly take longer.  They then "arranged" to have the contract PM changed to whom they thought would see things "their way".  Typical government contract activity.

Work-life balance
Wing it as you go and don't expect much teaching from your manager.

Pay & benefits
Asking for days off was never an issue. The problem was you used alot of PTO for downtime.

Job security and advancement
Getting a raise to fit your skills is a pain. They like to give you a title without the money to match it.

Management
The regional manager I had did not want to pay you for things like personal vehicle use which was stated in corporate policy.

Culture
Learn on your own, don't expect any feedback and learn to contact customers without correct information.

Overall
This is a great company to start in the industry with. But as far as a career path good luck. Might have been the manager I had was 50s old school so his idea of pay was not the greatest. Corporate seemed to have there act together with helping out with pay corrections. Like I said my direct manager could of been better but as a company they're all right.

I have improved my ability to communicate to individual personalities in a more effective way. Management has engaged me in a mentoring type relationship that has effectively improved my professional skill sets. My co-workers are professionals who are driven to exceed the standards by delivering the highest quality product to the client. The hardest part of the job is to manage my roles and responsibilities while managing those under me and ensure that they are also performing their appropriate tasks well. Sometimes, there just isn't enough time in the day to get everything done. I enjoy the challenge that I just stated. I also enjoy the balance of the casual atmosphere and professionalism that the management promotes.

Management = horrible.
HR = backstabbing, horrible people.
Contract work = not stable. 60 day notice provided of contract termination. Guilt trips when you dare to search for another opportunity. Guilt trips when you dare to not be "grateful" for a 50% reduction in pay to help wrap things up.
Compensation = meh. If you fight for what you're worth, they will make you feel bad about it. No relocation reimbursement provided.

If you don't mind being treated like you're supposed to produce like a robot, be perfect 100% of the time, being looked down upon and lied to by management, be timed on bathroom breaks, and are OK with a high-throughput assembly-line work environment, then you might fare alright. Otherwise, RUN.

What is the best part of working at the company?
Excellent company with excellent people that work hard to maintain high  standards.

What is the most stressful part about working at the company?
It depends on the job assignment and the customer you're working with. In general, it's meeting deliverables on time and tracking work activities.

What is the work environment and culture like at the company?
Good work culture with a supportive leadership/management team around you that values employees.

What is a typical day like for you at the company?
Review of current deliverables. Meet with team to strategize and determine best approaches. Excellent teamwork and opportunities to work individually.

Top Job Titles	Average Salary
Systems administrator 31 salaries reported	$117,884 per year
Software engineer 22 salaries reported	$121,932 per year
System engineer 13 salaries reported	$134,654 per year
Information systems security officer 15 salaries reported	$134,480 per year
Senior systems administrator 9 salaries reported	$151,000 per year

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