field engineer

project engineer

human resources manager

crane operator

project accountant

Flatirondragados

I work as a Dragados as part of a joint venture. I feel more like a member of the JV as a whole than I do a Dragados employee. There is very little involvement between Dragados  and its own employees from my experience. The only time I'm involved with the company is when there is an issue or a major change. The Dragados Benifits and Time management teams are rude.
There are no company only outings or events that I am aware of. I typically arrive at work between 6 and 630am and occasionally as early as 4am. I typically leave around 5-530pm but occasionally as late at 8-9pm. I typically work 5 days a week on site and also spend late nights and weekends working on things from home. I would say I've learned more from working with the JV as a while and less so from Dragados it self. The job I work on is large scale, much larger than the average construction project. My knowledge base has expanded beyond what I ever expected to gain working here. I will carry that knowledge base with me for the rest of my life. It's challenging, it's hard, and I like that. I would say it takes a strong will and the willingness to sacrifice your individual time in order to succeed. Dragados upper management is somewhat supportive in some cases and in other cases they can be outright rude and inconsiderate. The workplace culture in my environment is chaotic and unpredictable which tends to come as a side effect of large scale projects. I usually thrive in these environments. Culture in general is lacking. Drives early on to help workers gain understanding were missed so we've spent a lot of time over the last few years to attempt to shift that culture. Dragados and the JV are finding it difficult come up with ways the shift the culture but ofter come up short. It's challenging which such a large turn over of staff. The hardest part of the job is the time commitment and the difficulty communicating important and project sensitive matters with other management  members.  I believe this is also due to a shortage of workers, engineers, and managers in key positions. Were often focused on the here and now and the lacking ability to recognize and capture future issues. Again due do the lack of available qualified team members. I personally am experencing burnout to a degree i have never experenced before. I though i knew what bernout was. In the last 6 months I have truly learned what that is and i continue to struggle through it every day.  I enjoy the complexity and multifaceted projects going on within this single project. Everyday I learn more. I enjoy my staff and enjoy working with the rest of the mid and senior level staff. I feel in the years to come I can also reach a senior level within the JV and Dragados. 

Responsible for ensuring project compliance with the safety provisions contained in EM385-1-1, OSHA Standards, Department of the Army (DA), Department of Defense (DOD), and National Consensus Standards.  Disseminate the contents of the approved Accident Prevention Plan and Hazard Communication Plan to all affected parties.  Verify that all parties understand the Accident Prevention Plan and Hazard Communication Plans by assessing stakeholder understanding of the documents and clarifying any issues, questions, or concerns.  Resolve safety deficiencies and identified possible hazard; verify Activities Hazard Analysis prepared prior to each Preparatory Meeting.
Coordinate and supervise on-site equipment safety inspections.  Ensure that all equipment deficiencies are corrected prior to use.  Ensure that weekly Tool Box" safety meetings are held for employees on site and that they are documented per the provisions of the Accident Prevention Plan. Ensure that all equipment operators are qualified to use their equipment in a safe manner.  Conduct daily safety inspections of on-site operations, and document findings on the appropriate forms.  Ensure that the Quality Control Supervisor or Manager (QCSM) is also performing daily safety inspections and is noting his findings in the "Safety" block on the Daily Quality Control Report. Manage the project’s Environmental Protection Plan.  Assess and monitor compliance with local, state and federal environmental laws.  Responsible for stopping work if hazardous safety conditions if identified.  Coordinate findings with the Quality Control Supervisor or Manager (QCSM) to determine and implement corrective actions to eliminate the hazard. Other responsibility Implement APP (Accident Prevention Plan) procedure to all subcontractors and indoctrinate all personnel that will work on a project. Inspection for all equipment (heavy equipment, electrical hand tools equipment, electrical cords, stairs, scaffolding inspection and certification to be used, Once a week provide a tool box meeting, Recommendation to work on a safely environment, Hot permit (welding and cut), Logout tag out program, Fall protection program, Excavation permit, Safety advertisement signs, Create and/or verify AHA (Activity Hazard Analysis) for every type of activity at the project, Provide first aid when an accident occurs, and submit the documentation of the accident, incident or accident investigation and implement corrective action, Maintenance record of OSHA 300 -301, Prepare the APP (Accident Prevention Plan) procedure to all subcontractors and indoctrinate all personnel that will work on a project.

The Engineering Development Program they offer is supposed to train you for a future career in the company. You will be assigned to a project/office to work full time and go on training trips all over the country every 3-5 months. The description of the program they sell you during the interview process mentions the position you will start with and the ones you should me moving up to throughout the years, but in reality they will place you in whichever position they need filled. Doesn't matter what your position is, everyone in the program gets paid the same. If you're lucky you might be in a position with a steady schedule, or you might be in a position pulling long shifts and lots of overtime that you won't be compensated for. But if you're lucky you might be in a position where you're learning a lot for your development and have a good mentor/team to help you, or you might not. So for some it might be worth being underpaid if they're getting a lot out of the position. It can be a great program if placed in the right place so my advice is to discuss these things during the interview process and have a clear understanding on what exactly you'll be doing. Once you start it is very hard to switch, so make sure you're given the position you were promised since the beginning. 
It was pretty easy to get in the program so it is good for people without experience. The training classes aren't always useful since they focus more on soft skills, but the trips are always fun since you go to big cities, get to see other projects, and network with other participants. The benefits are really good.

They are a volume player and rely on quantity vs. quality.  Few experienced team members on most projects.  Not a company I would recommend to family & friends. 

I would try and get an offer at a builder ranked higher on ENR's list, but if not, their benefits are comparable with industry.

Here's some of the highlights:

Sales, Marketing, Estimating
4 out of 5, Strong growth, but lagging on the ability to execute those projects.

Operations & Engineering
 2 out of 5
-70-80% of their staffing have been with them less than 2-3 years, so there's high dysfunction.  
-Ineffective recruiting & hiring process that takes a long time, and in general leaves them with new hires that don't have other offers, so they wait around.  Lost a lot of candidates to companies with faster hiring practices.  

HR
1 out of 5.  From hiring to operational support, one of the weakest and unorganized that I've ever worked with.  

Safety
3 out of 5
They had some knowledgable team members, but in general were more prescriptive than proactive.  They could identify a problem, but didn't really help with potential solutions.  

Worked for them for almost 2 years on the c470 express lanes project everything was going great untill corporate send in some new big wig and he fired the night time superintendent and the whole night shift went down hill from there when it got close to the end of the job they offered us retention pay if we stayed and finished the job so people were torn I personally wish I would’ve left before the job was finished because as soon as the job was finished bee we’re told that we had to go to Texas or we didn’t have a job everyone was great up to the project managers anyone who was in the field daily knew what was going on but the guys that hung out in the office all day were completely worthless couldn’t schedule anything correctly couldn’t do anything to support the night shift and everything was always our fault I wouldn’t go back to work on nights there ever again no work/personal balance whatsoever worked 65-85 hours a week it sucks!!

mt experience here was outstanding, I enjoyed working for this establishment. the workers were always productive and get the job done in a timely manner leaving my job stress free and more flexible. Management and the individuals in positions higher than me were awesome as well, there was no trouble or conflicts between anyone, everyone did there job smoothly and worked well and respected each and everyone. most enjoyable part of this job was interacting with my co-workers because not only did I assist higher management I was also responsible to make sure the workers were okay as well, because worker in the hot heat in certain dangerous areas may cause in-caution, dizziness, and head aches so i would provide tons of water, healthy snacks and as much breaks and rest needed.

Clearly profits are the priority and people don't even rank in top 5.

I saw the company hire several new grads on student visas, but when it came to helping them stay, the company did very little and said their hands were tied.  It's a bit ironic because they actually hire a lot of these type grads to help fill their shortages.  I don't know, maybe it's part of their strategy to get what they can out of them and then just let them go.  They seem to have enough money when it's a manager needing to pay their travel expenses.  

The other downside of this company is you have a lot of old (end of career) people at the high end of the salary scale, and a lot of entry level engineers at the other end.  The people at the high end do tend to have important experience, but generally do significantly less of the work necessary to complete a project.  There's far more engineers than managers.  There's definitely a great divide generationally, financially, and culturally at this company.  

Cons:  
High‑pressure environment with constant meetings and a tendency to call people out in front of the team. This creates a culture where people feel they need to constantly protect themselves rather than focus on doing their best work. The culture feels cliquey, political, and driven more by staying on certain managers’ good side than by actual performance. Reviews are often based on secondhand information. It’s difficult to focus on the work without navigating unnecessary internal politics.

Pros:  
There is a lot to learn in terms of systems, processes, and technical skills. The projects are interesting. 

There are so many changes that need to take place. From leadership down. No accountability or support when changes need to be made. When changes ARE made, upper management doesn’t support the change and continues operating in an old school manner. We have so much technology and no one uses it to the fullest potential. Payroll team is a joke, AP Department needs a deep cleaning, Leadership in general (and those that have long tenure) need to be evaluated on their daily job tasks. Just because you are physically at work doesn’t mean you are working. There are too many lazy employees in every department, yet the hard workers never get compensated and are constantly micromanaged. Work life balance doesn’t exist for hard workers. Compensation is low and work keeps getting piled on because management is afraid to ask the lazy employees. Most people are ok performing the bare minimum.

new project exec turned out to be clueless in regards to construction so he brought in his friends who turned out to be even more clueless.  they took all decision making away from field supers/forman in effect turning them into laborers/operators.  the field has no say in the operations planning or execution yet they are the first held "accountable" when these plans do not turn out as the construction manager had thought they would.  The upper management has kicked off from the project their main subcontractor who was producing and, in so doing, the management lost focus and begun operations on the wrong island from where the TBM needs to start.  Dragados has been on the project for about 2 years and this project is now 2 years behind schedule.  And as a direct result from the senior construction manager's poor decision making, Dragados has damaged the existing tunnel, putting a scar in the ceiling that runs half its length.

Top Job Titles	Average Salary
Field engineer 3 salaries reported	$82,667 per year
Project engineer 5 salaries reported	$84,200 per year
Human resources manager 6 salaries reported	$136,667 per year
Crane operator 3 salaries reported	$41.33 per hour
Project accountant 3 salaries reported	$62,000 per year

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