software engineer

system engineer

senior software engineer

aeronautical engineer

mechanical engineer

Lockheed Martin

•	Oversee the logistics planning/integration, procurement, shop operations, schedule service programs, shop safety/environment protection, disposal and reutilization 
•	Instructs logistics data mining, hazardous material handling, order fulfillment, discrepancy reporting
•	Provides technical support and expertise to program management as it pertains to maintenance management.
•	Works closely with Army unit Life Cycle Management Commands weapon system program offices, and other Department of Defense and contract support activities(e.g. Defense Logistic Agency) to identify, account (inventory), catalog, palletize, band, and generate the proper documents for property turn-in excess of 35 million.
•	Represented the Army in customer program process and planning, and advise customer of Lockheed Martin role in the Command Maintenance Evaluation &Training Team.
•	Solicit customer feedback, and identify leads and opportunities to expand support engagements
•	Analyze data/metrics and perform trend analysis to resolves high-priority logistics, supply, distribution, information or service problems utilizing  Army e.g. Standard Army Management Information System, Integrated Logistics Analysis Program, Standard Army Supply System and Logistics Information Warehouse and other Department of Defense (e.g. Web Parts Tracking Systems, Web Logistics Information Network, Haystack, WEBFLIS, and Defense Reutilization and Marketing Service)management information systems.
•	Conduct studies/logistical assessments in coordination with other support activities to determine status, efficiencies, trends, corrective action and preventive measures to troubleshoot and address and improve upon Division and Command mission objective/readiness requirements.
•	Well-versed in regulations that highlight maintenance and logistics life cycle management and advise commanders of new and pending changes in policy and procedures.  
•	Make on-the-spot decisions in areas not covered by regulations to meet mission requirements. 
•	Coordinate and assist in the maintenance and sustainment of command weapons systems readiness in support of Army Force Generation (ARFORGEN) objectives. 
•	Coordinate directly with top level military and civilian personnel of major commands, installation and activities to determine objectives and desired outcomes.
•	Manage, plan and coordinate lateral distribution with customer unit to maximize use of repair parts across the command to limit excess turn-ins and reduce program costs of shop supply. 
•	Responsible for property utilizing current supply catalogs, component listing and hand receipts 
•	Facilitate property turn-in property turn-in procedures with the Defense Reutilization and Marketing Office, Defense of Logistic, Recycle, Central Receiving Point and other installation supporting agencies.
•	Provide management/leadership with variable solutions/alternatives to account for excess property through Found on Installation (FOI) procedures.
•	Coordinate technical guidance and assist units with proper procedures for managing Shop Supply listings  
•	Promote and facilitate successful unit turn in of left behind equipment by serial number to determine reportable equipment according to unit Modification Table of Organization and Equipment.
•	Responsible for conducting training(e.g. Maintenance Management, Physical Security, Tool Room Procedures and Preventive Maintenance Checks and Service), and prepare resource discs and continuity books to unit personnel to ensure Department of the Army maintenance standards are met or exceeded.
•	Prepared and provide informational papers and participate in briefings which provide critical information up to general officer level.
•	Develops logistics support concepts and plans to support maintenance and supply requirements.
•	Manages high-priority, high-dollar spares for mission critical equipment; tracks requisitions at wholesale level using various computerized information management systems. 
•	Monitors trends in supply and maintenance channels that may negatively impact distribution of materials and other commodity items to customers.
•	Identifies logistics requirements for major weapons systems, communications and security equipment, manpower, supplies, maintenance, facilities, and services to support command guidance.

•	Consolidates supply and maintenance transaction data using computerized maintenance and supply system software; compiles and analyzes data to complete logistics assessments.   
•	Reviews internal maintenance work orders to ensure timely return of spares to customers or stocks.
•	Prepares and presents MS PowerPoint briefings to staff and commanders weekly.

IT Lead/Exchange Administrator		June 2007 – Present
Lockheed Martin support for the Department of Homeland Security/844CG Air Force
•	Installation of Windows 7 Operating Systems 
•	Installing and troubleshooting of MS Office 2007 & 2010
•	Troubleshooting and granting Exchange permissions in Exchange Server 2007 
•	Resolving and troubleshooting issues with Lync’s 2010 and Outlook instant messaging 2007
•	Granting permissions in Active Directory Version: 6.1.7601.17514
•	NETIQ Directory 8.60.0 Build 215 (Directory Resource Administration)
•	Creating new Enterprise Accounts
•	Deleting Enterprise Accounts
•	Moving objects into different OU’s
•	Directly lead the (FCR) Efforts for 14,000+ customers
•	Supports and troubleshoots both classified and unclassified networks. 
•	Provides technical software, hardware and network problem resolution
•	Using remote tools such as Bomgar 12.3.5 43325 and Dameware Mini Remote 7.5.9.0 32 
•	Performing troubleshooting/triage to resolve issues
•	Creating White Papers and or Work Instructions as a step by step instructional tool for SOPS
•	Remotely push software to user’s workstation/laptops that are located on (ADL) SDC Vers. 3.1
o	Remote to user workstations after hours using Dameware and Remote Desktop tools trouble shooting errors with MS Office products and various peripheral devices. 
•	Training other team members on new process, on software and or hardware 
•	Develops working relationships with functional groups and customers 
•	Refer more difficult requests to the appropriate Tier Levels
•	Make recommendations and or changes in standard customer support procedures 
•	Assisting in maintaining an extensive ticketing control system (Remedy) 
•	Adhering to required deadlines (SLA’s and KPI’S) is met. 
•	Operations project management and facilitate timely delivery of requested services to WHS, OSD, JS and PFPA users located in the Pentagon and throughout the National Capitol Region (NCR). 
•	Determine customer requirements and provides input in the development of operational manuals and instructions. 
•	Plans, organize, coordinate, and mange IT assets. 
•	Makes recommendations to purchase hardware and software, coordinates installation and provides backup recovery.
•	Run IA SCANS/Cleanup using Spybot for IA support. 
•	Develop and present formal and informal training sessions on newly installed equipment and applications software for functional system administrators. 
•	Create users accounts and users Data Armor accounts. Send challenge and response to workstations; that have been loaded with DATA ARMOR. 
•	Support a wide range of applications running on a variety of platforms.  
•	Assisting in developing proposed division administrative controls, procedures, policies, and practices 
•	Encourage collaboration with stakeholders, customers, and staff determines the most appropriate principles
•	Apply new methods to resolve complex and/or intricate, controversial, or unprecedented issues 
•	Use best judgment practice, initiative, and resourcefulness in deviating from established methods
•	Responsible for generating reports in Crystal Reports to provide guidance and training
•	Responsible for ordering, deploying, and managing over 6000 units of IT equipment 
•	Tracking and capturing assets using a desktop WLS9500 Series Laser Barcode Scanner
•	Trouble shooting VTC/Tandberg software and various computer and video software
•	Conducts meetings, review processes, and provide direction for improvements
•	Develop disaster recovery emergency plan procedures
•	Communicates to senior management to keep abreast of changes requested by Government
•	Approve 383 man hours for each employee on the program through Exostar or Deltek
•	Addressed technician on a case-by-case basis for process improvements or evaluation period
•	Responsible for the Desk/Laptop, LAN and WAN support for approximately 2000 users
•	Manages 30 technicians work schedules
•	Administrative duties as running quire’s in Remedy providing status update; for morning briefs and presenting presentation graphics for Executive managers. 
•	Dee DEPO Administrator creating Lists and workflow boxes in DEPO
•	Trusted Agent for SIPR and NIPR DOD Components
•	MobiKey Administrator for Route 1 customers

Because Lockheed is so massive, the quality of your employment is very, very heavily dependent on the team or program you work with. If you are offered a position working on something other than the F-16, I cannot guarantee that my review will accurately reflect how other teams operate.
I started working for Lockheed Martin (LM) right after college and joined a team working on the F-16 as a level 1 employee (associate). At the time of this review, I have been employed at LM between 1-5 years. Overall, I find LM to be just an average place to work - not much to complain about but not much to praise either.
Upon starting here, I realized that there was not much in the way of onboarding/training. You will learn mostly through 'tribal knowledge' transfers from more experienced developers. Luckily, management knows this and they did not place any stress on me to be a high performer. They seem to be somewhat improving with the amount of training resources (ever so slightly), but there is still a lot of things you will not know how to do until someone teaches you personally.
The tech they use is pretty old (sometimes as old as the 90s). You will not be learning any modern frameworks or using modern tools. Most of the software is in Ada and C++. If you are concerned about keeping your skills up-to-date with modern technology, you will have to spend free time outside of work learning. This can be bad if you want to change jobs after 2+ years as you will be behind in comparison to other job seekers.
The work culture was nice. Management regularly held food events for various holidays and milestones. People on my team were nice, supportive, and professional (as well as other teams we worked with). Many of my co-workers were older (40+) and had been at the company for 20+ years. Overall, the culture was pretty laid back and I was never told to work more than 40 hours a week (and I rarely did). Promotions are based on years served (e.g., you will need 2 years of experience to go from associate to mid-level).
 LM offers work from home some times. By the time I started, there was a strong push for returning to office (by both management and workers). However, my manager was flexible with this. So long as you communicate the days you would be WFH, they would allow it. Additionally, on days where the weather was bad (e.g., icy roads), management encouraged WFH. The office itself is very drab. You will likely work in a cubicle inside a concrete building with no windows on an air force base (Fort Worth).
The benefits were just okay. 401k match is default 6% of your paycheck, then an additional 4% if you contributed 8% (total of 10% match). The paid time off policy 4 days off per year (these days do no roll-over to the next year) and then 1 day off for every 1 month you worked (accumulating to a max of 40 days over multiple years). Health insurance is not the best if you are younger and less prone to illness (high deductible). There are around 10 holidays per year (e.g., fourth of July, Thanksgiving, etc.) and the week before Christmas is entirely off (these days are separate from the PTO).
Since LM is a contractor, you will have to keep a record of all tasks you worked on and how long you worked on them. This can be very annoying as you may find yourself jumping between several tasks and will have to get a new charge code each time you switch. Sometimes, program managers will complain about your team using too much time for some charge code and it enforce a work block on the project until more funds can be acquired (this can be very annoying). There did not seem to be an urge to use new tech or improve existing processes (the ‘if it isn’t broke don’t fix it’ mentality).
Overall, if you are looking for a chill, low-stress environment that works with old systems, LM probably has something for you. However, if you want to learn new tech and create innovative products, then you will want to work somewhere else. With how old their systems and tools are, you will not be gaining marketable skills that other employers (aside from other aerospace companies) want.

- Structural Airframe Mechanic
Plan daily operations of the TF39 inlet cowl and thrust reversers and all pertinent TF 39 components. Knowledgeable of all honeycomb core and metal bonding and heat treating equipment. Performed overhaul of TF39 thrust reversers and inlet cowls. Conduct workload inspections and ensure compliance of government specifications on all TF39 components worked by jet engine mechanics. Conduct analysis of structural components in the disassembly stage. 
- Aircraft Mechanic 
Performed modification, overhaul and maintenance of C-5 aircraft and structural components. These tasks were performed within technical data, blueprint, and engineering guidance. Duties also included planning of aircraft line schedules. Extensive knowledge of aircraft maintenance requirements, procedures, replacement parts and components and processes. Knowledge of aircraft systems and structural components such as airframes, wings and stabilizers. Reviewed and validated flow diagrams of contractor manufacturing and support processes. Applied analytical techniques to work processes on the C-5, participated in Time Studies on C130 and C5s. Team member on cruise missile rotary launch system B-52 H models. Participated meetings as part of Work Center team member. Used the computer for database tracking of aircraft scheduling and parts and generated forms for required operations.
- Sheet Metal Mechanic T-38
Performed modification, and maintenance of T38 aircraft structural components. These included replacement of left and right hand longeron, and aft fuel tank splice fitting. Worked in conjunction with CLSS Air force personnel to prototype the initial modification. Participated in work center team designed to evaluate  work processes and implement time saving and process improvement methods.  Worked with tracking charts for Hi-lok Installation hole diameter tolerances. This  improved install of fasteners implemented new tooling designs. Participated in a compressive training program for structural work and processes. These included Designs, plans, and lay-out work from blueprints, sketches,  drawings worked from specifications guides and engineering guidance data. Utilized safety and security practices and procedures following established rules and Regulations and maintained a safe, clean, and secure work environment.
- Aircraft Mechanic , WG
Responsible for performing, layout, constructing and installing articles such as deflectors, pans, straps, containers, wing patches and flaps, metal furniture, and other items which have predominantly straight edges and regular curves. Work under close supervision of a supervisor. Skilled in installing cylindrical, square, or rectangular-shaped objects that have easily constructed fastenings such as single and double hem edges and single, double or grooved seams. Skilled in cutting and forming by using basic hand and powered tools, such as hammers, chisels, hand snips, band and circle saws, squaring shears, seamers, bar folders, brakes and stakes. Skilled in assembly parts by seaming, bolting, screwing, riveting, tacking, spot-welding, or soldering. Used measuring instruments such as pocket rules, hook rules, flexible and semi-flexible steel rules, compasses, and other hand-measuring devices to measure plans and patterns.

My days at Lockheed R & D were usually spent in the CAD room designing and generating drawings for parts and assemblies of a cryogenic cooler.  The design drawings were sent through a release cycle and then to a machine shop, sometimes in-house and sometimes to an outside vendor.  I was responsible for ensuring that the parts were machined correctly and on-schedule, so I often communicated with vendors and the machine shops. I was also responsible for creating BOMs ensuring that all parts, purchased and machined, were accounted for and would be available on time.  Depending on the part, I often participated on the assembly process, occasionally in the clean room, many times learning new skills (i.e., application of epoxy and multi-layer insulation installation). Certain sub-assemblies were sent to appropriate departments to be tested (compression and vibration); I was assigned to be liaison between the departments.  I generated or edited test procedures, coordinated the transport of the items to be tested to and from the test site, enlisted quality control personnel, and oversaw the testing. Sometimes testing had to be scheduled during swing or even graveyard shifts.  Finally, the proper documents  were processed and the parts transported back to our department.  More analyses were performed on failed parts in order to improve the designs.  
Occasionally, I was assigned special projects.  The variety in my responsibilities made my job at Lockheed interesting and meaningful; the challenges enabled me to grow as an engineer, and meeting vendors and other people in the manufacturing industry helped in developing my communication skills.  When necessary, I performed  research and investigation.  One of the topics that I performed research on was inertia welding; although the process was not new, it was the first time I had heard of it.  I eventually used the process of inertia welding  in my design.
The most difficult part of my job at Lockheed was keeping busy when there were few projects available within my department.  I usually ended up helping other departments, or doing something other than CAD work.  I recall having to run leak tests on corrugated Teflon tubing in the lab and analyzing magnified views of the failure areas; these tests enabled  my group to better our epoxy procedures for the Teflon tubes.  
The most enjoyable part of my job is the sense of accomplishment each time I completed a project.  Also, a few years after I had left Lockheed in order to raise a family, I received an invitation to the launching of Gravity Probe-B from Vandenberg Air Force Base; GP-B was the last project I worked on while at Lockheed. This invitation was a nice gesture in recognition of my efforts on the GP-B project.

I worked for Lockheed Martin over ten years covering a wide spectrum of job duties, including some offsite.  I learned A LOT working here, both good and bad.  I loved working a 4/10 schedule.  It was so worth it to work four 10 hour days to get every Friday off.  It's rough getting used to it at first.  But once you adjust to the hours, the thought of working a normal five day week sounds dreadful.  Unless you work for a specific program or are already a manager, your opportunities for advancement are pretty limited.  I can't tell you how many people who got hired after me, at a lower labor grade, had already made it to at least a labor grade 4 manager because they worked on a program.  People who didn't work on a specific program were called functional because they supported all programs.  In my experience, if you were functional, but not management, you pretty much stalled at a particular labor grade no matter how long you worked there or how much of a subject matter expert you were.  I never met a person who thought their performance assessment method (currently called LMCommit) was truly fair and comparing apples to apples.  No one enjoyed writing their commitments each year.  It wasn't uncommon to see people working for someone who was a lower labor grade than they were.  Oftentimes the only way to get a promotion, or even a decent raise, was to just apply for another job.  Office politics and favoritism is abundant no matter how much you’re told otherwise.  Unless you do something pretty heinous at work, intentionally mischarge your time or commitment an export control violation, you'd almost have to try and get fired from there.  Though you have no control over the defense industry as a whole.  So you have a little bit of job insecurity there that pretty much no one working in that company has much control over.  There's probably more risk than most jobs.  You don't really have much say in the matter if the government decides to slash the defense budget suddenly, or cancel a program with virtually no notice.  I've seen it happen before.  You'll come into work one day and hear about how there's a pending cancellation of a program that may have been in development for 10 years.  If you happen to work for that program you might want to start looking for another job at that point.  But even in worse case scenarios, Lockheed is pretty good about finding a position elsewhere for someone who was working on a program that was suddenly canceled.

Pros:
- I experienced great work/life balance.  I rarely ever had to work more than 40 hours per week to do my job.  However, I know of others who were not so lucky, and their reward for closer to 60 hours weeks was "cold Little Ceaser's Pizza".
- "Hard to get fired".  At LM it's known that there are "only three ways to get fired" ... mischarging hours, selling company secrets, or purposefully looking at pornography at work.  However, they become more and more strict about what you can/cannot do in downtime during my 5+ years there that "mischarging" lost all meaning and became an arbitrary method of removing someone from a position.
- I can testify that the other engineers I worked with in ADP were great, great people.  Intelligent, upstanding... in the group I was with, we referred to ourselves as a "family" for good reason.
- I did get an "in-level" promotion after being there a couple years and then a full level promotion the year after that.  However, career opportunities can be a bit deceiving since the only way to move up in the company is to move around in the company, that is, you literally have to jump from division to division (including moving around the country) just to get anything.

Cons: 
Where to start...
- There were literal rats in our workspace, and the only thing the corporation would be willing to do would put down mouse traps and then remove the dead bodies hours after we called to complain about them.  The rats could also be heard in the walls/ceiling of the restroom, and a dead rat was very visible in an access panel in the restroom.
- There was also a fly problem in the workspace when a pipe leaked brown liquid in the ceiling.
- It depended on your area, but I would venture to say the majority of the "plant" building (that is, the main building in Ft. Worth) had not been updated since the 70's and would best be described as "dank".  Even the less dank areas are still windowless concrete bunkers.
- I had 8 different managers in 5 years.  The last two were not even cleared to the classified area in which I worked, so they had no idea what I even worked on (and, as such, had no loyalty).
- Will not pay nearly what the position is worth, relying on the "stability" and work/life balance to make up the difference.
- Old computers.  For a company that wants to appear like it's on the bleeding edge of technology, they were permanently at least a few years behind in machine capability, operating system, and application version (Visual Studio 10 instead of 15).
- It's very, very, very corporate.  You have to watch your tongue, lest you say or do something deemed inappropriate, and you have to watch your back, lets a corporate ladder-climber use you as target practice.

On a typical day at work I work with a diverse number and type of people. It may range from as many as 30 to as few as two. I deal primarily with the security of the systems that I am responsible for and the people that use them. I check clearance information process access and verify need-to-know for the people that are being on boarded to my systems. I work to ensure the confidentiality, integrity and availability of the classified information that is my responsibility.
 
What I have learned is that I must be all things to all people, an advisor to people who are unsure, a source of information to people looking for answers as well as the liaison between programs trying to accomplish their goals and the regulatory agencies that preside over the additions and accreditations of new systems as well as additions to currently approved systems.  I have also learned that I am not in the "no" business. It is my responsibility to find away to help programs meet their objectives by finding and explaining innovative ways to work within the confines of the parameters that DSS and NISPOM give us.

I have learned to work with management and align disparate business groups to coalesce and be synergistic for the good of the whole. I routinely deal with middle upper and executive levels to assist them in the achievement of their stated goals.

I work closely with the members of our team in order to lower costs and find more efficient ways to deliver our services to our clients. I am a hands on person as well as a get it done type of person. I don't believe in asking anyone to do something that I wouldn't do myself.

The hardest part of my job currently is that I am frequently tasked to work above my level (often doing senior management tasks) yet I am not able to advance in my field. I endeavor to remain positive and do as I am asked in the hopes that one day I will be able to be compensated for the level of work that I do as well as respected for the way in which I do it.

The most enjoyable part of being an ISSO is that I am always confronted with new scenarios and challenges that stretch my mind, hone my skills and allow me to interact with new people almost everyday. I enjoy the newness that working on a large and complex IS presents.

What is the best part of working at the company?
They have a very flexible work schedule, you have the options of working 4/10's either Monday - Thursday or Tuesday - Friday. If you want to work 5/8's you have the options of 6am-2:30pm, 7am-3:30pm or 8am-4:30pm. 

What is the most stressful part about working at the company?
Really bad leadership and every department has the "good ole boy" system. So even if you are a nonproductive employee, if you are buddies with the right bosses then your job is safe. 

What is the work environment and culture like at the company?
It's really good work experience for the most part and the company provides all the tools. If you can just put your head down and concentrate on work it's not bad. And you get to work on some cool military aircraft. But the huge caveat that stands in the way of this being a really good place to work, is the people. Most of the mechanics and electricians are former military and some of them have a hard time getting the military mentality out of their head. The 80/20 rule is very much a thing there, meaning 80% of the work is done by 20% of the people. I worked there for over 8 years and that has to be the largest gathering on conspiracy theorist I have ever encountered. There is joking and trying to have fun, but someone always has to bring their weird religious or political views into the conversation and ruin it. If by some chance you can just focus on the job and not get sucked into all the weirdness of the employees, then you will be just fine.

What is a typical day like for you at the company?
They work on 3 different helicopters there; Blackhawks, Chinooks and Little Birds. They mostly do modifications, with some repair work and some one off stuff, but mostly whatever bells and whistles that the military wants added to the aircraft for whatever missions the helicopter is going to be used for. They have 3 specialty areas that the employee will by placed into, depending on their experience level and skill set. Either; mechanical, electrical or structural will be the field that the employee will be placed in and that will pretty much be what you will specialize in, with the occasional exception. You will work off of blueprints or schematics in order to complete the mod, and the day is sort of structured like a factory, in the since that there are scheduled break and lunch times. Except if you are a smoker, in which case you can take as many breaks as you want, while everyone else has to keep working.

I was very pleased with the focus of the company. The attitude to superior product for our customers was very reassuring.

I was very displeased with my local managers. The communication was definitely a one way situation. My local managers would deliberately interfere with my advancement in the company and any acquisition of new skills in my field. When my co-worker passed away unexpectedly, I was able to maintain the timely completion of all the work-orders for our department. Our communication within our department was terrific. After 6 months my manager commented I was slow on my work orders. Claiming I was late on many of the work-orders. I challenged this. Not one single work-order was late in the six months following the passing of my co-worker. My co-worker was terrific about keeping me informed of his projects and due dates. In the years following that incident my managers ceased any sort of involvement with me regarding new projects in the building. While this hampered my duties. I already knew enough to keep myself on track. Much to the dismay and accusation of my own direct managers.

I don't think the corporation knew about this group of guys. I wasn't sure how far up the ladder this situation was present, so yup, I kept my mouth shut. I suppose that is why I was not fired.

There was definitely a revenge attitude for any sort of whistle blowing. Even when it was in matters concerning personal safety of myself or co-workers. After 4 years I was able to discern the better managers. I would approach them directly to address any issues that would involve their department.

My own managers were often referred to as 'little hilter's'.. this was a hilarious and apt description of their attitude and their execution of their duties. They never had any real power, so when they were given a task to complete, they would run over anyone in the way to accomplish the ends. Including other managers. often that would lead to silent resentment between the departments that were meant to support each other. Without this unity between departments it was an easy task to pull the plug on the building in Eagan.

I am very sorry for the building closing. We have lost a real sense of historical dedication to our own nations defense with the loss of this local building.

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