senior field technician

senior technician

solar technician

senior engineering technician

senior project manager

NextEra Energy

FPL or NextEra is a decent company but not all departments are equal. FPL-NextEra takes advantage of people just wanting to live in Beautiful Florida and realize they have ample opportunity in obtaining new hires . This company is operated more like a corporation rather than a typical power plant operation. The bottom dollar is more important the employee’s well being. The employees in the planning department (exempt -non barging unit) had an average work load of 1.5- 2 people. The average planner was expected to work their salary paid jobs on 50-65Hrs work week just to keep up with their deliverables. Work balance is not existent. Expect to work some weekends & holidays for free. There is no tenure in this dept. due to the high work load with no pay for overtime even though there is an OT policy that they chose not to implement. The problem is the really not concerned about taking care of their employees & just figure they will eventually be able to obtain people due to the great location of Sunny Florida. The pay is lower than the average going rate, health benefits are ok but have the high deductible, year bonus incentives are good but the managers will do everything in their power not to pay out as promised, Flexibility is really good. I would not recommend this position to no one unless you enjoy working 10-12 hr. days and 4-6 hours on Sat just to keep up with your responsibilities. Unfortunately, the company is worried more about the value of their stock than valuing their employees. The union positions and execution departments are well taken care of. They actually get paid for the extra time the work unlike planning Department. Unfortunately, not all departments are treated fairly. This department has suffered now for about 4years and the future in not looking good. To me, a job is a task you do for a set amount of work & money. The problem with FPL, the money stays the same, and they just increase the work load with special projects, hand you more work with outage window changes and also when people leave. Average turnover is 3-7 people leave a year.  Its been a revolving door know for 4 years. Planner-beware! This write up if from a person who has 21 years in the industry. Can not recommend. 

If you're the type to soak up OT instead of savoring your days off, look no further.

The staff and local management was outstanding, but there seems to be a disconnect with certain higher level managers. Bean counters fretting over wattage losses and hounding lower level managers and tech staff to "stop the bleeding" by what amounts to Band-Aids applied to bullet wounds. Rather than engineer solutions to make the electronics function properly through the brutal Arizona summer heat (HVAC, shading, liquid cooling, etc.), the blue collar employees are expected to continuously replace failed air-cooled components with... identical components. Then when the newly installed part also fails due to overheating within a few days (or hours), the techs are expected to swap it again, and again, and again. Time consuming, physically demanding part changeouts, performed out in the desert sun, while wearing FR long-sleeved heavy cotton shirts and jeans. Much respect to the folks that endure, because I reached my threshold quickly and washed out. It stands to reason that fall, winter, and spring are smooth sailing.

On the plus side, as mentioned before, the blue collar staff is nothing short of great. Solid teamwork and just good people all around. So many company-paid meals... Lunches, breakfasts, dinners, you name it. Plenty of opportunity to travel, and lots of technology to get familiar with.

When it comes to technology, unfortunately much of it is simply lowest-bidder type stuff. Cheaply manufactured, troublesome units that require a good amount of hands-on repair or replacement. Minimal documentation to work with, since some of the vendors are stingy with schematics, software, and so on. Naturally, companies want to maintain their proprietary info, but it can make troubleshooting and repair work that much more difficult.

This is are fairly large company with quite a few departments and it is night and day across some of them.  (Non Nuclear) Specifically has abusive VPs and Managers. Having a long run here 20+ years to date and seeing the issues. I would not recommend a child or friend employment here. This is old school management mixed with a military influence. This department is grossly understaffed and underfunded and other departments are being asked to replicate this departments leadership. I have seen employees unfairly treated when they are no longer desired in an effort to get them to leave. Many have gotten sick, disabled or a few passed away later through health issues. There is very very little training in general and no effective training for management. Managers have been promoted to learn on the job causing arrays of problems from equipment and reliability to safety and personnel issues. This company plays the game better than any I have seen. They preach Work life balance, take charge of your career, employee engagement etc... but in reality its who you know and if your boss really likes you. Instead of asking people to change positions or maybe look for other employment they lie to you and document against you by setting you up to fail. Since the processes are weak and under developed its not hard to document minor gaps to terminate you as they are 'honestly' trying to improve you. There have been so many lawsuits but the company's excellent legal team sweeps them under the rug through settlements and gag orders. Now the CEO has a goal to be the number one Power Company in the US. Which is a good lofty goal but at what long term cost to employees, rate payers, stockholders. Anyway don't work here there are 200 better fortune 200 companies that I am sure are not this brutal even in production environments.

If you can go to work, keep your head down and ignore the politics and the management then this is not a horrible place to work. 

There is no work/life balance at all. Especially if you want to go non bargaining. Management has no concept of what managers/supervisors are supposed to be doing. The highest level managers seem to want to drink coffee and talk leaving the Supervisors their workload, leaving the workers to manage themselves. Not a model for success in mind. As my career droned on and as people left the company they were seldom replaced and on the rare occasion a replacement was found and hired they too often left shortly after being hired. Leaving ample opportunity for someone to be forced for overtime that a lot of folks had little interest in working. 

The pay is OK. It's not a bad pay check compared to other jobs in the area but it's about 60 percent of what the rest of the industry is paid when cost of living is factored in. Hence the reason most qualified new hires left shortly after hiring on. 

I don't know if the benefits have improved since I left. When I hired on they were Outstanding. Before I left benefits had slowly been whittled down to sub par at best. 

When I worked there they had some of the best people on planet earth. If this company could find managers that had a clue, they could do amazing things. I still consider myself very fortunate to have gotten to meet and work with the people that I did during my employment. I keep in touch with some of the folks that still work there and it does not sound like that has changed much. The workers are great people. 

So while I do not regret my time spent with Nextera energy I could not in good conscience tell anyone that they should one day hope to work for Nextera energy. At least not anyone I liked or cared about. 

Processing the NextEra Power Marketing Houston Gas; NextEra Duane Arnold Plant; NextEra Point Beach Plant and NextEra  Seabrook Plant, invoices via SAP Cockpit efficiently and within a timely manner while meeting datelines. Organizing and preparing  non-scan invoices for imaging for Diversified and make sure all are ready for pick up by there due dates. Working closely with NextEra Power Marketing Houston Gas office to ensure all NextEra Power Marketing counterparty gas settlements invoices are paid via ACH, Wires and Checks on a timely manner and accurately. Met guidelines set by the Sarbane Oxley processes invoices processing and payment disbursement procedures. Providing assistance to my peer's as needed. Fully assist with following roles as backup: NextEra Power Marketing counterparty invoices; Payment processing administrator; Payroll invoices. Strongly committed and very determined to take ownership of my job functions. Prepared the funding's for the two Nuclear Sites, these requests twice a week. Ability to give optimal service to the customer. Valuing a good relationship with employee and good communication with upper management and all departments which to work in. Persist and seek out all information before tackling problems in order to complete in a timely manner. Prepared the quarterly report for all Deloitte and Touche's invoices for upper management review. Understand and apply proper procedures and authority to my daily processing and take initiative to ensure invoice approvals have the correct authority level signatures. Since 2006 has taken on additional responsibility to training of AP contractors/new AP Technicians within Corporate AP Group and designated an SAP Super User.

I joined FPL in February 2023 as an Entry-Level Energy Solutions Specialist. Initially, I was optimistic about the opportunity and took full advantage of the tuition reimbursement program to pursue a Master's in IT Management at FAU—thankfully, fully covered by FPL.

Unfortunately, despite meeting all internal timelines and performance expectations, I encountered significant roadblocks when attempting to grow within the company. After my first year (the minimum time required in role), I applied to over 160 internal postings without success. I later learned many were blocked, despite requesting career support from leadership.

There were concerning attempts by both my direct manager and upper leadership to discourage me from continuing my education. Had I listened, I would have faced significant financial and academic setbacks. My termination came just two weeks before I graduated—despite actively learning new systems like Six Sigma and taking initiative to prove my value.

While the compensation and benefits (including company phone, storm duty pay, and 401k match) were solid, advancement within the company often depends on whether or not your direct manager is supportive. Some roles, like mine, required long hours, solo fieldwork, and post-hurricane deployments with minimal acknowledgment or support.

FPL has the potential to be a great place to grow—but be mindful that your leadership will make or break your experience. I’m still grateful for the tuition assistance and the exposure to energy systems, but I would caution future employees to assess the leadership culture within their specific team.

The company touts itself as the "biggest and the best" in the renewable space. It is definitely the biggest, arguable about the best. Development at Energy Resources is a constant revolving door of developers leaving and new ones coming in.
Upper management and major decision makers are very set in their ways and seem resistant to implement functional technology that could make day-to-day easier for the development shop. They also seem to constantly change success thresholds in order to deem a project successful without communicating the new expectations to the core business unit. They also are so risk adverse, that it tetters on total risks avoidance, which creates more undue stress and workload.
While Energy Resources has moved to smaller core development units, the organization is still too siloed and there are process and information bottlenecks with different subject matter expert groups that can bring development activities to a screeching halt. Bottlenecks due to understaffing, overwhelming workload, and self-imposed short timelines from management.
No real clear goals for success other than to "develop projects".
Developer work is difficult and rewarding, however the expectations placed on developers borders on unreasonable/unrealistic. Expected to be a jack of all trades and a master of none, and to bear the brunt of all project matters; good and more often than not, bad.

What is the best part of working at the company?
Having the ability and opportunity to help customers who need assistance with their concerns. Prior to Covid, many customers were already experiencing financial hardship and difficulties, especially elderly customers. FP&L shows you how to hone your skills, such as listening, caring and making every effort to help those who need it.

What is the most stressful part about working at the company?
Storm season..which threatens Florida from June through November every year.  Oftentimes we could work anywhere from 12 to 16 hours prior to and during the landfall of a hurricane. The most stressful part of the job comes after landfall. I can say that management ensured that the process was made as easy as possible during those difficult times, including allowing free childcare at the facilities where we worked, meals included for the employees and their children. There are so many incentives given each month, each quarter and annually...gift cards, cash, televisions, iPads, etc.

What is the work environment and culture like at the company?
Enlisting in the military was the best job that I've had the honor of serving in. Next to that would be FP&L. You build relationships because you're in close proximity every day with your peers. Although I have retired from FP&L, I am still in contact with the lifelong friends that I have made. Management sets you up to succeed at every level and there is always room for promotion.

So I'm a contractor at NEE but work in Cybersecurity like an employee. I have never worked for a manager so controlling, micromanaged, berating, insulting, and overall mean, unpleasant, unfair and horrible to others in my life as here. In the last 6 months 3 people left without having found another job and two others who did find new jobs first, for a 60% turnover in staff in 6 months about. The only reason I stay is because I have an adult child that needs me to care for him due some mental illness. If I was on my own I would walk out the door tomorrow. I search every day for a new job. I have been working for over 40 years, and as I approach 62 this man demands I fill out a daily activity log to account for ever minute I work, treating me like a child because Im in another office and he needs to control every minute of my day. Anyway, in 40 plus years of working for all kinds of people, some very good and others not so much and having been a manager of people in a few past jobs myself, this guy is light years ahead of anyone for being the worst person to ever manage people EVER, whom Ive come across and has no right being in charge of people. The fact that NEE allows this type of person to manage 9 to 10 people (depending on who quits this week) means that it's a company willing to tolerate extraordinarily poor managers or they are out of touch with how badd things are. Either way I will not and can not support working for a company that condones the mis treatment of staff.

In my opinion, a cancer has developed at jupiter-tequsta ac, now known as FPL Home Services since acquisition.
A person, N.V. Whom was fired from ecm, now runs the show. 
Systematically he has turned a great company into a toxic environment.  If you worked with him at ecm you know what I mean, and the reason you left probably.
He has already taken the lead in firing staff who he doesn't like & bringing in people from his previous employment, instead of hiring  from within .
They also enjoy writing people up for the silliest infractions, just so they have a paper trail to fire you later. Sad thing is you are unaware you are doing something wrong in their eyes because of poor leadership and communication.
Ecm man also has taken the liberty of reducing task codes for employees pay, raise prices to customers, and cut commissions to employees. Isn't that special !!!
Upper management is either shielded from this or naive.
In closing, stay away unless you are one of ecm mans favorites or it will be the worst job you ventured into.
Beware of FPL  Surge Shield Scam, sales techs get approx. $60 per sign-up.
They just want additional residual income from all their fpl accounts.
You do the math, $14.95 (X) millions of fpl customers per month.
Another scam is their, air quality products,they are over priced so salesmen/ techs get minimum of $200 per sale.
They are self serving and laughing all the way to the bank with your money.
Culture? All self-serving just to make themselves feel better.
All the posters hanging in jupiter office are all lies.
Pseudo culture in reality.

Top Job Titles	Average Salary
Senior field technician 64 salaries reported	$68,516 per year
Senior technician 3 salaries reported	$63,667 per year
Solar technician 35 salaries reported	$75,257 per year
Senior engineering technician 44 salaries reported	$67,068 per year
Senior project manager 8 salaries reported	$159,875 per year

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