ct technologist

mri technologist

software engineer

x-ray technician

mechanical assembler

Siemens

I believe the opinion overall is based on direct Management. I think how the Managers runs an office is a person's overall opinion, because their treatment and how they run "their ship" impacts an employee more than Corporate rules. Keeping in mind Siemens is a german Corporation, and if you have ever owned a German car, you will understand. I have to say that the benefits have been awesome. My pay was awesome from the start, benefits are great. Management in my office could be improved. I believe that talking out of both sides of your mouth is over all detrimental to productivity. Making motto out of " TEAMWORK" and then actually pitting employees and public negativity towards specific people, favoritism and snitches breeds contempt and unfavorable opinion about the Corporation as a whole. I have seen too many REALLY AWESOME employees leave and too many subpar employees stay due to favoritism. I also don't understand the 
"LETS SHAKE THINGS UP A LITTLE" management mentality. In a Service role. If an employee has bonded with the customer through trust and understanding. - I wouldn't think you would want to "SHAKE" anything up.
There are a few things that the former President of our office anyway has changed and not for the better. Emergency weather days. He would close the office, and we were paid for the day. if the weather was treacherous and that policy has gone. I really felt valued. That WE ALL WERE VALUABLE.
Also, pitting and promoting mistrust among different locations and yet touting we are a team made both locations mistrust and dislike each other immediately. After awhile it was realized we are all the same, had the same goals. Implementing a quality assurance program of writing up people that made mistakes is also a horrible idea. It made all uncomfortable, feelings of guilt and resentment towards management. Once again a poor Practice put into place. 
I also worked at a different corporations that allowed each individual employees personality to shine, allowed and promoted this practice. 
Along with the fact that if calls were backed up 
Supervisors/direct managers got on the phones and took orders, spoke with reps ect.
I have a deep respect for this practice. This actually showed subordinates that WE ARE A TEAM AND DIRECT SUPERVISORS/MANAGERS COULD DO OUR JOB AND THEREFOR UNDERSTOOD IT, AND ALSO MADE A STATEMENT THAT WE WORK SHOULDER TO SHOULDER FOR THE GOOD OF THE CUSTOMER AND THE CORPORATION. 
I PERSONALLY HAVE GREAT RESPECT FOR THESE PRACTICES.
Some of the practices deployed were not a Siemens practice and some were. On the whole, I believe that Siemens IS a really good Corporation to work for, depending on your job title. Siemens is into every part of people's lives, therefore relax  a bit. The happier the employee - The better job performance they will get from employees and the happier the customers will be. They are human as well and policies should make the customer look forward to dealing with their Sales Rep, The Tech Support and the front line, Customer Service Rep with whom they have bonded with. I had customers from the prior Corporation, call and immediately know my voice. For 90% of my experience and relationships with my customers, thankfully they looked forward, appreciated my sense of humor and didn't dread, mistrust, or lose faith in me or my performance. I was well liked and trusted and that I cared about them and I did.
My sense of humor is off the mark, but I have always waited to determine what was okay and make my customer have a smile by the time we got off the phone. IT WAS NOT MUNDANE, AND I WAS PROFESSIONAL.
IN MY DICTIONARY, PROFESSIONAL IS KNOWING YOUR CUSTOMER, MAKING  THEM  COMFORTABLE AND TRUSTING AND LAUGH AND YET GETTING THE JOB DONE, AND CUSTOMERS APPRECIATE KNOWING YOU ARE HUMAN. THAT IS DEFINITELY PROFESSIONAL. 
THAT IS POSITIVE FOR THE CORPORATION. THAT RETAINS RELATIONSHIPS BETWEEN THE CORPORATION AND THE CUSTOMER. THEY WON'T WANT TO LEAVE AND GO TO THE COMPETITOR  BECAUSE OUR CORPORATION ISN'T JUST THAT TO THEM. WE, THE CORPORATION, MEANS SO MUCH MORE.

Key Responsibilities:
	Analyzed, designed, developed, tested and implemented the Migration Strategy for the migration of Databases from SQL Server 2008 to SQL Server 2014 from Physical clustered environment to Virtual clustered environment using Hyper-V. 
	Wrote PowerShell’s for all Database events and windows events, automated them using the EPM tool which can be re-used for all server migrations
	Installing and maintaining SQL Server database systems. Maintaining the database systems includes but is not limited to ensuring successful backups, resolving system issues, opening cases with technical support to resolve issues, monitoring success and failure of automated jobs, monitor system availability, updating system documentation, system and database recovery, etc. 
	Migration of SSIS packages and SSRS Reports from SQL 2008 to SQL 2014 environment.
	Developed the Test plan for SQL Server 2014 model and migration.
	Design, document, and promote security "best practices", policies, standards and protocols. 
	Working with development and systems teams to perform application and database tuning.
	Review and Analysis of current Monitoring tools, charm and DB availability issues and make recommendations.
	Involved in migration of physical-to-virtual machine (PV2) and virtual-to-virtual (V2V) conversions, virtual machine migrations, and cloning
	Implementing and managing SQL Server Virtualization using Hyper-V.
	Evaluating data modeling, database administration, and database backup and recovery tools and make recommendations. 
	Setting up and Monitored transactional replication, Database mirroring on Production and QA servers. 
	Review of physical and logical database design; Promote the reliability of database design by ensuring appropriate referential data integrity is implemented and appropriate data types are used. 
	Create processes and procedures for application code and database object migrations to support an efficient and reliable system development lifecycle. 
	Analyzing heavy hitter report (Prod Issues) and responsible for optimizing the database and tune queries for best performance.
	Analyze current monitoring tools and suggest recommendations for improvements.
	Implementation of SQL Logins, Roles and Authentication Modes as a part of Security Policies for various categories of User Support. 
	Involved developing and implementing jobs for SQL server, and involved in various production releases for all the groups 
	Monitored and modified Performance using execution plans and Index tuning. 
	Handled monthly Database Refresh in QA-Test environment for testing of new Deployments and Build.

Siemens had two major products when I worked there. The first was the Digitron. A refrigerator sized piece of equipment controlled by the 286 (then the 386) microprocessor. It was a state of the art device that stored x-ray pictures from a CT machine. Previously I had worked on circuit boards but not at this level. This unit took a week to build and test. It performed digital processing on the images enhancing the results. Priced in the tens of thousands of dollars it was my introduction to systems level electronics. The second major product was the Gamma Camera. With this unit a doctor injected a radioactive isotope inside the human body to see what was going on. A good example might be looking at the arteries on the heart for clogging. My first few years were in production where I assembled & tested the Digitron. We had many large circuit boards controlling how the unit worked. I had to determine which were bad when things didn’t work. I was then offered a position in the research department. They had 15 to 20 physicists working on the Gamma-Camera developing techniques to improve the process the doctor’s use. I was hired as one of two techs to maintain the camera, run experiments & record data. I went to COD to learn what technologists learn when they use these cameras in the hospital settings. I was in charge of the radioactive isotopes among other things. It was a job with a lot of responsibility.

It is easy to say what a typical day was for the first part of my job there. That was building and testing the Digitron. In that capacity I was an electronics technician. There was no ‘typical’ day when I became a research technician.

What I learned could be separated into two parts. Working on the Digitron I focused on my electronics learning more about computers and how they applied to the operation of the equipment I was working on. The images were processed by convolution theory, something I just learned recently in studying Fourier math. The system also used a video board, which included a frame grabber for the incoming images. What I learned in the research department can be sum up on my first day there. The doctor handed me a textbook on nuclear physics. He told me to read it there on the job. When I started training at COD they used this same book! I learned a lot of physics there. It was an honor working for such gifted people.

This was a great place to work. The management was great. My co-workers were great. There was no ‘hard’ part to this job. Except for exposure to working with radiation there is nothing negative I could say about this place. Besides working for ITW this was my favorite job.

Siemens Healthineers is a great company to work for. Unfortunatelly, I was hired as a Test Technician when I initially applied for an Electrical Engineering position. I later find out that this is how it works to just get a foot in the door but to never get advanced into the position "upstairs". During the hiring process, I asked HR about the engineering positions but was basically lied to because nobody really wants to work for the current floor manager and there is always a need for positions in that department. I simply said that after over 100k in student loans, I can't affort to work long in this position. As, I see it, if I was of a certain "Culture" or a "Favorite", then I too can afford to live and support my family with over 100k in student loan debt. I feel that Metrics and Key Performance Indicators are ruining the manufacturing process and hinders HR and Managements judgement and morals during the hiring process and they just focus on if the person is capable of producing "Numbers", instead of a real career path or advancement. While there, I tested so many units for the company, and cobtributed to the overall sucess for quarterly numbers, but after I applied several time for the multiple positions "Upstairs", it dawned on me that Nepotism, Favoritism, and Hour long prayers at work before lunch takes precedence over Legal business practices. American manufacturing was once a place where you had fun, listed to music, made qotas and made a decent living to support a family and not to be treated like a number and only recieve a 1% raise after three years of no raises and while training multiple people during a high turnover period within our department. The NJ Department of Labor and OSHA are both very helpful in providing anonymous advice and help. Advice to CEOs is to investigate the HR department hiring practices and eliminate favoritism and nepotism in the workplace and train management effectively on OSHA, Civil Rights Laws, and Human Rights Laws.

• Managed a technical and support personnel of 23 field service engineers, specialists, and supervisors for 5 ½ yeas in a clinical laboratory setting responsible for installation, implementation, maintenance and repair.
• Responsible for supporting laboratory diagnostic medical equipment in reference laboratories and hospitals such as Chemistry, Immunochemistry, Hematology, Molecular, Urinalysis, Blood Gas, Specialty Products, Automation, Middleware, LIS, and Real Time Solutions Networking.
• Drove accountability, trained, mentored, coached, and motivated team for constant improvement to retain current customer base and driving the team to continue growing the business and achieve financial goals.
• Drove customer satisfaction scores, net promoter scores, individual targets, managed regional budget and P&L for entire region.
• Perform hiring, yearly reviews, mid-year reviews, progressive disciplinary actions for employees, managed escalation process, coordinate regional meetings, reduce overtime, deliver salary increases, calculate and manage resource issues.
• Drove PM completion, Mods, and other service admin duties, business reviews, SAP integration, and keep moral high with a 95% employee retention rate.
• Dove and developed process improvement initiatives for local region and throughout the northeast area.
• Provide troubleshooting assistance and find engineering support for FSE's through local and neighboring regions, second level support, global product support, and manufacturing.
• Scheduled advanced training and meetings with FSE’s including joint travel and customer visits.
• Responsible for supporting and P&L of 850 diagnostics analyzers in hospitals and reference labs in eastern PA.
• Took role as the temporary Area Service Director when needed to cover the northeast area in.
• Developed and maintained local parts depots for the Philadelphia and Baltimore area.
• Strong ability to build customer relationships and provide that one face to the customer atmosphere.
• Very good time management skills with the ability to develop direct reports in this area.

A day at work:
Tracking 8+ projects and their tasks to keep them on track.
Responsible for communicating status of the highly visible projects.
Assist Windows 7 project in its endeavor to deploy Windows 7 with minimal impact to the users.
Create Collections, Programs, and Advertisements in SCCM to distribute applications to machines based on AD assignment.
Coordinate testing with customers to ensure packages meet the criteria given during the discovery and requirements gathering phases of the application packaging process.
Create virtual machines for UAT testing within the Vsphere to test application deployments.
Deployments to physical machines to further test the operation and interaction of the given application to ensure proper system integration with minimal risk.
Work with the client and the packaging team to resolve any issues discovered during testing of a given application.
Perform production deployments, monitor the deployment within the SCCM reporting systems, and reporting on success, failure, and other status upon request

What I have learned:
I use to do deployments for other clients when I was employed by IBM and they all used the direct machine assignment. However working for Atos/Siemens on their clients site I have learned how to create collections using AD groups and SQL based Queries.
Management and coworkers:
management is great, they point me in the direction they want and tell me get it done, and then let me at it, when i have questions and or I find items needing additional work that falls outside what they want me to do, I bring it to the attention of the team and management for their input, depending on the response I move on or tackle the assignment in more detail.
The hardest part of the job is being away from my family who are at this time living 200 miles away, they come to me and I go to them as much as we can, and as soon as I find a permanent position my family will move to were ever that is.

Disclaimer:  Siemens is a HUGE company and the statements below only reflect my personal experiences with the management and workplace I was directly involved with during my employment at the company.

Pros:
-Incredible opportunities to learn and expand your knowledge.
-Cross-discipline collaboration encouraged.
-Very competitive wages and benefits.
-Lots of very intelligent and knowledgeable colleagues.
-A great working environment for people who want to be challenged and grow.

Cons:
-Management/HR comprised of egomaniacs and "lifers" who quite literally get away with doing nothing and even outright wasting company resources.
-The company goes through a lot of effort to make employees feel like their opinions and voices are important, but if your opinions are different than managements all you're doing is putting a target on your back by speaking out.
-Typical slow-as-molasses corporate HR that engages in modern "inclusivity and social justice" campaigns that are nothing but lip service.  Conservative white males are viewed in a negative light by the progressive women in charge.
-If you don't have a degree, you will be seen as a lesser employee and will be wage capped and locked out of advancement even if you demonstrate equal or even superior knowledge and performance than your degreed colleagues.
-Lots of lip service about workplace safety, but in practice there is a startling lack of concern for safety issues.  I was forced to escalate legitimate safety issues to upper management on several occasions (and reprimanded for doing so) and in one instance even had to threaten OSHA involvement to get a glaring issue resolved.

Conclusion:  Changes in management culture are necessary.  if and when they do occur I would highly recommend Siemens as a place of employment.  But until such a time, I would caution anyone that they may be in for a turbulent ride.

Rather than announce that they have to reduce the work and your it. 
And then providing some severence and extending healt benefits. 
The giant multinational company has a new scheme to cheat their long term professional employees of their benefits. The current climate and fun game at management is the "PIP" game.(Performance Improvement Plan)  In the PIP, a manager lists ridiculous problems with your performance that really has nothing to do with your job title. Much of the verbage includes items like your reports don't look right, or too many typos  etc.  But the kicker is the inclusion of verbage that threatens your job and benefits.  "You can be fired without any benefits, no severence etc." is the favored wording. Nothing in the PIPs really have to do with the actual job duties.
Watch out, if you the oldest or highest paid employee in your job category then you are out the door with a fake pip.  Luckily a few of my colleagues have caught on to the game and refuse to sign the "PIP" and then go out on medical leave.    THIS IS THE RIGHT APPROACH.  I don't understand why a company as large & profitable as Siemens would cheat long term productive employees this way. I mean in relation to their profits and assets, why cheat someone out of less then $100K. It wouldn't even show up in the statement of expenses.  I expect that the supposed manager collects a percentage of every dollar he steals from the piped employee including annual raises.  

BEWARE everyone that has a long history of employment with Siemens, especially the customer service engineers, or any high level non-corporate performers, the MBAs, the engineers, the PMP, you know who you are. There is a PIP in your future.  Don't sign it, get a medical leave.  I was not that smart.

What is the best part of working at the company?
The benefits are good when compared to similar companies. 

What is the most stressful part about working at the company?
Besides the poor pay, the parking situation is an absolute mess. They don’t provide enough spots for the workers and entering/exiting the facility is a nightmare. They also have a serious tool shortage that makes working extremely difficult. I often spend huge portions of my shifts just looking for a specific tool.  I’ve been here for 4 months and still have not been supplied with a tape measure! 

What is the work environment and culture like at the company?
They love to talk about what a great company they are and give regular tours touting all of their accomplishments. However, if you talk to the average worker they feel completely disconnected. There is a clear divide in the workforce. People in upper management and the engineers are making decent money but the frontline workers are not. The truth is they start you at a low rate ($17/hr) with a maximum yearly raise of 6% (about $1). With inflation this is a yearly demotion not a raise. To sum it up, they are the type of company that throws pizza parties instead of giving raises. 

What is a typical day like for you at the company?
My shift starts at 5am but because of the parking situation I need to be here at 4:30. After clocking in to a specific job I collect the parts I’m gonna need and begin my work. As I said before, because of the tool shortage I spend about 25% of my day walking around asking people if they have the one specific tool. Most of what I do is making various different wire harnesses. Each one has an allotted time that it should take and after you finish one you move on to the next available job. We clock out for a 30min lunch and have two 15 min breaks. The shift ends at 1:30.

I initially started working for the company building solar power inverters. I was assigned to work on the AC component of the system, wiring and making a final inspection of the unit. Many of the pieces to the unit we had to assemble using schematics and pictures. After the smaller components were assembled they would go to an even larger unit that must be wired together. Many of these units were replicated since they were a piece of a 300MW set of AC and DC components. 

I also worked with fix mounted control handles. These were customized assemblies composed of completely different components. This put my schematic reading skills to the test. Seeing that these were all custom assemblies we had to cut, crimp, and label wires according to the customers order sheet. There was a very detailed list of components that, I had to ensure each letter was to correct. A one letter difference could be a component of completely different part. After insuring the component list was correct, we would inter prate a mechanical engineering drawing to ensure we drill the correct size holes. We then refer to electrical engineering schematics and wire the unit accordingly.

I truly enjoyed this job because it was challenging and technical work. It reinforced my skills to pay attention to detail, seeing that a single wire being out of place could cause a malfunction. While working on power inverters, I enjoyed that we functioned as a team and taught me a bit about how each section of the inverter goes together. While working on fix mount control handles, I enjoyed the fact the job was customized. This gave us the ability to wire freely as long as it was in company standards.

Top Job Titles	Average Salary
Ct technologist 196 salaries reported	$3,054 per week
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X-ray technician 77 salaries reported	$2,614 per week
Mechanical assembler 59 salaries reported	$19.98 per hour

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