Fun offshore diving environment with extremely friendly people.
Chevron HRT. Salvaging and scrapping destroyed/downed platforms. Various working and storage depths, utilizing split-level saturation techniques when needed. • Working as the LSS with full responsibility of the saturation complex during a long-term contract with Chevron, reporting to the Dive Supervisor, and Super-intendent/OM of the vessel. Preparing daily gas & consumable reports of all gas on board the vessel. These reports included not only gas reports but also tracked the usage of other consumable items within the Life Support Department on board the vessel as well as submitting requisitions for items to be ordered. Verifying proper gas supply for working multiple locations within small time frames. Utilizing problem solving skills to run a split level saturation and, split level decompression when changing locations between various working depths, allowing divers to continue working at one location and no down time for waiting on divers to decompress when arriving to the new location. Working very closely and utilizing clear and effective communications with all other departments on board the vessel to ensure safe and efficient work practices. Also as LSS I would take on the position of mentoring new ALST/LST’s and teaching them all of the aspects of the job, whether it be tending to the needs of the divers in saturation or learning how to mix diving gas and teaching them the skills necessary to become an LST. Performing saturation chamber checks both internally
Steady employment, good benefits, local management needs to embrace company propaganda
PROS: Veolia is a multi-billion, multi-national company based out of Paris, France.They offer great benefits, competitive salaries, and extensive training. Speaking in general terms, this is a great company to work for. I have learned more in my first year than during the entire 16-years at my previous company. Big changes and improvements are planned and anticipated to be implemented and online within a couple of years. The company sends out surveys to solicit feedback directly from their employees in order to hear their opinions rather than management's version of their employees opinions. The company is showing strong growth with bright prospects for the future. Locally, many of the people I work with are bright and hard-working.
CONS: The various branches, facilities, and locations are not harmonized. It seems as though when Veolia acquires a location, that location is not fully assimilated into the Veolia way of doing business. This means that when one branch is dealing with another branch, it's like two different businesses dealing with each other. This leads to redundancies in tasks which increases work-load and decreases efficiency. Many of the IT systems seem to be plagued by the same culture. There is lots of manual data re-entry because one part of the system cannot talk to another part of the system. There is quite a bit of bureaucracy to getting a proposed upgrade of the system, no matter how minor. This issue along with the epic disconnect between the branches
If your expecting fairness and a healthy work environment, Your expecting too much
First things first, there is absolutely no harmony among operators. Everyone is always on edge and highly defensive. The lead operators set the absolute worst tone for this place, you’re subject to their judgment calls, whether they are rational or not, you are expected to carry out any orders they bark at you. They also seem to enjoy putting subordinates (trainees) in awkward positions just to have the satisfaction of feeling that they are in control. Basically, you are at the mercy of the lead guys crack-pot/off-the-wall demands and they make it seem like you don’t have a choice. The Lead operators love putting people on the spot and watching people squirm under pressure. Some of the Lead operators have a psychotic nature and become hostile or abusive at the drop of a hat. The unsettling part is that management is fully aware and embraces these behaviors.
The Morning routine is pretty typical. What’s supposed to start off as a “Morning Meeting” in the control room, discussing agendas, specific job-related issues or concerns about equipment malfunctions, turns into bad mouthing whomever is not in the room. The unsettling part is knowing when you get up from your chair to report to your department, or take care of any essential duties, you’re now the “TOPIC OF CHOICE”
In the timeframe that I’ve been here, I’ve seen a lot of young, smart, talented, articulated people that quickly take inventory, and quit. You can guess what stays behind, misfits that are constantly at od
This area has great potential. Lack of product training
Territory has strong potential, with an awesome territory. Loved the opportunity to help clients find solutions and services to assist in managing there environmental disposal needs for hazardous and non-hazardous solids and liquids. I had a great manager who opened the scale of service capabilities that was incredible to learn about, but unfortunately left to work for our competition. I didnt let that discourage my efforts and pushed my self to learn the regulations and how they related to some amazing industries. It was an exciting experience to say the least.
- A typical day consisted of making an set number of client calls, holding weekly face to face client meetings, create and build contract, meet with clients to understand hazardous and non-hazardous disposal needs and provide pricing to client FRP's. When you travel your encouraged to drive, bit of a challenge unless you use the windshield time wisely to enjoy the travels.
- I learned that in the hazardous market hazardous and non-hazardous chemicals are never the same. There is an incredible aray of regulatory and compliance language and interpretation to understand but amazing when you see the results of how and why those regulations were put into place. I learned about many hazardous chemicals that I felt happy to know were being managed for disposal the right way. I loved being a part of means to best practice in managing the disposal of some of our clients smallest and largest.... even deadly hazardous conce
A good company to work for. Many goals to achieve.
A very chalenging work atmosphere. Very busy at all times, which is good. My maqnagement will point me in a direction and let me go. I am left to do my job without interference or micro-management. I take care of daily mechanical work planning and scheduling, Contract work planning /scheduling and keep a running tab on shutdown work to plan and schedule twice per year. I keep everyone updated and informed on current and future jobs during daily meetings.
I have learned how to reserch better, Use more outside resources for learning how to do my job better. Learning different computor programs to better plan work. Approaching each individual according to their personality to better communicate the goal.
Our management has many new and inovative ideas which in my opinion are good, but, there is trouble implimenting the idea or change. The communication is there, the follow through is not.
Some of my co-workers are dedicated, hard working and want to advance in their field. We get along fine and work well together. Others, well, some you cant get along with no matter what you do.
I would say that the hardest and most frustrating part of my job would be the inability to make the changes that is so desperatly needed. These are not only changes that I would like, but changes that our corperate office wants as well. This is one of the main reasons that I am filling out this review.
The most enjoyable part of my job is that I have a very good boss. He recognizes my tallents and lets m
Prosfreedom to do my job without someone looking over my shoulder.
Very competitive environment which motivates me greatly, great opportunity for advancement, large financial responsibility, great corporate exposure
• Manage a group of 56 full-time employees.
• Direct management responsibility over 5 separate locations
• Division financial controller for all divisions.
• Coordinate operations of multi- million dollar recycling facility, hauling operations and landfill operations.
• Responsible for all financial aspects of facility and program. Responsible for all aspects of maintenance, customer satisfaction, accounting and employee safety.
• Trained in multiple organizational leadership programs including six-sigma, LEAN and Rat team programs ( Essentially employee engagement to improve functional productivity on all levels)
• Engaged in new heavy equipment circulation program-educated and certified in heavy equipment operations and mechanics.
• Trained in Landfill road development, building and maintenance.
• Responsible for all heavy equipment maintenance programs and internal equipment maintenance including conveyors, balers, etc…
• Taught and held regular meetings on Safety, equipment operation and employee expectations.
• Attended, participated, and presented in countless town hall, city, county and municipal meetings.
• Created and negotiated many disposal and waste pick-up contracts.
• Spent last 11months learning and participating more closely in landfill and hauling company operations and financials.
• Served on Governor’s task force in early 2010 for a more “Sustainable Wisconsin”
• Assisted in landfill’s landfill gas to energy equipment conversion in 2010.
• Managed the “shar
Ridiculous "managers" and no reason to stay and grow here!
Started VEOLIA almost 2 years ago. They seemed great in the beginning, then their true colors came out after all the positions were filled.
One thing that I found odd was that the senior people with the highest titles get put on the grunt work, while newer people with lower titles worked the office / did the easier work! Management tells you "you're all the same" even though employee's license/titles/experience differ greatly. This is their way to enable favoritism and a avenue to grind the axe on those who dare challenge/question their supervisors in any way.
Seniority means nothing, no incentives to stay. Favoritism, condescending tones/remarks, and unfairness happens daily. Addressing issues with management goes nowhere, and paints a target on your back. Useless union so you're basically on your own, and management uses this to their advantage.
Turnover rate is increasing, because we see how the senior staff are treated. Ridiculous swing shift that management refuses to improve, changes weekly. (Hope you like 12 weekends off a YEAR!)
Possibly use this place as stepping stone, no reason to stay long term. You won't be appreciated or valued and your job will only get harder. Supervisors and some staff are friends outside of work and/or grew up together. Can't trust hardly anyone because if this.
Like George Carlin said, "It's a big club, and you ain't in it!"
I decided to cut my losses and move on. I brought up many issues regarding the supervisors and favoritism whe
ProsIt's a paycheck
ConsLow grade insurance, contracted company (they don't own facility), favoritism, lack of respect, egos & attitudes, useless union, subpar pay, no pension, whopping 4.5% 401k match
Long hours, high stress, high turnover, avoid this job.
The laboratory at Veolia is a revolving door department - they can't keep people there. Hours are long, the work is thankless, even with doing overtime every week for months the staffing is not adequate for the workload. People get tired of it and quickly move on to other positions.
With poor training, unrealistic expectations from management, no real coordination between departments, the stress level gets very high. A typical day is clock in, already behind, do triage for 10 hours, and still you're behind. And even after a 50, 55 hour week, people will be on top of you for things not being done.
Employees badmouthing other employees, supervisors and managers badmouthing their direct reports, managers badmouthing other managers, the environment is toxic and morale is low.
Don't take my word for it.
1) At the interview, be sure to ask how many lab technicians have cycled through the department in the last couple of years. Normal staffing in department is 3-4 people; at least five people have left, it's probably more at this point.
2) Ask how long current technicians have been in the position.
3) Ask why they think the turnover is so high, and what kind of plan they have to address it.
4) They'll probably give you a tour of the lab and the lab offices. It's a mess. Ask yourself if the work environment really looks like people are on top of things.
I took this job for a 30% raise over a previous position. I took a 20% pay cut to get out and I'm better o
Be prepared to be pigeon holed into a role no matter how hard you work to try to evolve into something, it's not going to happen. It's that "If it ain't broke, why fix it" mentality, so you will be in your role until you decide to retire, that's if you're looking to evolve or develop your career. If you don't want to grow or evolve, then it's a place for you. Management do not coach, promote or encourage, instead, Management ignore you completely until you skip a beat, then everything that you worked so hard for doesn't matter. Do not expect development, do not expect any realistic goals. Since your daily routine is to put out fires and not focus on your core responsibilities, there is not quantifiable matrix to measure your work to properly assess you at your review. You will be doing work of others and reprimanded for wanted to address your core responsibilities...the very things that are listed on your review to complete in order to get a raise. If you are a good worker, be prepared to take on others short comings and not being compensated for it. Be prepared to be in the background and very seldom in the foreground as an equal team member, though you are given the tasks of others on your team...don't you think you should be qualified to fulfill some roles to be allowed to evolve into something more or at least developed into a career instead of just a job.
Make sure you fight for the right compensation, I had to during my 2nd year. I was under paid by 10k.
ProsFlex time ( Be careful...you will hear about it...behind your back )
ConsNO structured roles, Lack of encourgagement and NO career growth
I work at a fairly large water treatment plant as an operator. It is steady work and the pay isn't terrible. However, it could be much better. There is very little organization to the company. The farther up the ladder you go, the less structure there is. There is no advancement in the company and hard work and knowledge is not valued. They would much rather have yes men that follow all of their stupid rules blindly. If you want nothing more than a job, this is the place for you. We have at least four employees out of 13 that do absolutely nothing. You would think it was a union plant because they will never be fired. You could probably slap the project manager and still have a job. Our maintenance department is a joke. They don't stock any spare parts and when you need something, it is always 8 weeks back ordered. Management always seems to protect the most useless individuals and they are always in the dark. They have flavors of the month as far as priorities and seem to make up rules as they go. Safety is very important until it means it gets in the way of production. There are numerous more issues with the company. That's why all of our operators are looking for jobs.
ProsCompany buys boots and safety gear, two weeks vacation, full benefits, yearly raises, safety bonuses, yearly bonuses.
ConsSmall bonuses, poor management, unreasonable rules, under staffing, no advancement.
Negotiation, Finalization & placement of purchase order, Documentation etc. and Follow up with suppliers, transporters for the delivery of materials & Co-ordination for Payment.
Responsible for achieving Invoicing target as per decide invoicing Planning.
Responsible for preparation of purchase orders, Long terms Rate Contracts, work contracts, service agreements.
Handling procurement of all types of Mechanical, Electrical & Instrumentation material and its spare, consumables items during project period.
Monitoring local & domestic Purchases, warranty related issues.
Managing the Vendor Development to Identifying new future Business partners and develop them to our standards in terms of Quality, Extending them value-added support for excellent service delivery Evaluation of Vendor in terms of Technical Capability, Financial Stability and Industrial Relations at Vendor end, Knowledge of manufacturing process and techniques. Development of new vendors to achieve cost reduction, minimize lead time, quality of supply and alternate sources of supply.
Cost Saving efforts taken for the organization & shown good profit in buying material.
Developed Rate Contract System for Regular usage items and saved lot of money & time.
Study the BOQ (Bill of Quantity) and plan for the material based on the requirements and the lead time of suppliers.
Proficiently Knowledge of the overall stores functions. Monitoring daily GRN, daily rej. Clearance, material iss
Responsible for Production Planning & Scheduling and Manufacturing process.
My responsibility as a Production Engineer is to plan daily E&I activities and monitoring the production activity like electrical wiring & instrumentation assembly works on systems as per drawings & documents with work distribution to the workmen as per their skill and abilities
Responsible of WTP,ETP & STP Plants & Processes(Water Treatment Plants & Processes)
Better Craftsmen’s handling, proper guidance & instructions to them
General electrical/mechanical maintenance, with maintain maintenance records as per ISO document like preventive; breakdown and annual maintenance contract with attend internal & external audits.
Testing and Quality check of the instrument
To ensure and monitor production department working as per given plan.
Daily Production work to plan & preparation for the craftsmen as per material availability & job priority.
Co ordination & mail communication of interaction movement for the systems and follow up with project engineer for material arrangement and material issue from store through ERP system.
Weekly interaction meeting with project, manufacturing & engineering for plan and feedbacks related of the systems with materials & engineering rework issues..
Documents submitted as NCRs, MIS, DAR, and production check list with stage inspection report.
Production manual updating like rework data sheet, master root card (MRC), material records, QC r
Veolia jest firmą dbającą o swój wizerunek, jednak ostatnio w związku z optymalizacją zatrudnienia, dotyczącą zarówno ilości pracowników jak i działań zmniejszających warunki płacowo-bytowe załogi, coraz trudniej jest ukryć niezadowolenie załogi.
Co dwa lata w firmie wykonywane jest badanie opinii pracowników na temat działalności firmy (strategii, kadry zarządzającej, warunków zatrudnienia itp.). Ostatnie było wykonane w 2017 r. i jeszcze nigdy ocena nie była tak zła. Jednym z celów CEO jest podniesienie oceny opinii pracowników nt. zakładu, jest to jednak trudne do realizacji z powodu ciągłych zmian i niepewności pracowników co do jutra.
W ocenie pracowniczej najwyższe notowania otrzymały warunki płacowe i dodatki. Jednak ostatnio zostały one radykalnie zmienione i zaobserwowano już pierwsze efekty w postaci odejść pracowników do innych firm oraz ograniczenia liczby chętnych do zatrudnienia w zakładzie. Na razie jest to nieznaczna tendencja i każdy przypadek (nawet na najniższym szczeblu) jest rozpatrywany przez dyrekcję.
Głównym biznesem firmy jest produkcja i sprzedaż ciepła i en. elektrycznej. Jest to największe przedsiębiorstwo ciepłownicze w Polsce.
Firma stwarza dobre możliwości rozwojowe dla osób ambitnych, po studiach, nastawionych na sukces, znających minimum język angielski (przydatny również francuski) i gotowych do pracy nad którymś z wielu projektów prowadzonych w firmie. Warunkiem jednak jest tu trafienie "w odpowiedni czas i miejsce" - przede wszystk
ProsDość wysokie wynagrodzenie liczone wraz z dodatkami
Veolia water technologies
Joined in Feb 2020. To August 2020.
Was lured in to join from a safe secure better paid job, by the prospect of pay raises on completion of training modules and security, plus benefits of health care. Overtime only paid after 50hrs of work which is a joke. 2 planned jobs a day, 3rd jobs supposed to be paid at overtime rate but never was. Pay raises after training never came..... Was never issued all tools and equipment to do the job properly. Never had sim card for tabled so constantly had to tether to phone which ate the battery. Training was rushed and not concise. Was informed in the interview that I would only be doing service jobs for first 6months (probation period) then gradually start installs, and breakdowns.... But Was out on my own after a month. No feed back on performance at any point only at dismissal , limited support and well and truly thrown in at the deep end. Worked all the way through the pandemic with no option of furlough. Limited ppe for first few weeks, then better after that but no alcohol sanitiser, only peroxide. I Was informed this was not effective by 2 separate customerd so I raised it as a safety concern as we had been encouraged to do, only to be sacked for having a bad attitude??????
Obviously due to the reduction in custoner jobs they needed to thin the ranks and that made me an easy target. Used and threw away. I gave it my all and was told by my manager my work was exemplary.
HR team are obnoxious and rude trea
Entreprise qui a loupé sa transformation, désorganisée et en perte d'attractivité
L'entreprise propose des métiers polyvalents intéressants et une culture d'entreprise de prime abord, intéressante qui donne envie de rejoindre l'entreprise.
Au bout de 2 mois, on comprend que ces nouvelles valeurs sont une coquille vide, que le but est seulement de décrocher des trophées "d'entreprise bienveillante" pour faire vitrine et briller. Ces valeurs ne sont pas incarnées ni mises en oeuvre, pour laisser place au fonctionnement "à l'ancienne" habituel dans l'entreprise qui perdure depuis de nombreuses années :
Entreprise très politique, où il faut obligatoirement "copiner". Les relations sont fausses, manque de professionnalisme dans les relations, ce qui conduit à la nomination de managers / directeurs incompétents et à créer des relations conflictuelles entre les salariés. Cela conduit également à de graves dysfonctionnement internes. Pas ou peu de possibilité d'évolution au mérite et à la performance.
La politique de rémunération a été très attractive fut un temps, mais ne correspond plus aux besoins et aux attentes des salariés, salaires actuels pas attractifs.
Manque de moyens humains nécessitant de compenser pour les salariés en créant un déséquilibre permanent vie pro et vie perso.
Système encore à l'ancienne avec beaucoup de process longs et déconnectés des besoins du terrain, beaucoup de strates ne permettant pas de prises de décisions fluides, rapides et pertinentes. Pas d'agilité et réunions très fréquentes inutiles.
Cela conduit à un turnover très
Pros36 jours de congés, TR
ConsManque de compétences, pas de moyens, Instabilité constante car très fort turn over, Entreprise très politique avec un manque d'équité entre les salariés, Forte inertie dans les décisions, Salaire faible, Journée de travail à rallonge : déséquilibre vie pro et vie perso
Questions And Answers about Veolia
What is the work environment and culture like at Veolia?
Asked Jun 27, 2016
Watch your back. You will become very disappointed in your fellow person here.
Answered Sep 14, 2019
I would say, You are on your own...watch your own back. MGT untrustworthy, the Union brother wait to stab you in the back... No proper training standard for newly employees...no one want to train anyone. Again, You are on you own and need to watch your back at all time. Trust no man.
Answered Sep 14, 2019
How do you feel about going to work each day at Veolia?
Asked Oct 23, 2017
A stable nositogic feeling that can only be replicated by visitng a loved one.
Answered Sep 16, 2020
Going to work in brockton ma is like slavery.
Answered Aug 31, 2019
On average, how many hours do you work a day at Veolia?
Asked Oct 16, 2016
Company is understaffed in every single department, I average 12 hour days, sometimes longer covering shifts
Answered Apr 21, 2019
8. But the schedule rotates by 2 days every 4 weeks. Overtime usually means a double shift to cover for someone else plus your shift. Just not enough help here. They laid all utility people off. Too much for a human being. The check can be good but no life at Veolia ever. Don't work at the Brockton plant, there is too much to do because of layoffs.
Answered Feb 17, 2019
What tips or advice would you give to someone interviewing at Veolia?
Asked Sep 22, 2016
A go get them additude! also green bay packers are your friend.
Answered Sep 16, 2020
Don’t do it
Answered Dec 17, 2019
How did you feel about telling people you worked at Veolia?
Asked Dec 9, 2016
Do not lay off utilty ppl . Greed
Answered Sep 10, 2019
Regional managers promote abusive site managers. There is not enough oversight. It takes way too long to remove hostile harrassing project managers.