Review of Duke Energy (Engineering Role, ~4 years of experience): opiniones de empleados con el puesto de Senior Engineer en Duke Energy

2,0
28 jun 2025
Recomendar
Aprobación del CEO
Perspectiva de la empresa

Ventajas

-Strong “safety first” culture -Opportunities for career growth if you are proactive -Communication has been improving -Great coworkers and supportive peers

Desventajas

-Constant changes in management and high employee turnover -Poor training; you must rely on self-learning -STI (Short-Term Incentive) bonus is unreliable and consistently reduced due to safety incidents -Storm duty is mandatory with no exceptions for vacations or medical issues, requiring 16-hour days until restoration is complete -Salaried employees are treated like hourly employees, but receive no overtime pay; only straight time after exceeding 45 hours in a week -Hybrid roles require in-office presence 3 days per week with no fully remote options -Lack of flexibility in accommodating personal commitments during storm events

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5,0
27 abr 2026
Recomendar
Aprobación del CEO
Perspectiva de la empresa

Ventajas

Keep in mind this is in the eyes of an intern but: - employees are friendly and willing to help if asked - lots of learning opportunity - projects in which you can apply what you learned - lenient WFH

Desventajas

- the quality of your project can be dependent on which team you are on and your mentor guiding you

3,0
15 may 2026
Recomendar
Aprobación del CEO
Perspectiva de la empresa

Ventajas

Strong job stability in a regulated utility environment, along with competitive pay and solid benefits package. My immediate team is genuinely supportive and collaborative — we work well together and have each other's backs. The work itself offers a sense of purpose given the essential nature of the industry.

Desventajas

Upper management operates with limited transparency and decisions flow strictly top-down, with little visibility into the reasoning behind strategic choices. The compensation structure does not differentiate for high performers — annual raises tend to land at or below inflation. Work groups across the department are heavily siloed, which limits cross-functional collaboration and slows knowledge sharing and adds frustration.

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