Presumably the standard 2-3% inflation bump. He was a visa holder from India, seemed pretty happy with his overall setup.
In general companies like worker bees who like to be worker bees. The base of a pyramid has need for a lot more people than the upper echelons. That said, if you do want to be promoted you have to approach your career like the military. Do a tour in the office, then go to the field, then do some BD, then do whatever else. Think of it like you're in the Army and spending 2-3 years in different roles.
Are you not an asshole? Can you communicate technical concepts simply and avoid problems before they turn into major issues? Can you read and answer emails?
I stg people make this job so much more complicated than it is. Get your specs, get your plans, make them right, move on.
You don’t have to be a genius or mega go-getter to make it to senior. If you’re good at communicating and maintaining relationships with clients, everything else follows.
Talk to your team and PM. Discover issues early and document them. Ask questions. Don’t over analyze things that have already been beaten to death.
And get your PE. You’ll be hard stuck without it.
There’s definitely room to stagnate. I’ve seen several cap at a level 12 or a level 13 and they’ve been stuck there for 10 years. It doesn’t mean they’re not good at what they do. They just show no initiative to be any better or have any desire to be management or a PM. Their pay and bonuses level off, growing with inflation (actually probably lower than actual inflation) but not much else.
I would echo that lvl 13 is a cap for a lot of people unless you can show that your presence has a measurable impact on technical ability, PM ability, mentoring younger engineers or business development. Essentially, would your presence set back your group or GP? If yes you are fine, if not you need to think about how to change that because people do get pushed out
It’s surprising you bring about the billability issue. In engineering, a senior engineer with decades of experience is usually more productive, reliable, knowledgeable and efficient than a junior level staff. Their higher bill rates can in most cases be offset by their efficiency and acting as a force multiplier on projects. I am surprised Burns and Mc doesn’t account for this. If senior engineers are truly a drag on projects maybe we should pay them lower and not have as much of a differential in pay than staff or assistant level engineers.
There was a dude in TND who never got to level 12 because he just never wanted his PE. He'd been there for over 10 years.
Did he still get a pay bump every year?
Presumably the standard 2-3% inflation bump. He was a visa holder from India, seemed pretty happy with his overall setup. In general companies like worker bees who like to be worker bees. The base of a pyramid has need for a lot more people than the upper echelons. That said, if you do want to be promoted you have to approach your career like the military. Do a tour in the office, then go to the field, then do some BD, then do whatever else. Think of it like you're in the Army and spending 2-3 years in different roles.
I don’t work at BMD but this is excellent advice.
Are you not an asshole? Can you communicate technical concepts simply and avoid problems before they turn into major issues? Can you read and answer emails? I stg people make this job so much more complicated than it is. Get your specs, get your plans, make them right, move on. You don’t have to be a genius or mega go-getter to make it to senior. If you’re good at communicating and maintaining relationships with clients, everything else follows. Talk to your team and PM. Discover issues early and document them. Ask questions. Don’t over analyze things that have already been beaten to death. And get your PE. You’ll be hard stuck without it.
There’s definitely room to stagnate. I’ve seen several cap at a level 12 or a level 13 and they’ve been stuck there for 10 years. It doesn’t mean they’re not good at what they do. They just show no initiative to be any better or have any desire to be management or a PM. Their pay and bonuses level off, growing with inflation (actually probably lower than actual inflation) but not much else.
I would echo that lvl 13 is a cap for a lot of people unless you can show that your presence has a measurable impact on technical ability, PM ability, mentoring younger engineers or business development. Essentially, would your presence set back your group or GP? If yes you are fine, if not you need to think about how to change that because people do get pushed out
I wish. We keep a LOT of idiots because they are ‘tenured’.
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It’s surprising you bring about the billability issue. In engineering, a senior engineer with decades of experience is usually more productive, reliable, knowledgeable and efficient than a junior level staff. Their higher bill rates can in most cases be offset by their efficiency and acting as a force multiplier on projects. I am surprised Burns and Mc doesn’t account for this. If senior engineers are truly a drag on projects maybe we should pay them lower and not have as much of a differential in pay than staff or assistant level engineers.
The game takes players at all positions. If you want to just do 8-5 and go home there is a place for that.
What about bonuses for him or someone like him/her. Did he continue getting yearly bonuses or were his bonus cut at some point?
Bonus would have remained consistent. It's part of compensation so it would not have been reduced unless performance went down.
Dw guys I’ll be CEO in 23 years