a branch in turmoil - Project Engineer NV5 Employee Review

-poor chain of command structure where task assignment and reporting are conflated among different team leaders to their different subordinates. -incompetence of management where directors whose actual job function and skill level is engineer are appointed position that requires interpersonal management skills. -extremely high turn over rate (over 10 this year in a branch of 60 people) where working level employees are often asked to do things outside their disciplines since the branch can't hire the right people which is usually due to not competitive offers. -macau branch is near closure (less than 5 people working) whose workload is offloaded to hk branch without compensation to employees in hk. -most working level employees stay less than a year and are blamed for the problems of the branch, director level remains largely unchanged. -a relatively new brand name locally from merging of two acquired companies but whose original reputations are being run down that is making a name itself and deters a good amount of people to join in. -shady financial bookkeeping consistently drove away account managers where because of which the position had been vacant for over half a year. -absolutely absent branch operation policy or procedures where decisions are made often out of whims and office administration is without any documentation, and no one know what to do when equipment breaks down. -poor quality of work where most is rushed and half cooked due to poorly negotiated schedule by the management and is expected for many revisions. -corners are regularly cut most notably in hiring and promotion which perpetuates the problem by not able to hire good quality people that results in poor quality works. -lack of suitable and sufficient employees requires inter branch collaboration but is often poorly coordinated which mostly worsens the quality of work. -cannot compete with larger companies like wsp or aecom locally and thus can often only get small scale projects which are getting even smaller that's not very usefully in CV. -deception in hiring practice in which the candidates are told to be able to receive two months worth of salary as bonuses in two payable times in the year that's paid in the past few years, but in fact only one month worth is ever paid which is in six months installments.