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American Electric Power

Engaged Employer

Good and stable, but not a lot of oppertunities to move up. - Stations Engineer American Electric Power Employee Review

4.0
Jan 14, 2018
Recommend
CEO approval
Business Outlook

Pros

Pay is good and the work life ballence if good for most employees. As an engineer in the stations group I work very little over time and have a generous amount of vacation days and the option to "buy" up to 40 additional vacation hours each year. Bonuses to fluctuate from year to year but are depenable.

Cons

There are plenty of opertunities for lateral movemnet within the Tulsa location, but being promoted above a supervisor posision requires knowing the higher ups in Ohio or moving to Ohio. Its a running joke in the company that the best way to be promoted its to leave for another company and reapply for the promotion you wanted at AEP as an outside hire.

Explore other reviews about American Electric Power

5.0
Jul 2, 2026
Anonymous intern
Recommend
CEO approval
Business Outlook

Pros

Great Culture and leadership team

Cons

Fast moving and fast paced enviroment

2.0
Jun 23, 2026
Recommend
CEO approval
Business Outlook

Pros

Our team is genuinely one of the company’s greatest strengths. People consistently show up for each other, whether someone has a question, needs guidance, or just needs a second set of eyes. There’s a real sense of kindness and collaboration here — everyone jumps in without hesitation, and it creates an environment where you feel supported, valued, and able to do your best work.

Cons

One of the biggest challenges is the lack of formal training when you start, which makes it difficult to feel fully prepared in your role. Management is often busy and not always available when questions come up, so getting timely guidance can be inconsistent. Processes and directions also tend to shift quickly — announcements are made, and then expectations change shortly after, which creates confusion. At times, upper leadership communicates in a way that feels more like talking at employees rather than engaging with them, and concerns raised by staff can be overshadowed by comments about leadership bonuses or priorities that don’t align with what employees are asking for.

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