Pros
P2S is committed to employee growth. When you start you have at least three mentor resources to help with anything that comes up, with the possibility of adding a fourth as time goes on. P2S is very goal-oriented, and they help you achieve those goals. Exams, license fees, conferences, and trainings can all be paid for or expensed if they support your goals. P2S also has extensive internal training programs for project managers, studio leaders, and group managers. P2S is committed to sustainability and innovation. We have research and development groups focusing on decarbonization, process improvements, and expanding to new markets. P2S's offices are typically LEED Gold certified or higher. Many staff are focused on sustainability and are active participants in the progress of the industry on a local, regional, and national level. P2S has very good benefits and reasonably competitive pay. Our health insurance premiums are very low compared to the industry, with way more coverage. Our (13) holidays and PTO accrual are reasonably generous for our area. Leadership is a joy to work with, and they are experts in their respective fields. They are very responsible financially, and are amazing mentors. P2S has also been making strides with the Women Engineers Resources Group and their DEI initiatives. P2S has a JUST label, which is a great start towards transparency.
Cons
P2S has some flaws like any organization. I decided to leave this review because our management, DEI, and best-place-to-work surveys tend to not ask the right questions, not allow written feedback, or ask for the "single most important thing" or a single-sentence response. Pre-COVID we had monthly company luncheons where we ate lunch together (provided by P2S), learned about the company's financial progress, and learned about changes coming to the organization. These have been replaced with sterile email blasts and limited annual financials, which counteracts P2S' goal of maintaining company culture with it's back-to-the-office work policy. Similarly our technical lunch-and-learns have been gutted in favor of short virtual huddles with nonexistent engagement and not enough time to really address technical concepts. $1k employee retention bonuses every 10 years of service are appreciated, but also woefully inadequate. PTO accruals are capped after 15 years of service, with no change between 5-15 years. Parental leave is absolute minimal required by law, and there's increased pressure to be back in the office full-time. P2S has a fun team-building fitness program in the summer, but otherwise fitness in the office is only mildly encouraged if at all. There is minimal support for sugar-free or plant-based lifestyles. P2S could be more sustainable with event purchasing. Items purchased for events are single-use with no thought to waste stream diversion. P2S has been seeking work with the Oil and Gas Industry, which is antithetical to P2S' commitments to the environment and our values. P2S has a small segment of studio leaders and group managers with varying levels of toxic workplace behavior, particularly when project budgets are overrun or when receiving increased pressure from upper management. This includes poor/negative team mentoring, microaggression/retaliation, micromanaging, and a general lack of teamwork.
