Southern California Edison reviews

Apply your "values" and "code of conduct" equally. Favorite employees and ones that are related to management or who are in relationships with decision-makers should not be exempted. This is the perfect plan to lose credibility.

Extraordinarily prone to cliquish management styles leading to crass favoritism and subsequent punishment of the unfavored. E.g., Several "Chairmen's Award" recipients violate company stated values of behavior completely beyond the view of executive management. Current practices do not acknowledge to possibility of, let alone detect nor deter, sociopathic personalities. Executive management perceives IT specialists as interchangeable with other non-IT roles. E.g., the stated policy for advancement has employees transferring to unrelated departments (i.e., utility industry 100 year traditional pre-IT "cross training" model) while IT specialists' career paths would not have them transferring even within IT. Executive management perceives IT specialists as commodities and have no awareness of any extraordinary employee accomplishments unless the employee is "favored" by middle management which typically doesn't happen, as lower management levels fear being outshined by subordinates.