CPS Energy reviews

One of the prerequisites to be a manager in IT is a complete lack of technical ability. Pay scale is determined by who you are buddies with and how long you have been there...not what you know or what you are capable of. The Service Desk is scared of any real troubleshooting and could be replaced by a checklist monkey. No one can agree on IT strategy. No one can agree on infrastructure. No one can agree on policy. There is no data retention limitations! Users are encouraged to store .pst files on the network! A mentality of "The sky is falling" runs rampant. If you have no self standards, no self dignity, or never want to be held accountable working for someone who doesn't know anything about your job function in an extremely mediocre workplace that has no logic when it comes to pay scale CPS Energy is the place for you!

CPS would benefit from bringing in an external peer review team to assess the true corporate culture. Management should not be allowed to be present during the interviews so as to encourage employee honesty, and to ensure them there will be no retribution for their honest opinions. Until the culture changes there will continue to be dissatisfaction/dissidence. There seems to be a great deal of in-breeding in the environment. When external employees with technical expertise obtained through degree, certifications and decades of experience are brought in to provide new perspectives, the employees' ideas are quickly stifled by middle management. The same employees, promised supervisory positions, are relegated to support staff positions then summarily dismissed by management for non performance. Their rationale being an external person could never be as trained as well as an internal candidate. Status quo is encouraged by intermediate/mid-management. Further, there are some core personnel allowed to run rampant over all other employees, regardless to their often outrageous behavior. False allegations of misbehavior/or an imbalanced view of disagreements are commonplace. Senior employees provide incorrect direction the new employees follow. When the error is found by middle management, the less tenured employee is counseled. Further, when the new employee has documented they were following the instruction of a specific employee, they are then chastised for documenting the name of the person whose directions they were following. This causes a hostile working environment for many due to the actions of a few. To their detriment, CPS senior management is shielded from the problems by middle management. Finally, no arbitration agreement is required by CPS when an employee begins their employment (like some companies do). However, when an employee files a grievance they are required to sign an arbitration agreement (which states that they agree to waive their right to trial) in order to file the grievance. During exit interview, employees wanting to file grievance with their former managers, are required to sign the same arbitration agreement and waive rights to a court proceeding. A less educated person, not aware of their employment rights, would unwittingly sign away those rights to a future trial by jury.