1. The "algorithm" used to calculate employee bonuses is at highly questionable. Bank remits and performance evaluation letters report higher amounts are reduced after disbursements. (i.e. every year, my bonus check was reduced. The director personally invited me to a "one on one" conference to explain this complex algorithm and why it remitted the "wrong amount" to my bank) This error happened twice in 3 years.
2. The formula used for selection of employees for layoff should be reviewed by legal operations. Many of the people chosen for layoff were the most loyal and hardworking employees. The remaining employees were the ones who spend less time working and more time networking with the higher ups. Advice: If IT is your focus, you will need an extroverted nature and willingness to turn your head to unethical practices to succeed ar Williams.. "Yes-men" thrive at Williams.
3. Employee evaluation processes are unfair. Employees are measured against manager's last minute requests and "goals". Employees will be told they did not meet a goal when the specific goal was never requested or requested on the last week prior to goal evaluation.
4. Training opportunities are allowed for "select" employees only. If the employee is doing well but needs additional training, it is best to use personal means unless employee has made close relations to higher ups.
5. "Invitations" to employee gatherings are not equal opportunity invitations. Many FTEs are kept in the dark about such events. There have been times when evening parties, funded by Williams, were very hush-hush. Off-color jokes, sometimes about the drunkest employee attending these exclusive parties, became the focus during staff meetings.
