Pros: Diversity of Work, Great People in general, Solid Benefits, and Flexible Work Hours
Cons: Management is inept at resolving staffing issues or aiding employees in succession planning
In general, technical staffing and succession planning has been a huge issue on many established programs. A rash of employees leaving the company and retirements over the past few years coupled with slow hiring rates has left many engineering skill set gaps and program headcount shortages across the board. Retention rates have dropped among new hires. Program management and functional front-line managers handle staffing very poorly and often ignore the problem until their EV spreadsheets and schedule milestones are deep in the red. The headcount shortages often leave experienced engineers stretched very thin and projects perpetually behind schedule. Program management also has a hard time understanding that complex tasks requiring unique skill sets cannot be filled with new hires or interns without significant training which is often not budgeted for. Compounding this problem is that contract proposals are written without concern for staffing or skillset availability/development. There is a noticeable lack of communication between program management from different functional areas until serious staffing conflicts arise.