Delta Environmental Reviews

Former Employee – worked at Delta Environmental full-time for more than 7 years

Pros – The work environment was casual and co-workers were great.

Cons – No mentoring program and very little growth opportunities.

Former Employee – worked at Delta Environmental full-time for less than a year

Pros – Can't think of any, sorry.

Cons – They hired to many staff at one time and was in the middle of an environmental contract they couldn't do for the low bid price. As a staff I was yelled at if I went over by 0.25 hrs. They couldn't afford to train me but since I had no training I couldn't drill myself. I was left filling papers in the office. All project managers were over worked and couldnt train the staff. Quit after 3 months.

Advice to Senior Management – Don't bid on a contract if you can't do the work for that price.

Former Employee – worked at Delta Environmental

Pros – NIce coworkers
Good environment
Pretty laid back

Cons – Pay is not good
Can get stuck at your level

Advice to Senior Management – Pay

Former Employee – worked at Delta Environmental

Pros – Very flexible with schedule
Great people (local staff) to work with
Fun environment (fun people)
Smart and competent project managers
Good opportunity to gain technical experience on petroleum remediation and investigation projects

Cons – Pay is below market (at least, in the Pacific Northwest).
Corporate management is too removed from staff and therefore not supportive of staff or interested in keeping good staff happy.
Most of the work is fixed fee, unit cost, extremely low rates for clients, so employee compensation is forced to be low and corporate management pushes 110% utilization of employees to maximize profits.
Forget about bonuses.
Company's standard cubicle quads (open floor plan) are good for staff communications but bad for privacy or phone calls with clients.
Resource-sharing between business units was difficult.

Advice to Senior Management – Be more supportive and respectful of staff when they do a good job.
Offer occasional bonuses or incentives in an effort to retain good people.
Also, try to at least pay in accordance with regional markets, instead of below the going rate.
Re-organize business units so that resource-sharing is not a problem and so people can work on mulitple portfolios for different clients.