Posts filed under 'Civil Engineering Jobs'
How to Prevent Infrastructure Disaster?
By Carol A. Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
This August will be the 3rd anniversary of the I-35W bridge collapse in Minneapolis and the 5th anniversary of the New Orleans levee system failure. July brings with it the 19th year mark of the Kansas City Hyatt Regency walkway collapse. While we now understand how these events occurred, has the civil engineering industry implemented systems to help prevent future disasters? Has our government implemented systems to help?
Cutbacks in civil engineering staff across the US’s civil engineering companies and low bid contract awards from local, state and federal agencies cause some to question whether projects are being completed by the best talent available. As we discussed in a previous blog, some firms that previously hired the best engineering talent have now cut them in favor of less experienced, less expensive engineers. What effect, if any will this have on our future infrastructure?
This week it was reported that the Michigan Department of Transportation has been late on inspections on bridge reports. A state audit determined that about 10% of bridge inspections were overdue, some for 36 months or more. It was further reported that the Federal Highway Administration “ordered the state to complete hundreds of crucial bridge inspections by Dec. 31 or risk losing highway funding, a last-ditch punishment that MDOT says it will avoid.”
Similarly, Stamford, CT advocate news just announced “Hundreds of state bridges rated deficient.” Specifically: of the state’s 5,300 bridges, 10 percent, or 509, are structurally deficient and ranked in poor condition, according to the state Department of Transportation. Fifty-four percent are in fair condition, while 36 percent are in good condition.
The Monitor reporter Jared Janes wrote this week that lower than expected bids from contractors eager for work will allow the U.S. section of the International Boundary and Water Commission, in charge of the construction, to complete more than 40 additional miles to raise and rehabilitate Rio Grande levees.
Our government has implemented guidelines for engineering designs and mandated structural inspections. Private industry and public agencies struggle with budget cuts. How can we prevent infrastructure disasters with contract monies put on hold and experienced staff being caught in layoffs? What are your thoughts?
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
Add comment June 23, 2010
The Ramifications of Ousting the Senior Engineer
By Carol A. Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
As discussed in a previous blog, civil engineering firms are cutting senior staff in favor of hiring less experienced, less expensive technologically savvy engineers. The blog received a variety of comments. Among them was insightful feedback from Principal Civil Engineer Mike Prett, PE. With permission, his comments are reprinted here:
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
6 comments June 9, 2010
Civil Engineering Salary Cuts and Layoffs Continue
By Carol A. Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
Last year an executive at a national civil engineering firm was overheard saying that staff who held the company “hostage” by demanding high salaries and outrageous benefits were now getting a cold reality. They would either accept pay and benefit cuts or would be welcome to leave. After all, they could be replaced by other talented civil engineers who would be happy to have a job. This executive thought the company had been strong armed into high salaries and comprehensive benefits in a demanding marketplace. Additionally, he decided that many employees showed no loyalty to the company during good times. Staff threatened to leave for opportunities and remained when they received counteroffers. Now, he felt that “what goes around, comes around.” Engineering businesses are known as professional services firms. They are only as good as the talent they have on their teams…and the amount of projects in the marketplace.
Salaries respond to market conditions. Clients are driving the lack of return to normal as the supply of work remains low. When engineering consultants are busy, clients are willing to pay higher fees to secure the firm they want planning, designing and constructing their projects. Likewise, when firms are looking for projects to keep their staff employed, salaries are lower as are winning bids.
Salaries are also reflected by the great purge of 55 – 65 year old staff. As politically incorrect as this is to discuss, this economy has allowed firms to let go of senior civil engineers who are technologically deficient in deference to hiring younger professionals who are more marketable. These younger staff are LEED accredited, BIM proficient, command lower salaries which means lower bill out rates and potentially more winning bids. It is more economical to have a senior civil engineer oversee as a QA/QC manager, while junior and mid level engineers produce the work. The job market is now flooded not only with 2009 and 2010 graduates, but also with 35-45 year experienced engineers. Although I understand the thought process behind keeping salaries low in a competitive market for project wins, my previous blog comments in “Never Underestimate the Gray Haired Engineer” holds true. (A future BLOG will discuss the ramifications of removing senior engineers to save dollars).
Firms need to remain competitive to win work. While most will agree that civil engineering salaries had finally reached the level of their high tech counterparts, the economy could not sustain them. Infrastructure needs, natural and man made disasters will force work to our marketplace. But, the economy and clients (both governmental and private) will dictate industry salaries.
Thoughts?
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
10 comments June 2, 2010
A/E Professionals: Should You Really Write That Recommendation?
By Carol A. Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
Since the growth of LinkedIn, I find that I often am asked in an “inmail” to write an online endorsement for one of my connections. As an executive recruiter for 20+ years and as Co-Manager of the Civil Engineering Central Group on LinkedIn, I have many connections – many of whom I know better than others. For several of these recommendation requests, I have accepted and tried to write an honest evaluation of the person. Many, I have decided against writing. Why am I uncomfortable rejecting requests? Why did they ask me in the first place?
Before writing a recommendation you should ask yourself: Do I want my name attached to this person? Am I really able to write something that would help this person be a standout? Are they a talented architect, civil engineer, marketer or planner? Would I want them on my team? Would I want them to oversee one of my designs, plans or projects? Would I feel comfortable sending them out to a client? Would I refer someone to work for them on a daily basis? Did I really learn anything from working with them? Do I respect them enough that I would want them to evaluate my abilities? And, again: Do I want my name attached to this person!
Who should you select to write on your behalf? One should choose their recommendation writer carefully. This person should be knowledgeable of you and be able to describe several strengths you possess. They should be able to discuss specific situations in which they have worked with you and seen your performance. Notable anecdotes they can provide are of interest. It is helpful for you to choose people who know you in a variety of different roles. Recommendations from clients, colleagues, supervisors and subordinates are preferred. Friends’ letters are of little interest. Community and religious leaders are OK but many employers tend to not weigh their feedback as strongly as those from your “business” life.
Should you write a recommendation for everyone who asks you? Of course not. If you have an uncomfortable “twinge” when you read the request to write the recommendation, don’t feel you know the person well enough to comment or don’t have the time to write something of use to a reader, then DON’T write! Be polite and professional and tell the requester that while you appreciate their asking, you will be unable to write an assessment that would be valuable.
Social networking makes it as easy as a “click” to send out requests for recommendations to each and every person with whom you are connected. Think before you ask someone to write a recommendation for you and think before you write one!
Thoughts?
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
7 comments May 11, 2010
A/E Firms: Is Your Competitor Better At Dating?
By Carol A. Metzner
President, The Metzner Group, LLC and
Co-Founder/Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
Imagine that you are asked to interview with an architectural or engineering firm. The corporate recruiter tells you “The interview will last 45 minutes. There are 5 candidates coming in to interview for 1 opening. You have 45 minutes to talk to the hiring authority. We will let you know in a couple of weeks who our chosen candidate is.” Anywhere in that conversation did you hear “We are excited that you are coming to meet with us. Hopefully we have a good fit with our opportunity and your talents.” ??? If this were a date, I would not have even shown up for coffee!
Even though there can be hundreds of applicants for one job, there are no excuses for recruiters AND hiring managers to forget that they need to sell their firms. Over the past couple of years, employers have realized that they are in the driver’s seat for many open jobs. Outstanding talent find themselves in a situation of competing for jobs with other really outstanding talent. Many firms, corporate recruiters and hiring managers have become arrogant and lazy. This behavior will lead to future recruiting and retention issues.
Several years ago one of my highly sought after senior candidates interviewed with my client. He was also interviewing with one of their competitors. While my client was very interested to have him join their firm, their competitor pulled out all the stops throughout the interview process. The competitor’s CEO and a variety of other key company leaders called the candidate at various times over a week to tell him how thrilled they were to have the opportunity to meet him and that they were excited to have the potential to work with him. They did everything but send a new sports car to his house! He was direct in telling me that while he had established a great relationship with me and the executive he would report to at my client, the competitor just simply “out courted my client.” The competitor made him “feel” that they were excited “as a company” to have him on board. He was overwhelmed with the enthusiasm from his prospective colleagues. My client and I were crushed. Tough to hear.
The job market is increasing and firms that don’t step up their dating habits will find themselves with mediocre talent and an increase in open jobs as employees run to firms that know how to win them over! What are your thoughts? Have you seen this with your own firm or with your own interviews?
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
10 comments May 4, 2010
Civil Engineering “…The future is not what it used to be!”
By Carol Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
“The trouble with our times is that the future is not what it used to be.” Paul Valery
Forty years ago civil engineers were concerned with issues surrounding pollution to air, water and the environment, traffic congestion, nuclear power, energy, global warming and oil shortages. Today those issues still exist while additional issues of water shortages, deforestation, ocean acidification, infrastructure collapses and sustainable design strategies (to name a few) confront the industry daily.
Rear Admiral Bill Rowley offered an excellent presentation at the Air University. In 1995 he wrote:
When I was growing up in the 1950′s we all knew what the 1990′s would be like. It would be a time of great prosperity. We would live in big homes in the suburbs. There would be many labor-saving conveniences for the homemaker, and robots would do the hard chores. We would commute to work in our own helicopters. The short workweek would mean lots of leisure time that families (mom, dad and the two kids) would enjoy as “quality time” together. Space travel would be common with people living on other planets. Everyone would be happy living a fulfilling life in a peaceful world. Things sure did not turn out that way. In some cases we could not have predicted the full effects of new technology. Robots are not running around the house, but instead, we have computer chips in our toasters. Our dreams in some cases would have become nightmares. Can you imagine five hundred thousand people commuting to work in Washington in their own helicopters? We were very naive about the ways of economics and human nature. The future is not what it used to be!
How does this relate to civil engineering? In the past years the civil engineering industry charged forward planning, designing, upgrading and building. The money existed for future projects. Civil engineers thought of bigger buildings, more complex bridges and interchanges, smart highways, fast rail, upgrades to existing water treatment plants, smart grids to run our power. There was/is a market in need and excitement about the advances in technology and materials to redesign our world. We have the desire, need and the ability to create. With so many talented engineers unemployed and so many young engineers unable to find their first jobs are we missing out on the next great civil engineer of this century? When will we see the funds to get on track?
Right now, the future is not what it used to be! What do you think?
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
2 comments April 14, 2010
Unhappy Civil Engineering Employees
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
Over the past several years, civil engineering employers were faced with dwindling backlogs, staff layoffs, benefit plan cuts and reductions in job fees. This year, those employers are now confronted with a “new” issue: unhappy staff.
The Charlotte Observer ran an AP article in January of this year. It cited study statistical findings:
The study suggests that even those fortunate enough to be employed are unhappy with their jobs. Employees under the age of 25 were the most unhappy, while those in the 25-34 age range were the most satisfied in their jobs. There were no stats for those in the over 34 age range.
Over the past 3 years I have spoken with numerous civil engineering employees who are unhappy with their employers. They report dissatisfaction with cuts in career opportunities, training, benefits and lack of team work. They resist looking for a job that may be more exciting and challenging. They don’t want to be “last person hired, first person to go.” These employees would rather have a job and be unfulfilled, then risk being unemployed.
This sentiment is troublesome for employers. Unhappy employees are not only less productive, but studies show they are less creative and are poor performers. Their dissatisfaction can become like an epidemic infecting those around them. These staff often exhibit unethical behaviors and lose loyalty to the company. If managers don’t recognize destructive behaviors, then they will find themselves with projects that are overdue and over budget.
Employers must offer management training as well as other employee development programs. In the long run, these programs will be more cost effective then repairing the destruction of ongoing low employee morale.
For those unhappy civil engineering employees, last July’s blog: Civil Engineering Jobs – Will Any Job Do? discussed the importance of trying to improve your current situation. You need to take a shared responsibility for making your job or environment better just as your employer needs to step up!
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
8 comments March 30, 2010
Storm Water Job Trends
By Carol Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
The ever-shrinking job market, aging baby boomers and rapid technology growth have created a need for storm water generalists who can do it all—use off-the-shelf and proprietary tools to conduct modeling studies; plan, assess and design storm water and water resource projects; resolve complex problems such as conflicting design requirements and unsuitability of conventional materials; and prepare and review a myriad of reports, including technical and regulatory specifications, contract documents and cost estimates.
No longer is storm water management a niche position filled by hydraulic and hydrologic specialists; now it encompasses everything from business development to contract bidding and administration to project management.
Furthermore, storm water-related jobs are not limited to civil engineering and construction companies; they now are found in federal, state and local governments, scientific consulting and services firms, research and development companies and waste management organizations.
At the same time, rising population growth, crumbling infrastructure, growing concern for the environment and a need to comply with tighter environmental laws and regulations have created increasing demand for environmental engineers knowledgeable of storm water management. Many developers today are taking a proactive approach by working to prevent rather than control problems, requiring engineers who can use science and engineering principles to ensure the preservation of natural resources, the use of environmentally beneficial materials and the health and safety of residents. Environmental engineers also design remediation systems to counter the effects of pollutants on soil and groundwater and retrofit existing storm water systems to mimic predevelopment hydrology and restore ecosystems to their predevelopment state.
Storm Water Staff as Generalists
With unemployment on the rise, it is no surprise that some career boards report a 50% decline in the number of storm water-related jobs over the past two years. Fewer jobs usually means that the people who do have jobs have more to do, and that seems to be the case here. More storm water-related employees are expected to come to the job not only with knowledge of the general engineering field, hydrology, hydraulics and water quality, but also knowledge of best management practice design and local, state and federal water programs’ regulations as well as experience in site design, work plan development, data collection and analysis and preparation of technical memoranda, reports and presentations.
To get a job in today’s tight market, storm water-related workers must possess technical knowledge dealing with a range of topics, including soils, pollutants, watershed management, storm water/drainage management, water rights, water quality modeling, environmental permitting and economic analysis. In addition to these hard skills, engineers are expected to be fluent in softer interpersonal skills involving organization, management, communication and problem solving. Successful employees also need to be self-motivated, with the ability to work both on one’s own and within a large team environment.
Higher-level jobs require knowledge of and experience with more advanced topics such as conducting hydraulic, hydrologic and water quality modeling studies, using specialized computer software for data analysis, developing GIS applications and developing and updating computer code to create new analysis tools. Advanced workers also provide senior leadership for engineers involved in storm water-related projects and may prepare proposals and conduct other marketing activities to gain new business.
Storm Water Staff as Environmentalists
Engineers have a long history of working to minimize the environmental impacts of land development and to maintain or improve our nation’s environmental health. Many storm water-related workers are tasked with protecting our natural habitats, systems and resources by finding ways to maintain existing hydrologic patterns, reduce impervious surfaces, maximize undisturbed natural areas, minimize runoff and pollutants and take advantage of the natural retention, absorption and infiltration capabilities of vegetation and soils. Increasingly, environmental engineers are required to provide “green” and sustainable site management technologies and practices, making sure to integrate sustainability into every aspect of the development project.
In 1972, the U.S. Environmental Protection Agency (EPA) enacted the National Pollutant Discharge Elimination System storm water permit program to regulate sources, such as developments, that discharge pollutants into U.S. waters and waterways. In 2007, the EPA introduced the Green Infrastructure initiative to highlight opportunities for municipalities to increase the development and use of green infrastructure to infiltrate, evapotranspirate or reuse storm water.
Legislation is changing at a fast pace, and environmental engineers have to keep up with the latest rules, regulations and enforcement procedures at all government levels. Increasing numbers of localities are adopting low-impact development ordinances as treatment control for pollutants and pursuing the U.S. Green Building Council Leadership in Energy and Environmental Design certification. To comply with these environmental regulatory requirements, engineers must be familiar with the specifics of the ordinances and engineering standards related to storm water management in addition to keeping accurate, clear and concise records.
To complete a land development project successfully, environmental engineers have to examine the project in its entirety, considering each design decision in terms of costs and benefits not only to the company and client but also to the environment and balancing the costs of different types of green materials with the benefits of long-term storm water management.
Keeping Employed/Staffed
As this article has shown, storm water management trends, technologies and legislation are ever-changing. In order to maintain a job in this field, it is more important than ever for storm water-related workers to take advantage of every continuing education opportunity that comes their way.
To be successful, storm water-related engineers need a strong understanding of the water/storm water industry and new design standards and technologies. They also need experience in water resources, drainage, flood control and green infrastructure technologies. These individuals must read technical journals, attend professional conferences and interact with colleagues in order to keep up to date on the latest materials, standards and technologies and offer the greatest value to their employers. Even experienced storm water-related engineers need to keep abreast of the latest topics and often can benefit from a refresher course on the basics.
In the same way, if companies want to keep their employees, they must provide not only competitive salaries and benefits but also opportunities for continuing education and enhancement. In today’s work environment, learning new things can be a win-win situation for both employers and employees.
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
4 comments March 15, 2010
The Cost Of Finding A Job In The A/E/P Industry
By Carol A. Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
This job seeker also told me that the cost of finding a job has become expensive! Paying to attend professional association meetings to continue his networking, travel costs to firms who won’t contribute to offset costs and exam costs to obtain a new registration or to renew registrations are just a few expenses that tax someone without a weekly paycheck. The good news is that some of the expenses incurred in your job search are tax deductible. Here is what I have found…but, please check with your tax consultant! Some of the costs that are tax-deductible include:
• Employment and outplacement agency fees.
• Resume services.
• Printing and mailing costs of application/search letters.
• Want-ad placement fees.
• Telephone calls.
• Travel expenses, including out-of-town job-hunting trips.
But you can’t automatically subtract your job-hunting costs from your income — just those that, when added to all your miscellaneous deductions, come to more than 2 percent of your adjusted gross income. And the expenses must be for a search within your current profession. If you are looking in a new field, you are out of luck.
In trying to minimize your financial cost you can suggest to firms that you would be available to interview by teleconference. Visit a local mailing center and for a minimal cost you can utilize their teleconferencing stations. As for traveling at your own expense for an interview…ASK THE COMPANY FOR ASSISTANCE! If they told you to travel at your own cost, then ask them to split it with you or ask if they can contribute in some manner. You won’t know the answer until you try! Firms, like job seekers, are all feeling the financial pinch. But, many firms will step up if you make the request. Hopefully they too understand the strain on the job search.
To continue your face to face networking, you need to approach your professional associations about a reduction in event fees. As in the travel situation above, if you don’t ask for help so you can continue to attend functions, then you won’t know if changes can be offered. Some associations have funds that are specifically designed to help in these types of cost challenges for their members.
The emotional costs of finding a job is becoming a frequent discussion piece on many of the social media outlets. Besides lack of application follow-up from firms, many of those candidates that manage to interview and receive offers are finding limited relocation allowances and low salary offers. To attempt to place a number on the emotional costs of a job search would be out of my expertise. Treating your job search as a full time job when receiving limited positive feedback can be overwhelming and depressing. Be aware of the taxing nature and be kind to yourself.
What are you experiencing and what suggestions can you offer to others? How are you tackling the process and making it through?
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
11 comments February 23, 2010
Are You Delaying Taking the P.E. Test or Getting Another Certification….Why?
Featured Guest Blogger: Anthony Fasano, P.E., CPC, LEED AP
Maser Consulting
Associate Civil Engineer and Certified Professional Career Development Coach
Click to Connect With Anthony on Linkedin and Facebook
Read The Career Development Blog – A Newly Created Support Forum for Civil Engineers
This down economy is providing many of us with some down time due to lack of work. Whether there is some down time at the office or you are currently unemployed. What are you doing with that down time? Why not spend it pursuing a license or certification that will add value to your credentials?
I know many engineers that have the work experience required to take the P.E. test, and have even passed part one of the exam (the F.E.), however they just won’t fill out the application and sit for the exam. People make all kinds of excuses like, the application is difficult, no time to study, I don’t really need the license because my boss signs the plans, etc. The same goes for other certifications like the LEED AP. I hear people saying that the LEED exam takes too much memorization and they don’t have time for that.
In the coaching world, we call these excuses “blocks” because they are blocking you from achieving a goal. There are two kinds of blocks, interior and exterior blocks. Interior blocks are things like self-doubt and fear. For example many people won’t sign up for the test for fear of failure. They think about what would happen if they failed, what would people think, etc. On the other hand, people may have fear of passing, yes that’s right passing. They fear additional responsibilities or attention that they would rather avoid. So how do you overcome these blocks without a coach? You can do some self-coaching by asking yourself the following questions:
- What is holding me back from taking the next step to achieving this goal?
- What can I do today to help me overcome that challenge?
- What would my career look like if I passed the test?
- How would it affect my salary, my job standing, my family?
- What will my career look like in 5 years if I pass the test? If I don’t pass the test?
Write out the answers and be very descriptive and specific. Then re-read the answers. Many times seeing the value of the certification in these terms will help to eliminate these inner blocks.
Exterior blocks would be things like time and money. To overcome exterior blocks you will most likely have to put an action plan together. For example if you say you don’t have enough time to study, set up a detailed study schedule. Maybe you study a half an hour each day before or after work or dedicate lunch a few times a week for studying. If you establish a plan and stick with it, you will eliminate the exterior blocks.
I hope this article was helpful in moving you closer to your certifications, now go sign up for that test!
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
8 comments November 18, 2009
