Pros
As a full time employee, you are allowed a lot of license to schedule our day as you see fit. If you don't drop the ball you are invisible to supervision/higher.
Cons
-Company cultural expectation that you are at work ALL. THE. TIME. It is generally seen as "not pitching in" if you leave after 8-9 hours of work/day, or if you don't work on weekends...even if you don't have work to do. -Pay is far below average. Competitors will pay on the order of 15-20% higher for entry level full time employees. -Healthcare is terrible. When I compared it out, even though i pay no premium under my current plan I pay darn near to that amount and more to meet my deductible, which is $6000. A small comparison with friends at other companies let me know this was pretty bad. -"Family Culture" is not a good description of the culture at Granite. There is in fact a lot of "use and lose" with employees: turnover rates for full time employees is very high, and Human Resources and management does not see that as a problem. -Investment in employees is non-existent. If you are a new Field Engineer out of college or just 2-4 years out of college and you want to pursue a Master's in Civil Engineering or take a Professional Engineering exam, the time is on you and the cost is on you. Granite will more than gladly use your personal professional enrichment but will not do anything to help you there. For full time employees who are going in other directions (operations, supply chain, IT, management, etc), the same holds true. There is no good mentorship or progressive training model to get employees well-rounded or prepared for a next level, and the next level is not defined. -Employment contracts state that bonuses or salary increases may be awarded contingent on employee performance and company performance, but in fact neither is true. There is no salary increase and bonuses are awarded only if your region produces a profit. So while you may be on a project that is producing a large profit mark for Granite, and you and your team have worked hard to get that result, you will not see any fruits from that if your region doesn't produce a bonus. It's a very big disincentive, as it makes the work you are on seem like it doesn't matter. -Expectation Management/employee direction is non-existent. You will not know if you are being relocated to another project, staying put to prepare groundwork for the next project in your area, or about to be fired until the very moment they announce it. This is independent of whether you are a great worker or not. Terrible culture as a result; this makes for a very uneasy home life, which of course means distracted employees. -Human Resources cannot answer questions about its own policies.