The amount, size, specialties and speed of the acquisitions made put a heavy burden on the overall basic functions of the company operations; from accounting, human resources, safety, program management/field operations, sales/marketing, administration, training and development, etc. Layers of specialized, rather than cross specialty savy, Senior Management, Vice Presidents, Associate VPs, flock in offices making anyone wonder who is actually driving the work, yet they all have to be kept informed and given the opportunity to weigh in. It is not uncommon to have six Senior Managers who you may be accountable to for various aspects of your "day job", 3 Program Managers for Client Accounts, and your direct supervisor who performs your evaluation but has no control over your compensation or whom you may have never met face to face. Still very little if any expertise in the managment of personnel. If you have a Masters Degree, we'll put you in charge regardless of whether or not you have an ounce of common sense or whether or not you're interested in managing staff. Reorganization and change is not just a constant, it's the norm making it difficult to establish a footing; the right hand often does not know or care, what the left hand is doing. Heritage groups, after nearly 4 years, are still reluctant and occassionally blatant about what they will adhere to and what they won't. The ambition of "One AECOM" was tactile in its creation, but poorly delivered without any accountability for implementation. Senior BL Managers are not being held accountable for the shortfalls of the local operations, rather it's easier to point to the Project Manager who is trying to juggle the client contract AND all the nuiances of AECOM. Worth of the individual is based solely on the percentage of utilization met leaving those employees and resources needed to run a business on the chopping block and those left with that much more to manage and accomplish without any relief in sight. Program and project managers who sell work and do the work are not capable of being 90% utilized. No bonus in 4 years while upper crust gains in stock shares, hefty salaries.
