Pros
- 50s-era mentality of "taking care of employees" (i.e., once employed, you'll maintain employment barring something truly insane) - good benefits (healthcare/dental/vision on basic plan, etc.) - great 401k contributions (matching and profit sharing) - able to train naive employees with no electrical experience to achieve competency - extremely successful business. other departments may give better insight into this. financially secure even in times of hardship (no job losses from COVID, recession, etc.)
Cons
- emotionally/mentally demanding responsibilities during work hours with little to no wiggle room in free time/breaks due to department resources being stretched extremely thin - selective communication from management - little opportunity for growth outside of the TS department other than moving into a leadership position / management. growth opportunities are very slow and can take 2+ years to materialize after setting the goal with leaders. growth opportunities are dependent on the department being able to flex agents to fill gaps, which is often difficult/impossible - poor accountability within the team. team members who slack cause more work for others and leadership does little to intervene - pay at time of hire is often competitive, but yearly raises do not keep pace with inflation, let alone acting as actual raises for increased productivity/skills - not very diverse. "boys club" mentality. few company initiatives for inclusion or diversity.