engineer

analyst

manager

senior advisor

project manager

Suncor

There is not much room for advancement if you are good at your job. There is a lack of collaboration between business units and processes. There are multiple processes for each job and management is aware of this but makes no effort to change. Sadly  there has been multiple fatalities this year (2014), some public knowledge some kept private. Unfortunately the learnings from these incidents are not widely shared, they have shared generic high level details. 

The management team I work under is quite indulgent, spending a lot of money on food for their weekly meetings, first class flights to foreign countries, large bonuses, pay checks, and large offices. They management team seems quite comfortable and happy, but the workers are not as lucky. We sit in cubicles (when 50% of our floor has empty offices for over 3 years now), our pay is not competitive or up to industry standard, and we are not treated with fair opportunities. There are no stock options granted upon hire unless you are upper management. 
 
I spoke with my manager and was told I needed my CRSP designation to advance in my career; I got that. Now I am told I need Suncor Field experience to advance. So unless I am willing to go to Fort McMurray, there is no room for advancement. They do not give current employees credit for any prior field/site experience, but they will hire an external individual with no Suncor field experience (and external field experience) in a more senior role. Basically they don't want to move me, even though I am a high performer because I am too good at my job, or I rubbed someone in management the wrong way, despite consistently receiving a performance ratings of Strong 3 years in a row which is 4/5 (5 best). 

Suncor provides $5500 a year for education but it is hard to get education approved. They have 90 days to approve the education expense that you pay for first and then they pay you back 90 more days after that...so by the time you register after receiving approval the course is complete or full. Either the manager supports it or they dont. If you have a degree prior to coming to Suncor, they will respect you more and pay you better. I have seen others disrespected because they do not have a degree, or higher education. 

There are a lot of Ego's walking the halls at Suncor. It is not about what you know but who you know. When senior leaders talk in meetings, they refer to individuals by name not area or title and if you dont know who or where they are or what that individual does you are not part of the conversation anymore. Its almost like, I know so and so...and you dont. It is silly and arrogant. 

I have good work life balance because of efforts on my part to not answer my BB after hours. I am not in an Emergency type role therefore I do not need to be contacted on my time away from the office. Suncor does not show they have an issue with this, nor do they mention/show that they support work life balance. Plus the BB's they hand out are out dated old BB's and they do not allow the use of iPhone's or forwarding your calls/emails. 

There is a lot of talk and fluffy goals showing Suncor cares, with little action. That is why the fatality rate is so high. It is why we have repeat incidents. I am a strong believer of Walk the Talk but it doesn't seem Suncor management is. 

Suncor leaders do not hold a lot of workers accountable for their work. If it doesnt get done, it doesnt get done. There are few individuals that care, and that is sad. They seem to be here to get their paycheck. I hear a lot of personal chatter because im in a cubicle and because management doesnt set clear expectations. It is like a playground, if there is someone who does not do their job like the others do, everyone acts like it is okay and babies them. I was told to babysit another individual who is on my same level so I can monitor the projects success, rather than their Team Lead saying "hey, get your work done, you are affecting the team"...in a more constructive professional way but you get the idea. 

There are a lot of employees that abuse some perks but management does not care nor do they discipline the workers for doing so. ie. taking random days off and not claiming them, coming into work at 9:00 and leaving at 2:30 to go home, not achieving your objectives, etc.

I used to be excited to work here because of all the opportunity to learn and grow, but now I am just excited for lunch. It is the highlight of my day. There is no challenge in my role. I am thinking this relationship between me and Suncor is good for them, not good for me.

Suncor Energy Inc.       1979 - 1989
              Heavy Equipment Operator   (Mine Operations)
•	Cable Shovels – Marion 301, Bucyrus 595,495F, P&H 4100TS, P&H 4100 Boss
•	 Hydraulic Shovel – Demag 495 & 595, O&K 120, Komatsu 5000 & 8000
•	Excavators – Cat, Komatsu, John Deere, Hitachi
•	Dozers – Cat & Komatsu
•	Loaders – Cat, Komatsu and Pipe handling
•	Skid-Steer – Cat & Bobcat
•	Graders – 16G & 24H, 16M & 24M
•	Haul Trucks – Cat 777, 789, 793, 797 Haulpak 150, 170 
•	Komatsu HD1500, HD785, 830 930, 960


Suncor Energy Inc.       1989 – 1999
              Training Instructor   (Mine Operations & Mine Maintenance Personal)
              Shift of 270 employees.
•	Training Instructor for the equipment used by Mine Operations & Mine Maintenance Employees
•	  New hire orientation, Standards & Procedures review, 
•	 Classroom instruction on Equipment Operation and Walk around inspections
•	 Reviewing with employees the mine standards and safety procedures annually.
•	Simulator training and hands on field training. 
•	 Writing reports on employee progress on each piece of equipment and job task.
Suncor Energy Inc.       1999 – 2008
             Training Supervisor   (Mine Operations)
             Direct reports:  6 trainers & 300 employees
•	Managed the strategic training and employee development for operators and supervisors in the mine.
•	Designed, developed and delivered classroom and field training for Mine Operations.
•	Provided Mine Operations personnel, trainers and supervisors with the necessary training, tools and information to ensure the safe, effective and cost effective operation of all equipment in the mine.	
•	Provided training materials and information maintained accurate and up to date records.
•	Evaluated trainer and operator performances.	
•	Provided productivity feedback to trainers and supervisors.
•	Conducted task inventory reviews and training needs analysis for all positions within the Mine Operations area.
•	Conducted field evaluations of employee’s training.
•	Developed annual training plans with the needs of the shift.
•	Maintained training progress and shift training files.
•	Evaluated employee training performances.
•	Accident and incident investigation.
•	New employee and mine entry orientations
•	Developed and maintained training curriculum for the stewardship of Journey to Zero Incidents.
•	Developed and updated policies and procedures used in the mine.

As stated, they need people to keep the production going. If you're willing to put in the time, you'll be compensated accordingly. This would be a great place to work if you're divorced, or seeking one, as your work/life balance can be difficult to achieve. [YMMV]. The pay was pretty phenomenal - $300k / year. However, some unqualified colleagues will make more, it's suggested that you worry less about the next person's paycheque. 

They did lay-offs in 2014-2017 but really they could keep cleaning house. That said, I had some sub-par managers, and if you have a good manager, you will be challenged, you will be recognized, you will be compensated, and you will be made to feel like your contributions are worthy and appreciated by others - you will excel at this company, otherwise you will not. Your manager is the sole point of contact with success at Suncor. In the twilight of my career there I had a good manager, however, we didn't have enough time to gel a working relationship.

Their policies and guidelines at Suncor are pretty all-encompassing. Which is good in so many ways, but almost a little overboard. Many colleagues weren't subject matter experts and just 'winging it.' The PG&S are written so a functional illiterate can get by.

The hardest part of the job was to learn to care less. Many don't care, and if you care too much, it eats at your being. Some people don't know [things] but are insecure to ask. Many prop themselves up on falsehoods and lies. The truly gifted will see these people and dismiss their contributions as trite fluff. If you care too much you will drown in others empathy. Go in, --relax-- do your job, do it well, you'll succeed. You won't transfer out, you will make good money. You will develop lasting relationships with others in the seven month long winter...

A typical day to day work - includes new work challenges, excitement, work life balance, experienced, collaborative and supportive team members exists in foundation level in all SCM groups.

Learnt - I have learned many new things working with major O&G companies, gained lot of confidence and have clear goals on my work and career path. I am coming out of this Company with lot of knowledge that might open door in some other company in future.

Management - Suncor needs to really work on selecting Team Leaders, Managers and Directors. This is due to the fact Team Leader and Managers do not know how to make wise decisions in any downturns. As everyone know work comes out at foundation level in any organization. If Suncor had a good Team Leaders/ Manager they could have picked individuals who are Loyal to the Company, experienced, can give better Turn around, cost efficient and can fix any kind of situations. 

It is petty to say that an individual, who are Ex employees with Team Leader/ managers, near and dear hangout with Managers can have job security. Decisions are not based on how many years individual worked, his/her experience, education, individual is shown exceptional in all one-one meetings and given unbelievable work turn arounds.

Hardest part of the job - Suncor made several changes (5-6 changes) in SCM in past 7 years (Petro Canada/Suncor). Any simple change in the organisation will effect foundation workers at high by the time worker gets adjusted a new changes is on the way. 

The most enjoyable part of the job is work life balance I started my  day at 7:00 and finished by 4:00, there are lot of internal competitions, prizes etc...

A great group of guys on my shift that could be always counted on for advice and assistance making it an environment that we could gain experience and knowledge together and grow as a team. The shifts of 6 days on and 6 days off with options of paying or trading days with trusted sufficiently experienced operators on other shifts in order to manipulate off time for very flexible home and family life was excellent. This makes up for being away from home as a commuter or the almost 15 hours per day that was required to get to site, work the 12 hour shift, and return to home or rental accommodations. Unfortunately management doesn't seem to have the operators best interests as the best operators and employees are only treated as good as the less competent being punished and restricted as group when one employee is solely responsible for an incident. I know as management a certain prerogative is to be achieved but employees should be treated on a more personal level. I don't think anyone should be treated special but for management not being able to single out employees that have been hired with absolutely no experience and might not have the skills it will take for the position and to keep them on is creating an unsafe weak link that could ultimately result in an incident that will affect another employees family and wellbeing for the rest of their lives.

Too bad this was my first foray into "the industry". I am glad I tried it out, but I would not return to Suncor.

Culture = very cliquey, people are promoted before they are ready, cutthroat environment, lack of trust and common decency, lack of training and openness, leaders of functional areas seem more concerned with their status and advancement than with achieving a high-functioning team...

Job Security = most vacancies are filled with limited term positions, I would assume to protect the firm from risk, but this is so overused. I witnessed a real lack of commitment by leadership to their direct reports in my area. My term was cut short with no explanation... People resources are treated as expendable and as if there is no end to their supply rather than as valuable resources...

Perks = the gym/weight room in Calgary is completely awesome including the personal trainers. If Anthony is still there, he rocks! Also, there are a number of events and internal contests which can be fun if you are into those types of things. There were a number of individuals I really enjoyed working with, but I feel they would fare better elsewhere.

Physical space = quite comfy and modern even with use of cubicals. It is also quite easy to access the resources, software, etc needed to be productive.

Suncor Energy     November 2008 – February 2011 (2 years 4 months) Fort McMurray Alberta
               Training Supervisor   (Mine Operations)  
                Direct reports:  6 trainers & 300 employees
•	Designed, developed and delivered classroom and field training for Mine Operations.
•	Provided Mine Operations personnel, trainers and supervisors with the necessary training, tools
•	Managed the strategic training and employee development for operators and supervisors in the mine and information to ensure the safe, effective and cost effective operation of all equipment in the mine.	
•	Provided training materials and information maintained accurate and up to date records.
•	Evaluated trainer and operator performances.	
•	Provided productivity feedback to trainers and supervisors.
•	Conducted task inventory reviews and training needs analysis for all positions within the Mine Operations area.
•	Conducted field evaluations of employee’s training.
•	Developed annual training plans with the needs of the shift.
•	Maintained training progress and shift training files.
•	Evaluated employee training performances.
•	Accident and incident investigation.
•	New employee and mine entry orientations
•	Developed and maintained training curriculum for the stewardship of Journey to Zero Incidents.
•	Developed and updated policies and procedures used in the mine.

Working at Suncor Energy Inc gave me the opportunity to develop and apply my project and facility management skills. I worked as a Short Range Planner within the Facilities Planning & Projects division. I worked exclusively on planning and executing projects within the company’s Mining Business Unit. 

A typical day at work would begin with arriving at work on the company shuttle bus with my colleagues. After checking my email, and voice messages, our team would have a weekly meeting. This meeting would review current projects, safety concerns, and allow us to discuss challenges. Next, I would work on compiling project documents for new Request for Proposals (RFPs). This would involve writing the RFP, preparing drawings, developing the project schedule and budget, and communicating with the client as needed.  

In the afternoon, I would take the bus shuttle to the main site outside of town to conduct project walkthroughs, discuss and resolve onsite project issues, and review projects with my Project Coordinator. Finally, I would end the day with arriving back at my workstation to reply to any emails and voicemails that arrived throughout the afternoon.

My position required me to create a database for contracts and legal agreements that Suncor has had for the Technology Development Department.
This position required me to set my own deadlines since the purpose of my position was to create a database by the end of my work term. I was allowed to participate in team meetings to help me understand technical terms and processes that were taking place in the Oil Sands. I, also, attended a session that helped me understand Suncor's liability in its existing and future contracts, licenses, and legal agreements.
Every employee is willing to help if you ask for it. Suncor has a very friendly environment where everyone is respected and is very strong on safety in the workplace.
The hardest part of my position was the tedious effort of scanning binders and binders of legal documents which was required of my position. It takes a long time and is physically straining.
However, the most enjoyable part of my job was the tremendous learning experience I had gained. I got to learn a lot of technical knowledge, work ethics, and awareness of safety.
I truly believe that my Suncor experience is a turning point in my career as a future Electrical Engineer.

During my time at Suncor, I was continuously seeking new ways to be more efficient and to help to improve processes there, but then I was shocked when realized that managers consider top talents as a risk! My manager excluded me from many meetings that I could shine there in front of other managers! When I asked for evaluation he postponed it as much as he could! He and other managers and directors I knew were only interested in their promotion and were not willing to support their teams to grow, just wanted more from them to leverage it for their advancement. The values company advertises is like a joke for them. Best example is discrimination against contractors and treating then like slaves; Suncor excludes them from any events or benefits, even do not provide them with a reference letter or confirmation of their work there for their future careers. Suncor even does not respect its existing contract with them and forced them to sign a new contract with reduced wage to be able to continue their services within existing contract. If they say anything other than yes, then they are terminated with no just cause: we do not need your service anymore!

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