The CE News Best Civil Engineering Firms to Work For 2008

In today’s volatile economy, firms can be hard-pressed to find the right balance between budget constraints and employee and client satisfaction. Formulating the ideal recipe for these best practices is unique to each organization, its mission, and its workforce. CE News honors the civil engineering firms that meet and even exceed this often strenuous challenge.

Among this year’s top-ranked firms are organizations that still manage to offer a variety of benefit programs that foster employee appreciation and promote team building. Many even provide a sense of community by financially supporting local organizations and encouraging volunteer work during business hours. These attributes and more are found in each of the companies included on the 2008 Best Civil Engineering Firms to Work For list.

The participants
This year’s eighth annual Best Firms to Work For list is the result of participation from 152 firms across the nation. Along with a 5-percent increase in participation (80 new firms) compared with 2007, this year’s list also boasts a 10-percent increase of newcomers placing in the Top 50. These increases occurred at the same time when 11 of 2007’s Top 50 firms did not participate again. Such an influx of new, highly ranked organizations has created a different pool of firms for this year’s list.

Many of the Top 50, including the top three, are small to medium-size firms. Participating organizations range in size from 10 to more than 2,400 employees, while the age of their organizations span centuries. Created in 1887, the oldest firm is 120 years wise, while the youngest firm was formed last year.

Private ownership is again the most common business structure for participants, with 133 firms, or 87.5 percent of firms, privately owned. The median number of private owners for these firms is 12. One-hundred and thirty-three participating firms also have a board of directors, with a median number of six members. All but 13 firms have a personnel/human re-sources department or dedicated staff members.

Seventy-two percent of respondents reported an annual growth of 10 percent or greater in 2007, while 23 percent of firms reported an annual growth rate between 1 and 9 percent. Only 3 percent of firms had stable or unchanged revenue in 2007 and 2 percent of firms re-ported revenue decline.

Although business success is often calculated by financial gains and losses, firm achievement can also be measured by a successful corporate environment and culture. As many as 99 percent of firms said their greatest strength is the internal "encouragement of growth and improvement," while more than 90 percent of firms say they’re proficient at employee recognition, open and honest communication, and presenting a good work/life balance.

And it’s true. Thirty-eight percent of firms offer domestic partner benefits, while 44 percent have a formal paternity leave policy. The Top 50 firms offer small perks that add up. Eighty-seven percent of firms have a business casual dress code, and 62 percent have an official wellness program. Sixteen percent of firms surveyed offer dry cleaning services, 12 percent offer no-interest computer loans, and 18 percent offer pre-tax commuter passes.

Here are the official rankings! Along with the list of Top 50 and Honorable Mention firms, the best practices of the top three firms are celebrated. The sidebar, "Polishing your firm" (down at the bottom) divulges the collective top improvement priorities for this year’s ranked firms. Additionally, this year’s program honors six firms with superlative awards.

New to the program this year is the Environmental Business Journal (EBJ)/CE News Best Environmental Service Firms to Work For. Learn about this exciting new program and its Top 20 and Honorable Mention firm. Read on to discover what it takes for your firm to rise to the Top 50!

The process
The application period for the Best Civil Engineering Firms to Work For list began in February. Firms completed an online form known as the Corporate Survey and invited their staff to complete an Employee Survey executed by ZweigWhite. Firms were told to achieve a 20-percent minimum response rate for the anonymous survey. Next, the ZweigWhite staff graded the Corporate and Employee Surveys, which make up the two equally weighted components of the grading process, and subsequently ranked the firms. Information about the top three firms was reviewed by a judging panel, who determined their final ranks. For a more detailed description of the application and grading process, go to www.cenews.com/bestfirm.

Overall ranking
First place—Walter P Moore (WPM), headquartered in Houston, ranks highest on the Top 50 list this year, rising from number six in 2007. Established in 1931, WPM boasts 11 domestic offices and more than 400 employees. The firm offers the following professional services: structural, infrastructure, parking, traffic, transportation, ITS, and research and development. The firm is privately held by 74 owners, 18 of which were added last year.

One of the firm’s greatest assets is clearly its lengthy employee tenure rate, a quality that catapulted WPM to the top of the list.

"Walter P Moore’s employee tenure is but one indication of how successful this firm has been at motivating their people and galvanizing them around a collective mission," said Judge Larry Gard, Ph.D., psychologist and senior consultant at Chicago-based Gard Executive Consulting, LLC. "The concept of employee ’alignment’ is widely talked about, but [Walter P] Moore has managed to accomplish it by thoughtfully disseminating strategic goals throughout the organization and by trying to give each person a true sense of purpose and a clear avenue for achievement."

One way WPM achieves this is through its Fast Start Program where new graduate engineers from all WPM locations convene twice a year for technical training and leadership programs that strengthen skill level and build employee relationships.

"This is another way [WPM] builds a sense of community across offices," said Judge Carol A. Metzner, president of The Metzner Group, LLC, Myersville, Md. "Employees report WPM’s dedication to quality work and excellent service to clients as best characteristics of the company. Because of these attributes, employees detail feelings of pride working for WPM."

The firm is dedicated to the professional development of its long-standing employees as well, offering a continuing education program accredited by the International Association of Education and Training as well as full reimbursement for outside training avenues.

"An aggressive intern program provides a strong source of future employees trained in the firm’s processes [as well]," said Judge Nancy J. Usrey, FSMPS, CPSM, principal consultant, Partners Usrey, Rowlett, Texas.

WPM offers excellent employee benefits. Full vesting in employer 401(k) matching contributions after 90 days of employment, a flexible spending account for child care expenses, pre-tax commuter passes, birthday cards with movie drink tickets, and a wellness program that includes weekly fruit deliveries to each office. Good medical benefits also help WPM go above and beyond what is expected and currently seen in most firms.

"[Walter P] Moore should be applauded for installing [automated external defibrillators] and offering long-term care coverage—what better way for a company to say to its people, ’We value you and we want you to be here a long time!’," said Gard.

The firm fosters a healthy work/life balance with paid maternity leave at 60 percent salary and by offering full benefits to part-time staff working 20 hours a week, a practice that surely facilitates hiring flexibility and staff augmentation for fluctuating workloads.

WPM also encourages its employees to get involved in the community around them by giving paid time off for volunteering and offering company resources to support these activities, including a charity matching program.

"The firm’s team-oriented and collaborative environment is one of the many character-istics that allow its employees to thrive," said Judge Michael Zmugg, a consultant for ZweigWhite of Chicago. "WPM’s leadership team is committed to maintaining an environment in which its people are valued and recognized for their achievements."

Second place — Appledore Engineering, Inc. (AEI) of Portsmouth, N.H. (photo above), takes second place in this year’s Best Civil Engineering Firms to Work For list. Founded in 1987, AEI provides both site and civil engineering services to its clients. As one of the smallest firms to make the list with 21 employees and one office, this privately held firm is operated by three owners.

Like WMP, AEI ranks in the top three for its commitment to employee professional development, with in-house training programs and professional registration exam classes, as well as to the surrounding community with the firm’s new sustainable corporate office building, a partnership with the University of New Hampshire’s mentoring program, and a charitable donations matching program.

"The firm plays an active role in civic affairs and its focus on low-impact design and other sustainable features sets the bar for good corporate citizenship," said Gard. "They advocate professional development and career advancement and it shows in their rate of employee promotion. It’s no wonder that Appledore’s employees feel so proud to work there."
It’s this strong corporate pride that leads AEI employees to go out of their way to celebrate the firm.

"[The fact] that the staff throws the company a party at the end of the year is remarkable," said Usrey. "How refreshing to see employees recognizing their leadership and management for the opportunities provided throughout the year!"

Another strength for AEI is the work/life balance it promotes by making physical and mental health a priority in the office. The firm has a yoga studio in the exercise room and an indoor putting green, while out of the office the firm pays weight-management program dues and hosts an annual golf outing. The firm also offers a new 9/80 work schedule that gives employees a three-day weekend every other week.

"AEI has worked hard at implementing programs to offer their staff balance," said Metzner. "The 9/80 program is an excellent way to offer staff a day to take care of appointments, spend time with family, or just re-energize! With gas prices rising, this is another excellent way to address environmental concerns."

In addition to offering expansive healthcare benefits, including 100-percent paid family medical insurance, paternity leave, and a flexible spending account for childcare expenses, AEI recently began splitting deductible costs or in-office payments with its employees as well.

"With market fluctuations, it would be easy to cut benefits instead of increasing them," said Metzner. "AEI has chosen to keep an eye on the needs of their employees."

Cool Appledore fact: The firm employs an equal number of male and female engineers.

Third place—Based in Kirkland, Wash., The Transpo Group, Inc., employs 52 staff members among its three West Coast offices. Privately held and established in 1975, Transpo provides transportation engineering and planning services under the direction of its 15 owners.

Creating a positive work environment that values employees is one of Transpo’s greatest strengths. The firm provides a variety of feedback mechanisms, including employee satisfaction surveys administered by outside, unbiased consultants through face-to-face meetings with leadership. As the only firm in the top three to offer paid overtime to all employees, Transpo understands what it means to keep employees happy, as is illustrated by its active, firm-wide open-door policy.

"The Transpo Group’s emphasis on integrity is particularly impressive," said Gard. "Let’s face it—no matter how extensive the benefits package, if company leaders don’t say what they mean and mean what they say, employee motivation and satisfaction will suffer. The management at Transpo clearly tries to demonstrate how much they value their employees."

One team member even commented, "Teamwork isn’t just a buzzword around here." Offering a considerable amount of training and development given the size of the firm, Transpo attracts and keeps employees because of its professionally challenging atmosphere.

"Transpo recognizes that hiring and retaining the best team is one of the most critical keys to success in the A/E industry, which is [also] demonstrated by their efforts to establish a comprehensive set of compensation, benefits, and training programs," said Zmugg.

The firm offers 100-percent paid medical, dental, and vision coverage; 100-percent paid life insurance and short- and long-term disability; while domestic partner and family medical plans are covered at a 75-percent payment by the firm. Benefits are regularly reviewed and improved to ensure they meet the needs of employees, while maintaining a competitive edge in the industry.

"Employees report positive relationships among staff and a caring, ’family’ atmosphere," said Metzner. "[The firm’s] diverse workforce is respected and valued for their differences. In a relatively small company, these qualities are important to the success of the company culture."

Conclusion
Thanks to the 152 applicant firms and our dedicated judges who together made this year’s ranking a true success! We hope this process has been one of introspection for all, arming each firm with more knowledge about its own corporate culture, strengths, goals, and areas that need improvement than they had before.

Small firm ranking
The Best Civil Engineering Firms To Work For Small Firm Ranking honors firms with 100 or fewer employees. Leading the pack are Appledore Engineering, Inc., and The Transpo Group, Inc., the No. 2- and 3-ranked firms overall, respectively. Five other firms on the Small Firm Ranking stand in the top 10 overall as well—J.L. Patterson & Associates, Inc.; PACE (Pacific Advanced Civil Engineering, Inc.); CRW Engineering Group, LLC; Roth Hill Engineering Partners, LLC; and Calibre Engineering, Inc. In fact, small firms make up 70 percent of the overall top 10 list, suggesting that fewer numbers may actually equal big advantage.

The corporate culture of a small firm is one that perpetuates its own survival. This underlying sense of urgency drives not only the business owner, but the firm’s employees toward success as well. This is best revealed in the creativity and job versatility of the small business employee. Instead of continually completing narrowly defined daily tasks, the small business employee learns to be competent at a wide range of assignments. This practice, known as cross training, not only increases the skills of the firm’s individual personnel, but also raises the bar of its overall workforce.

Additionally, while some large firms are downsizing, many of today’s smaller firms are growing, creating new jobs and carving out their unique share in the marketplace. Check it out—more than half of this year’s Top 50 firms have fewer than 100 employees!




Mid-size firm ranking
Employing between 101 and 400 employees, The Best Mid-Sized Firms to Work For includes No. 1-ranked Walter P Moore and No. 5-ranked Fehr & Peers.

Offering more benefits than a small firm while still maintaining more of a "family feel" than a large corporation, the mid-size firm is a great place to work. So says this year’s 15 mid-size firms that reported average median employee tenure of almost 13 years, while Barr Engi-neering Co.’s median tenure tops 20 years and Morrison-Maeirle, Inc., reported a median tenure exceeding 27 years!

Mid-size firms typically offer the type of comprehensive health care benefits you would expect from a large firm, including maternity and paternal leave and dental and vision coverage, with the opportunity for promotion that you would expect from a small firm. In fact, the average number of employees promoted to a new position or title in 2007 for our mid-size firms was greater than 42.

Because of this, mid-size firms are a natural attraction for perspective employees, with the greatest source of new hires generated from referrals. Of the 15 mid-size firms, 80 percent report structured compensation programs for employees who refer new prospects. All provide financial compensation only after the potential candidate is hired, while some require the new hire to work for a period of time before compensation.



Large firm ranking
With more than 500 employees, the Best Large Firms To Work For include overall No. 9-ranked David Evans and Associates, Inc. A more specialized workforce combined with deeper pockets, and therefore more resources, yields the large firm an advantage in many areas.

Reportedly growing at an average of 20 percent or greater, this year’s top-ranked large firms not only offer their employees more benefits on average, but they also provide them with an opportunity to work on more high-profile projects for bigger clients. On average, these top-ranked large firms added more than 175 employees to their workforce in 2007, no doubt a response to their tremendous growth! 

Polishing your firm
Most of today’s civil engineering firms are working hard to procure new business and complete quality work, while keeping their employees and clients happy—a difficult task at best. But, then there are those firms that are pushing the envelope, standing at the edge of innovation and working to improve their organizational infrastructure by refining internal communications, adding employee health/wellness programs, and community initiatives, as well as beefing up their training/professional development programs.

Like a silversmith who polishes each piece until his reflection is visible, the Top 50 firms are working hard to build organizations that reflect their core values and advance their goals. Following are four of the most common improvements the Top 50 firms made in 2007:

Internal communications—Many firms are strengthening their internal communications in an effort to "renew a spirit of teamwork" and refresh employee and employer interpersonal communication. Some firms are establishing a full-time communications department for the first time. These departments are generating quarterly reports and internal newsletters and improving the firm’s intranet and external website to shine a brighter light on the firm’s corporate vision. One firm’s new communications department developed a "global homepage," a customizable intranet tab that includes news, alerts, subscriptions, and related links for its employees. Another firm’s intranet was optimized to better share information between employees by uploading marketing materials, specific project manager resources, and HR forms on the intranet. One firm launched a special community intranet site for employees to use as a resource, further promoting their "One Company, Multiple Locations" philosophy, while another firm installed a video conferencing system that allows staff to communicate with clients and remote employees around the country.

Health/Wellness programs—Today’s engineering firms recognize the importance of promoting a healthy work/life balance for their employees. Taking the initiative in furthering this goal, firms are offering health club membership reimbursement, instituting office fruit programs, forming work/life balance task forces that identify existing needs and monitor firm and employee progress; some are even providing concierge services that help simplify employees’ lives.

Community initiatives — Responsible firms know that supporting their surrounding community is not only good business practice, but also fosters a sense of teamwork among employees. One firm instituted two additional personal/sick days last year to be used exclusively for community involvement initiatives, while another firm’s employees volunteered at a local foundation that improves the lives of autistic children. Some firms established programs that match employee charitable donations up to a certain amount per year, per employee.

Training/professional development programs—A number of Top 50 firms strengthened their formal training/professional development programs in 2007 to enhance client services and grow employee knowledge and expertise. One firm hired an in-house education and training manager to develop and execute new programs, while another created a training coordinator position in its HR department for the same purpose. A different firm implemented a formal in-house training program that consists of bi-weekly technical lectures. This firm develops a full syllabus at the start of each year and engineers are required, based on their employment and professional level, to attend certain lectures as part of eligibility for promotional consideration. Through coordination with local universities, some firms are able to offer state-accredited Professional Development Hours for licensed professional engineers as well.


The best of the best
New to this year’s ranking are the following superlatives that celebrate firms for their noteworthy individual successes independent of their overall ranking. And the winners are (drum roll, please)…

Highest employee survey score: Barr Engineering; CSW/Stuber-Stoeh Engineering Group, Inc.; and M.D. Wessler & Associates, Inc. Employees at these firms are clearly very satisfied with their employers; all three firms tied for this achievement.

Best training program: Appledore Engineering, Inc. This firm offers in-house training given by peer employees and outside consultants, as well as software, business, and technical skills education. An online training system and executive coaching are provided for all employees in addition to a formal mentoring program that pairs experienced firm members with new staff. Employees report that the firm takes an interest in their professional development and provides them the training opportunities they need to enhance their skills. Outside seminars and conferences are encouraged for all level employees as well.

Best collaborative environment: Roth Hill Engineering. Self-described as promoting a team-oriented, collaborative environment that fosters communication and trust, the firm practices shared decision making at all levels, offering both revenue and profit data monthly to all em-ployees, while project financial data is also shared with each relevant team. And the employees feel it. Citing effective communication and a "family" and "team" atmosphere at the firm, Roth Hill employees feel their diversity is respected, with value placed on those of different back-grounds and personalities as well.

Best employee recognition program: Appledore Engineering, Inc. Employee recognition is awarded for outstanding leadership skills, new business generation, exceptional client service, earning notoriety on a project, working extra hours, contributing to professional organizations, a team player attitude, and technical excellence. Chosen by clients, management, a supervisor, or peers, an engineer may be awarded monetarily, with event tickets, a corporate gift, by announcement in the company newsletter or during a meeting, or with the employee of the month designation.

Best recruiting and retention program: Kjeldsen, Sinnock & Neudeck. Most of the firm’s new hires in 2007 came from employee referrals or by word of mouth. Employees who refer candidates are compensated monetarily after the initial interview, again after the hire, and once more after the new employee’s six month review. Employees feel there are opportunities for personal career growth and advancement at the firm, which boasts a median management employee tenure of 16 years and a non-management employee tenure of six years. Five of the firm’s 27 employees, or more than 18 percent, were promoted in 2007.

Mother Earth’s dream teams

CE News presents the 2008 Environmental Business Journal/CE News Best Environmental Service Firms to Work For

By Shannon Fauerbach, P.E.

As human consciousness of the world’s dwindling natural resources rises, a fleet of environmental services firms have sprouted to meet the challenge. Providing energy conservation, planning, management, government compliance services, and more, these firms not only offer their employees the benefits and training opportunities it takes to succeed in today’s competitive engineering market, but also the honorable task of preserving Mother Earth for the next generation.

New for 2008 is the Environmental Business Journal (EBJ)/CE News Best Environmental Service Firms to Work For. As a business newsletter written for the environmental industry and published by ZweigWhite, EBJ (www.ebiusa.com) provides competitive strategies, new business opportunities, and up-to-date market trends and data to its readers. Together, EBJ and CE News gave birth to a new program, modeled after the Best Civil and Structural Engineering Firms to Work For, to celebrate today’s outstanding environmental services firms.

The participants
In total, 47 firms participated in the first annual Best Environmental Service Firms to Work For. The Top 20 firms were established between 1973 and 2005 and range in size from 17 to 1,175 employees. Headquartered throughout the United States, 48 percent of the firms are located along the East Coast, 32 percent in the Western region of the country, and 24 percent in the Midwest. Sixty-four percent of the Top 20 firms practice environmental/consulting engi-neering specialties, while 36 percent provide environmental remediation/industrial services.

Overall ranking
First place—Fountain Valley, Calif.-based Pacific Advanced Civil Engineering, Inc. (PACE) was established in 1987 to provide stormwater, recreational, and environmental water management and design services to its clients. Known for creating an employee-centered workplace, PACE "exhibits a good deal of creativity and flexibility in their firm," according to Judge John Doehring, senior vice president at Chicago-based ZweigWhite. Representative of this are the firm’s Town Hall Meeting program, Intranet blogging, telecommuting option, and crazy interoffice projects, including the recent design of a man-made surfable wave by one project team.

"PACE has done a tremendous job in creating a work environment that motivates and energizes its staff," agreed Judge Barbara H. Irwin, principal at Herndon, Va.-based HR Advisors Group, LLC. "As the employees said of their managers in their corporate survey responses, ’they walk the talk.’"

Performance management and employee training and development are firm strengths as well. Programs include bi-annual employee management reviews and staff goal-setting, in addition to a traditional, annual performance review program. The firm’s corporate training and development initiative, PEARL, focuses on employee development in areas of technical excellence, leadership, and laboratory training services.

Benefits include a nine-hole putting course in the office and a "Life Plan" reimburse-ment for health club membership, aerobics, weight management, and other wellness-related programs.

Second place—GeoSyntec Consultants, Inc., Atlanta, offers environmental studies and cleanup, infrastructure engineering, and design and natural resources assessment and resto-ration services. Established in 1983, the firm enjoys a low volunteer turnover rate of 8 percent, testifying to its employee satisfaction.

"Geosyntec provides an outstanding employee benefits package and bonus program," said Judge Tim Cooper, senior vice president, employee benefits at Atlanta-based Beecher Carlson. "Employee comments consistently applaud the company culture, company leadership, and great benefits."

According to Judge Stephen Gianotti, president, North Hampton, N.H.-based The Woodland Group, LLC, these benefits include a bonus payout program and a significant investment in both corporate IT and training and development courses, like the firm’s annual peer-to-peer technical conference that focuses on the organization’s major practices, while encouraging staff interaction and networking.

Employees also report that corporate values including "honesty, integrity, and true professionalism" have a significant impact on the corporate culture.

"It is clear that the organization has created a climate that embraces these values and continues to ensure that they are exhibited in their daily work with employees and their interactions and work with clients," said Irwin.

Third place—Established in 1997, Annapolis, Md.-based Aarcher, Inc., provides compliance assistance, conservation, and planning, as well as prevention and sustainability services, to its clients.

According to Doehring, Aarcher offers its employees an "exceptional benefits package," noting the firm’s 360 management feedback program and its "aggressive commitment to training and education." Through Aarcher’s subsidiary firm, the Aarcher Institute of Environmental Training, employees have access to continuing education courses on a variety of technical and industry-related topics.

"The firm also trains the employees in critical thinking," said Irwin. "They are encouraged to question and debate any environmental technical or regulatory matter with anyone in the company."

Mark your calendar!
If your firm didn’t apply this year, or if you didn’t make the list, you are encouraged to apply next year. To be sure you don’t miss out on the 2009 entry information, sign up today for our Contact List. Go to the Best Firms To Work For Portal at www.cenews.com/bestfirm and click on the link to register on the Best Firms To Work For Contact List. Also, you will find a copy of the 2008 application documents so that you can review what is required to enter (although we may make adjustments to the requirements, so check back in January