A simple query to stir discussion. Is there a ceiling that prevents T&E employees from advancing their careers? In my over ten years in the business I have noted the general distain that most operating managers direct towards their T&E employees. Certainly there are a myriad of reasons that cause this historical rift.
I would like to explore opportunities to utilize my experience but seldom see any clear path or direction that others have successfully followed. I wonder if we are all doomed like medieval serfs to labor in the fields without hope of improving our lot in life.
Thanks,
Suggest you have to decide what you aspire to become & what will satisfy your ambitions. How badly do you want the big boss's job?
I'm a track guy - I've always aspired to be more technically able & derive recognition for that - worked for me so far. No huge ambition I suppose.
Operations are the entrepeneurs of the industry - all others serve them directly or indirectly - that's how it is.
There is a "ballast ceiling", but there are many senior Engineering people who still did very well & some ended up running the railroad.
Consider carefully what you bring to the party, what it's value is to the whole enterprise, & what job you will really truly like to eventually retire from.
You need more than just ambition to succeed - some perspiration will be a factor , though only one part of the whole picture. Ability & competance always shine through - depends how bright that shine is vs. your expectations. Expectations do mellow & temper with age.- not to be confused with surrender or pragmatism.
Well I think it would be great if wecould go higher in the T&E line. But you have to become a TM or RFE in most cases. Some guys would do that in a heartbeat,others not s much.
BNSF had for a long timeyou could go be an RFE then roll back to the craft at a later date.Youd get your RR pension and a managers Pension. So that goose got shot lol.Now I dont know if they allow it.Even if you did become an RFE at BN you would ahve to move cuase you cant be one at your terminal until 2 years have passed.So you could wind up moving from the Chicago area to Portland Oregon! I dont know about most but if you had started a family they better be understanding.So that would be a sticking point for most.
Someone else asked about making light rail boost up to normal standards. RTD Denver wanted to get on the C&S from Denver to Longmont. At first they wanted to build next to the line but that was just too expensive. So they thought about buying regular commuter trains or RDC type cars.It would save RTD some money as C&S crews would run the trains ( less liability and such) but who knows what will happen.
Take a real good look at what you are describing. Today's RR management is made up individuals from two sources; 1) college graduates with a degree that really don't have a clue and the idea of a college grad being the boss of a T&E employee that has more years of service than the supervisor has year's on the planet is an obstacle that requires delicate handling. 2) junior T&E employees that crossover into management only because they are insecure with their ability to maintain employment in today's economy which presents almost the same hurdle as #1.
The decrease in pay from working as a seasoned T&E employee financially downgrading to an entry level management pay band is keeping the superior railroad talent from ever surfacing and being tapped into. No one is going to give up a job that pays $100,000 a year to work longer hours, take more crap with less adequate health benefits to make $50,000 year and the privilege to say "hey look at me, I'm management!" This is the major problem as I see it with the rail industry today, especially within the Class 1 Railroads