Interesting and Challenging but has no idea how to retain talent
Pros
Working on aircraft engines is fascinating and challenging You learn a lot about the product because you often do multiple roles They are really focused on the quality of the product and encourage employees to speak up about deficiencies or opportunities to improve products and processes. If you are hourly, the union ensures that you are compensated well. Opportunities to change organizations with some struggle, but still possible. Opportunities to work around the world Employee scholarship is competitive 401k portfolio options are competitive but you pay fees for using their management systems or if you want to opt out and manage it yourself.
Cons
There is a lot of nepotism at the head quarters If you don't find a mentor within the first few years, your ability to be promoted is limited Still has "the boys club" mentality but it is not openly admitted and is done subtly HR changes so frequently that you struggle to get issues resolved No formal manager requirements or training before someone is hired as a manager, so there are countless inept managers who do not value or even demean employees. People are promoted and pay is determined on likeability, not performance results or customer opinion. It is nearly impossible to be fired from the company, so there are deadweight employees in every organization as well as incompetent employees. Furlough days and layoffs have taken place from 2008-2011, and started again in 2015 but there hasn't been any paycuts for the Executive Board members. You can and will get guilted or bullied into working overtime; which is not compensated. If you have temporary OT compensation, you must work 45 hours before you can start getting paid straight time at hour 46 (you give them 5 free hours of work). No flex-time unless you work at Head Quarters, and even then it is limited to if your manager decides that it won't hurt their metrics. Other industries have 9/80 work weeks, despite your work location or job title. Health care coverage has moved to HMOs with HSAs. You pay more, they pay less. Still uses the outdated forced ranking systems for performance reviews. Results in no developmental improvement for employees, the forms aren't reviewed when promotions and pay raises are being considered, and pits employees and managers against each other. Every year a secret meeting is held for each organization and the managers argue about who deserves to be promoted, but this depends on your managers ability to sway votes in your favor and if they have seniority in the organization. For the most part, this type of performance based review only results in the popular (through networking, not actual results) getting promoted instead of the real leaders.
