Quality Inspector (Former Employee) – Vincennes, IN – August 4, 2017
FIA is a hard employer to work for during the first year with very limited benefits. After a year it is a very good and stable job with advancement possibilities. The Human Resources is very fair with it's employees and they truly do care about their staffing. Work would start with a morning meeting with every department before each individual would branch off into their own areas to perform the tasks assigned for the day. The quality department is a very small department in which an inspector is looked to for answers as to what could be causing any number of problems. In quality, inspectors are taught how to use a variety of measurement tools I.E. torque wrench, caliper gauges, surface indicators, and taper gauges. The hardest of being a quality inspector is at first learning how to adjust to low staffing and being able to complete multiple jobs in a timely yet accurately manner. The highly enjoyable moments of the job is when an inspector is able to answer questions to get the production cells running and continue making high quality vehicles.
Long lunch break. Upper Management that is eager to help. Health Benefits
Automotive Factory (Former Employee) – Vincennes, IN – July 28, 2017
After being hired on with blue shift, pay goes up to $13.00 an hour, $13.50 for gold shift. Some of the work is easy, some of it is difficult. Decent people to work with. But working 12 hours a day 6 or 7 days a week gets old fast, not the kind of job you want if you like family time.
Team Leader (Former Employee) – Vincennes, IN – November 5, 2016
I loved working in the fast paced environment. It ended up being hard on my legs standing on the concrete for 14 hours a day. The plant was clean and it felt like we were all family since we spent so much time together. I would work there again if I could stand on the floor for long hours again. I was a team leader so standing on a mat just wasn't a possibility.
Good pay with a real job, consitant, best paying factory job I know of.
Production (Former Employee) – Vincennes, IN – August 9, 2014
A typical day at work depends on the shift you're on and department.
Day shift (blue shift) has AC running, better treated associates by management, usually less hours, it's harder to get food for lunch as it's extremely busy during lunch time, and you're able to get out early for holidays, but overtime is optional (saturday and sunday). Quality will not fight you, and if there's problems with a part they'll do their job of standing there checking the part rather than forcing their work onto other people because management will not allow that.
Night shift (gold shift) AC is turned off, not treated as well by management, or other departments, it's easier to get food during lunch as there's usually no one on the streets, usually have to work weekends, and overtime weekends is usually required, but pay is slightly better. Quality will fight production about quality checking bad parts (meaning more work for production) even though it's not in the work order, and is technically required by all managers to be signed off on, but night shift no one follows their work orders, and quality forces their work onto production without opposition, which is bad because they get early nights, but production does not.
General typical day is working a cell that your team leader believes you're good at, but realistically everyone works at about the same pace. Some associates put in free labor, or work through breaks to get ahead, and it seems like a constant competition.
What I learned, how to operate cells, inspect welds, drive a forklift, and I can visually tell you if a weld willmore... hold, or not.
Management is really poor (not all just a few mostly group leaders) on mostly nights, but day shift is much better. Most managers are only interested in making themselves look good by making people under them feel worthless (to their bosses, but will smile to peoples faces), or pretend as if a production worker isn't doing a good job only to secure their own advancement into maintenance, or other departments. They make one guy an enemy only to bond with others. They just try to justify their job of basically doing nothing productive.
The co workers they're generally good people, but once overtime is involved people will sacrifice anyone in order to get a day off. I noticed the people with the easiest jobs complain more, but also work more hours.
The hardest part of the job is dealing with some people who are persistent at making the job difficult. Those people tend to be promoted, and stir up trouble. Quality they are persistent at over exerting their authority, which is annoying at times, but attempt to add additional time consuming tasks to the work order, which anything abnormal is supposed to be their job. Then after quality adds more tasks people stand around, and wonder why production rates have dropped. Dealing with production bosses, team leaders, group leaders, or sometimes supervisors, and above who only are friendly with maintenance because they want a position in maintenance, which is extremely annoying especially when you're doing the real work, but someone else enjoys the fruits of your labor.
The best part of the job is obviously the pay check. Also, seeing people make mistakes. Tugger drivers wrecking, robots crashing, things catching on fire, people fighting about whos job is what, things randomly breaking apart, maintenance installing equipment wrong then blaming the operator or denying it, just the utter and total chaos that randomly happens.
Some of my most memorable experiences. One of my most memorable experiences was seeing three different group leaders (all night shift and all promoted to maintenance, but don't even know basic maintenance) three different times bypass a safety lock then enter a cell, turned it on, and claimed the cell magically came on. Had a plant wide meeting because the managers weren't aware the group leaders had done that.
Another experience once I was falsely accused of running a bad part by a supervisor (she was later promoted) a group leader (later promoted to maintenance) and team leader. Later they discovered I didn't even make that part (shows how ignorant they are), but threatened to fire me before even making any kind of investigation.
Another experience I had a supervisor causally walk by my faulted cell then keyed my cell and caused a major robot crash over 12 hours of downtime she (the same supervisor that was promoted no less) then blamed me, and said I had keyed the cell. Maintenance of course agreed even though they weren't present, but I didn't really care just thought it was funny, and I didn't key it. She even expressed how important it is for only a team leader or above to key a cell and no one else is allowed to or if they get caught they'll be fired.
Another memorable experience I seen this maintenance team leader work on the wrong side of the cell for 20 minutes straight without realizing he was on the wrong side (night shift) he had worked there for years (was also promoted).
It's a good paying job. If you can pass the testing, and make it to the interview they'll give you a job, which is more than what most places do. There's tons of headache to put up with, but it pays the bills.less
Great pay, get what you work for, consistant, they actually hire people.
12hrs a day 6 days a week, Toxic cancer causing poorly ventilated fumes, it gets hot especially 2nd shift the ac (production floor ac) is turned off, and no fans in most places.
very fast paced enviroment, LONG hours hardly NO time away from work
Forklift Operator (Former Employee) – Vincennes, IN – October 31, 2013
I have learned a great deal while working there however the work schedules are very harsh, leaving very little time to be spent with family and loved ones. Every weekend is a "mandatory weekend" and injuries go unnoticed there is very little or no concern for the workers. some very dedicated people and VERY hard workers there but overall the hours weigh heavy on everyone. upper management is 50/50 some that care and some that use their positions in the wrong manner.
plenty of work and hours
the hours, you will spend more time at work then anywhere but the grave
logistic (Former Employee) – Vincennes, IN – July 26, 2012
get to work, did our stretches, then on to loading carts and cells, very fast paced, loved it, i learned how to drive a forklift, a tugger. people were great, hard work, you earn your money and thats what i like,
Overall our department seems to have a constant struggle with the maintenance department over product quality concerns such as machine upkeep that produce the parts and a struggle with the production department over operator knowledge and training levels, outflow of bad parts, and a general lack of commitment to product quality.
These problems can be caused by several reasons, but the first is accountability. Just as kids throwing a fit in the store, it happens because parents allow it to happen. When senior managers allow their subordinates to vie for attention, power, and resources, it usually ends with the haves and the have-nots. This lowers the level of commitment and effort among those looking on because it’s not right or efficient, but it is mentally draining to compete in a game you can never hope to win. Trying to compete with the teacher’s pet, as it were, is a lose-lose proposition.
Secondly, constant strife and bickering is just an outward representation of the lack of boundaries outwardly, and a lack of respect for coworkers inwardly. Oftentimes when departments are unable to work together effectively, it is usually just a symptom of a power struggle at the department head level. This represents itself in low trust levels among the members of each department where each has heard the behind-the-scenes bashing of the other department and is unable work together effectively on the floor. In other words, hidden conflict at the department head level is manifesting itself among intro-departmental trust exchanges at lower levels. This lack of cooperation drains resources,more... cuts innovation (by taxing mental energy that could be used to foster innovation instead of how to get someone to do their job), and is the antithesis to unity.
Third, due to the fact that this behavior is accepted and allowed to go one, by not making anyone accountable, and intro-departmental cooperation is discouraged, these factors combine to create a sort of paralysis to change the status quo. Work becomes a delicate balancing act in which one cares about ones job, but not caring enough to cause conflicts.
Lastly, there is no incentive to change. Lack of accountability, intro-departmental bickering, and keeping the status quo remain permanent fixtures in failing companies because they are allowed to. Until some event that forces change or upsets participants enough to change on their own, this lack of unity, innovation, and cohesiveness will continue. Incentivizing accountability would eliminate the chaotic atmosphere that is prevalent in dysfunctional organizations. Changing departmental formats or reorganizing how departments are made up (i.e. into teams or cells) would eliminate the fiefdom mentality and force intro-departmental cooperation.
In conclusion, the attitudes that prevail in any organization start at the top, but requires consistent and constant cooperation among upper managers. Unless effort is put forth by management to pursue and rectify the behavior discussed above, the company culture will suffer manifesting itself in stifling innovation resulting in an exodus of human capital which will affect the bottom line.less