operations technician

production technician

technician

maintenance technician

plant operator

Air Liquide

•	Primary responsibility for implementing new ways the process quality control, created “Statistical Process Control Data” for increase efficiency and QC. 

•	Created new projects for updated the ‘Standard Operation Procedure’ documents for plant production stations.

•	 Created and designed: ‘Process Control Documents” - which included: gas filling technology: all process parameters, process views and pictures - step by step by gas filling procedure. Process Control Document – help for cross reference training between operators

•	Redesigned the plant facility: “Clean room” by ISO standard, also implemented new method inspection the cylinders. Created  “ A boroscope cylinders inspection” data and pictures for quality control analysis and cylinder inspections. 
Sent Invoice for patent: SUB-3700 “Method of gas cylinder internal inspection procedure using the articulating video borescope”. 2012.
•	Occurred to minimize production delay and quality inconsistencies. Provided project for packaging method: carousel system for sort and organized orders by customer request.            Did project to improve packaging speed and quality: automatically attachment labeling system to gas cylinders. Corrected bar code reading system for shipping department data by “ Truck about” system.
Created automatically shrink-wrapping method by heat gun attachment for improves the gas cylinders packaging quality and speed. 
Sent Invoice for patent: SUB-4443 “Heat gun attachment for shrink wrapping gas cylinder valves”. 2013

•	Created project for improve a production flow and make a gases mixing process faster and quality. The target vas: save labor time and a cylinders process filling time, also to improve the quality a gases mixing process. Created process control analysis data - for laboratory. 
 Sent Invoice for patent:   “Chamber for mixing gases”. 2015.   

•	Worked close with Engineering and laboratory teams for update and modification a gas cylinders filling process and plant manifolds. Participated for redesign old and implemented new manifold system for the plant, gas cylinders - vacuum back up station for save process time and quality, and more.

Air Liquide is a great place for those looking to have a relatively easy going career. If you're looking to advance, you can do so here, but know that your skills and experience will lag your peers at other companies. Why? You'll be a product of your environment, and Air Liquide is not a forward thinking or acting company. Many legacy and just plain outdated ways of working drive the skillsets of each employee. 

From a corporate perspective, Air Liquide is usually behind the curve 2-3 generations in their technology and approach, which helps older employees manager but really hurts those looking to work on new and exciting projects. This also makes daily work activities very frustrating, since a lot of ones time becomes wasted with archaic processes and tools. There's been a few moves to remedy this, such as 'Going Google'  but these are cost cutting measures more than anything (i.e. push employees to the Google Suite of Apps to save on Microsoft / Office licensing). 

Further, office politics are huge here. You'll see the same people playing musical chairs when upper management positions are filled, seemingly without rhyme or reason, while excellent / skilled employees get passed up or hit glass ceilings. 

On the plus side, you'll work with some good people and you can make genuine friendships with your coworkers. The work-life balance is generally very good, and the company is big on making sure your voice is heard. 

In the end, the positives did not outweigh the downsides and I decided to move on. I don't intend to return, but I will keep in touch with those I met and worked with.

Well established company with a long history of making money.  
However, it's difficult to get anything done quickly or efficiently due to the fragmentation of all the support functions (IT, Communications, HR, Accts Payable, etc.) and the widespread use of outside contractors to perform much of that work.  I find it very difficult to know who to contact about a variety of problems (e.g., computer has locked up, will my phone work overseas next week, why hasn't my exp report been paid for a month, how do I complete my mandatory training, etc.).  Even when I do get a name or number, the person identified never answers the phone or respond to emails.  I'm not exaggerating - NEVER on the first try,   I usually end up walking around to colleagues and getting multiple suggestions about who, based on personal experience, may be able to help.  Quite frustrating and time consuming.  

This attitude seems to also prevail in the general management attitude of the company which can be summarized as - "let's talk about it next week".  Even if you have an urgent need to get an answer now, it's put off until a more convenient time in the future.  I've had multiple requests that just never seem to get an answer,  many work products sent out for review/comment that go ignored, and meetings where people commit to attend but don't.  And the consequences for this lack of accountability?  None.  This lack of follow-through, coupled with having so much difficulty getting the little (but important) things taken care of breeds an attitude of going slower and slower and putting things off until "next week".  Not the right frame of mind for someone used to being productive.

If you like working in a place where you feel rewarded for hard work, are recognized for personal sacrifices and feel as though your day to day contributions won't be taken for granted - then I would suggest looking elsewhere.

You will be asked to work harder after being the first one in the office in the morning, and one of the last to go home by people who work less than 25 hours a week. 

Managers can't answer direct questions and differ to their subordinates or they threaten you with vague sweeping answers that make you regret asking questions. The promise of a better future will be dangled for you to try and capture and find out that is it just a carrot on a stick and they have no intentions on giving it to you.

You will have to sit through being told by your direct manager what a great job you're doing, but they're still going to give you a bad performance mark because, "Someone has to get one, I can only give out so many good ones. You're new, you can bounce back!"

You will have your job degraded down to key performances they want you to meet which don't include "special" projects that will be assigned to you throughout your review cycle.

It is a frustrating environment to work in - you constantly feel like you're on the chopping block for someone else's failure, or a missed communication that no one wants to listen to. Decisions are made before conversations start.

You won't be recognized for your hard work unless it directly benefits your manager to recognize you; otherwise it's just part of your job.

Toxic Production Management at this site leads to constant turnover of technicians. Special treatment for some, irrational, erratic application of coaching/correction/discipline leads to constant turf wars between the 4 different shifts. 4dayx12hour shifts. Shift supervisors run the site as 4 different cultures, leading to vastly different performance outcomes, abusing the workers that carry the load, rewarding the favored workers with higher bonuses and less accountability for their misbehavior.  A fully toxic environment for rational, compassionate, intelligent people. Avoid this site if you cannot handle working with a team with wildly changing standards and a "crisis response" style of management, as opposed to thoughtful, genuine, intentional culture improving management.  Upper management is shielded from day to day dysfunction, and they genuinely do not care at all to know how bad it really is.  Turnover at this site is crazy high!!  The best quality people are usually chased out of this site within 3 to 5 years.  After working at Fortune 100 organizations, i can testify that this site is the most dysfunctional working environment i have experienced in my 44+ year working life.   Safety at this site is primary in the brochure... wink, wink.  Zero accountability for the bad behaviours of " the ones in the club".  DEI hiring is a priority with this company and it has real
world consequences.   

Great place to start your career or good place to tread water if needing to get out of a bad situation. 

No work life balance, hard work is rewarded with more hard work and your bosses taking credit for your hard work. While dumping their job on you and then them taking credit for that too.

You can’t trust HR or your managers, don’t do them any favors they aren’t going to do you any. The minute you stop letting them use you, they will come after you.

You are better of being a middle of the road worker. Does their job “okay” gets left alone. 

Once you get your job with them. Show up when you are supposed to and don’t accept phone calls. Let them know when you are scheduled to be off you are busy and don’t expect to see you or be willing to be called in.

If you don’t, expect them to own you. all the while your piers do far far less for the exact same pay.

If you do this, below average pay will be worth it in a safe environment while you wait for a job offer from a good company who treats people with respect.

They are currently lowering the pay company wide for new employees even after record profits year after year.

The blind are leading the bling currently, any good talent leaves. leaving young inexperienced people running the plants until they get burnt out and leave.

I used to really enjoy working here. It was exciting, fast-paced, and inclusive. After a while that excitement started to die down. I got to see how the business in really operated. The executive team doesn't truly care for the low-level workers. If they did, they would genuinely take our requests and do something about it. Instead, we do these satisfaction surveys and nothing comes from them, not really anyway. If everyone is complaining about the same thing .... there is probably a problem that should be fixed  ... **nudge, nudge** ... Not fixing the problem is probably why they have such a high turnover. People come in, get some experience, and leave to a place that will treat them better. 

As a Supervisor I try and try and try to give the people what they want and deserve but get shot down every single time. There is only so much rejection you can take when you are trying to improve the lives of your team. 

ALAM Execs: implement a better system that cares for your employees. We aren't paid enough, there is no comradery, no morale, and very little effective and efficient workflows. Listen to the lower-level people that actually know what they are doing. You have some very qualified people that are willing to help if you let them.

The job it’s self is very unorganized. Lack of communication from supervisors, leads, and managers. Pay does not compensate work load expected for each employee. Younger men or women are taken advantage of by placing very heavy work loads upon them with very little merit increase. Training is a joke. Training is very vague and SOP are not easily accessible. Schedule can be conflicting due to them holding meetings multiple hours before set employees are scheduled to work. Lack of recognition for going above and beyond what your job title entail. Lack of ownership by supervisors, leads, and management. Supervisors, leads, and management look out for each other while throwing employees “under the bus”. Lack of leadership by supervisors, leads, and management. They will tell you to go do a job you have not been properly trained and when asking for help from supervisors, leads, or management. They will “forget” to come help or teach you a basic understanding of set job and then question why job is not done in timely or proper fashion. Expectation and work load is extremely high for anyone who is not a supervisor, lead or in management. Overall great stepping stone for anyone looking for good benefits, but comes with the cost of working a hazardous job with minimal pay and direction. 

Projects feel slapped-together and haphazard.  It felt like we were duping unsuspecting customers who assumed a company with our brand recognition would have the technical resources to provide a solid product, but instead there are no corporate standards and very little definition beyond telling contractors "just meet the applicable codes".

The lack of technical resources declines an opportunity for engineers to learn.  Instead, most learning occurs from mistakes, which is a slower and painful way to gain competence.

Becoming a manager only requires being smooth talker and a networker - not about putting your subordinates in a position to succeed.  Because of that, they default to the status quo unless a free solution falls right into their lap, and blame anyone but themselves if it's more complicated than that.  Be prepared to hear "you should come to with solutions instead of problems".

The best example of their penny-pinching and "the bare-minimum is good enough" culture is that they use Gmail instead of Outlook, which severely hampers productivity.  Their system for approving invoices is outdated by decades.

I am sure it is different in any other region.  That's what I was always told.  Mine was a very sad exception to the rule. Other regions don't behave the way the pacific intermountain did.  People were promoted and met their HR Business Manager. They weren't penalized for success or ignored because they didn't go to school for engineering or anything science related.  What does it matter?  Not just anyone can do this job. You have to be an INTJ or an ENFP and if you're not either you won't last.  There's no training or there wasn't in 2006, I was told no one cared about me and it was sink or swim. Luckily for them I love that and rise to the challenge. I feel looking back at times I was not supposed to succeed at all or get anyone in upper management or corporate's attention.  I was supposed to clean up the territory, stimulate some leads and not sign anything, then they'd terminate me like the employee before me; also a female.  Sorry.  They also don't want women staying too long.  Bring you in pay you nothing at 25 or 26 and I noted everyone who was 30, 31 in account management was driven out fired or quit.  Getting too old or would get too expensive, I guess.

Top Job Titles	Average Salary
Operations technician 10 salaries reported	$20.25 per hour
Production technician 11 salaries reported	$32.78 per hour
Technician 5 salaries reported	$29.25 per hour
Maintenance technician 2 salaries reported	$25.50 per hour
Plant operator 2 salaries reported	$21.88 per hour

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