engineer

senior engineer

intern

financial analyst

principal software engineer

Bell Textron Inc.

The best part of Bell Helicopter were my coworkers.  The staff was very committed and knowledgable.  However, I found the work to be in silos so it was very hard to move from one business unit to another.  I had spent nine years in cost accounting in different roles and finally reached a point where I needed a change to advance in my career.  Therefore, I decided I needed to leave Bell in order to gain a broader variety of experience.  

The best part of working at Bell was working with other subject matter experts to address issues. This experience broadened my understanding of the business and systems.

The hardest thing I had to do at Bell was stay inside my silo, or not get overly involved in helping others fix problems in their business units.  Having worked in cost accounting so long, I found enjoyment in educating others in how the costing system worked and how they could use system tools the implementation team developed to help these business users do their job more proactively.

On a typical day, I usually addressed auditors or supported production business units understand the system.  Bell undergoes DCMA and DCAA governmental audits in addition to internal and external audits from the big four accounting firms.  As such, I spent at least some time every day prepping for an audit or answering specific audit questions.  Outside of audits, I spent the remainder of my time educating various business representatives on how costing in SAP works.  I wrote documentation on system tools program managements could use to proactively identify cost issues and explain what the system is telling them.  This information is useful in identifying issues or at least explain variances.  I gained much insight into audit requirements and reasoning as well as program management during this time.

One other major skill I gained at Bell worth mentioning is an understanding of how SAP works.  I had to understand how the different SAP modules (FI, CO, MM, and SD) work together and recognize certain processes that do not work well or translate well into one of the other modules.  Examples of this include inter-company transfers and material repair work.  These processes have somewhat intuitive process steps in the MM or SD modules that do not translate well into FI.  Additionally, I gained a great appreciation for the CO module when writing the business rules for business object creation and maintenance.  This process proved as an example where errors in the CO module can create significant problems in FI.

It was a difficult decision to leave Bell, but in the end I felt I was growing stagnant and felt I could make more of a difference to my employer if I was employed somewhere else.

Duties: Administered major FFP, CPFF, CPIF, T&M, Letter contracts for research and development, production and services in accordance to the FAR and DFAR. Primary point of contact for internal contractor and external customer on all assigned business and contractual matters. Coordinated with other departments and management as necessary in the preparation of responses to customer correspondence, and maintained close professional interface with internal and external customer base. Reviewed and analyzed RFPs for contract risk. Served as consultant to management regarding appropriate exceptions/positions, and conducted negotiation of contracts consistent with organization objectives. Monitored contracts for compliance, maintained all contractual documentation and files, ensured all contractual documentation is concise and consistent both from a technical and contractual perspective. Negotiated prices and executes supplemental agreements for services, spare parts, provisioned items, and repairs. Resolved disagreements between auditor and contractor involving audit determined rates; and negotiated prices for not priced orders under BOAs. Identified and developed solutions to out of scope, cost/schedule changes, ensured company resources are not negatively impacted. Ensured compliance with all customer, company, and regulatory requirements. Facilitated and documented the contract/program closure process. Identified, documented, and managed export compliance efforts, documentation, and licenses. Managed contracts for design, development, facility, and manufacture of a variety of products and services, which encompassed a variety of contract types with special provisions. Audited all proposals and contracts assigned to assure every necessary clause has been included. Reviewed schedules, specifications, material requirements, and pertinent contractual clauses to determine administrative functions to be perform. Met with the contractor and/or participated with the customers in post award conferences to clarify issues or resolve contractual problems. Monitored contractor performance for compliance with applicable Federal Regulations, delivery schedules, payment provisions, and contract data reporting requirements. Supervised and trained up to 20 team members in the program initiatives.

PROs:
• Pay and benefits.
• Company growth potential.
• Friendly people.

CONs:
• The biggest hurdle for a salaried employee will be dealing with the union ("Us" versus "Them" culture).
• The Union contract ("Local Bargaining Agreement") is a poorly structured, poorly written document, filled with loopholes, that doesn't  help hourly employees or their management/supervision.   
• Management/supervision has limited control/tools in remedying employee discipline.
• No training or guidance provided.  Learn-as-you-go environment. 
• Poorly structured and underfunded process improvement program. 
• Overtime (OT) system is heavily abused by management and employees.  The system is used to remedy mediocre employee performance. 
• Goals and values - Major disconnect in between corporate and actual production. 
• Several workers lack background/experience for specific job functions.  Many workers were displaced several years ago due to mass layoffs. Many reentered the workforce due to their seniority in the union and were assigned to jobs that they were/are not qualified to perform.   
• Elderly workforce. Many employees over 65 years old.

OVERALL:
If you're looking for a job that provides security and a better-than-average worker wage, Bell Helicopter is a great place to work.  Unfortunately, the systems in place do not favor management/supervision.  Majority of the workforce spends about 50% of their time playing with their phones or surfing the internet on their workstations.  Many feel that this is an entitlement they deserve because they have worked here for several years.  The union has a reputation for protecting undeserving workers (slackers, non-producers) and advocates "brotherhood" regardless of the circumstances.

Responsible for environmental compliance of the site for six and a half years.  Managed all wastes- hazardous, universal, plant trash and recycle materials.  Created numerous "reuse" streams of materials, diverted annually over 200,000 pounds of recycle materials from the local landfill.  Was given the opportunity to manage sustainability for the site.  Processed the requirements to earn Bell a 75K energy incentive check in 2014.  Earned my LEED Applied Professional Building Design & Construction accreditation in June 2014. Supported manufacturing safety and responded to concerns identified by mechanics and during safety observations. Earned Bell Helicopter numerous awards, both with the Texas Environmental Excellence Awards and Textron Leadership Energy and Environmental Awards. The hardest part was not having enough hours in the day to do more.  The most enjoyable part was when I was able to make a difference and be a productive, driven, innovative asset to Bell Helicopter.   I built new lasting friendships and continued many relationships with others I had worked in previous industries with as we worked together at Bell as a very productive team.

Typical day: 9 hours, one or more meetings every two days, defined work but flexibility to investigate options on how to improve processes, interpret data, execute on deliverables, simplify or improve presentations, etc.

What I learned:  PPM, Earned Value Management, presentation skills, how to interpret EVM data and what to do with that information.

Management:  on occasion would stand in for the Program Manager (PM), applied previously learned program management skills to assist the PM and the IPT(s).  More often than not, acted as the sole departmental representative for EVM to assist the assigned IPT(s), supported product lines or designated program(s).

Co-workers:  like everywhere else, most people were knowledgeable and easy to work with, but then a few were not.

Hardest part of the job:  convincing PM's and senior leaders of the importance of EVM and how that data could help manage a program.

Most enjoyable part of the job:  it was Bell Helicopter and I was proud to be there (I actually parachuted from a Huey during Ranger School).  So, I liked being associated with a heritage like Bell's.

Their pay and benefits are second to none.  Compensation is truly the best you will ever make.  Good luck holding on to it though.  Most of the jobs in the Hurst/Fort Worth area are being moved to other areas of the country that have much lower wages.  Employees who are surplussed are not given offers to move with the jobs.  Who would want to anyway?  I can't think of anybody who would pick up their family and move across the state or country to take a $15 - $20/hr cut in pay.  This is not an exaggeration.

Some of the people there are good people to work with but many are just out for themselves.  Too many instances of people getting pushed under the bus for things they didn't do or were told (erroneously) to do.  Usually, nobody has your back out there.  There is often the constant fear of losing your job over small or inconsequential mistakes.

Their departments are very compartmentalized.  It can be very difficult to move up or laterally from one department to another.  Also, you can never move back to a lower tier job even if you are qualified.  If your job is being eliminated and you are getting laid off, you can't go back to an old job because the union won't let you.

It is a fast pace environment and we all work as a team to keep the reports up to date and all the invoices paid.  We receive emails and phone calls with problems of short paid or skipped payments.  We try to explain and solve the problems one at a time.  We have to work close with the purchasing department and receiving to make sure what the invoice has billed us is correct.  If it is showing up in the computer system different than he invoice then we have to contact the correct department to get it verified before we input the invoice for payment.  By the end of the week, as we right checks normally once a week, we print the checks and put them in the mail to reach the vendor on a timely manner.  I do FedEx packages as needed and I also take payments from our customers over the phone by credit card.  Then I will email them a receipt for their records and put a receipt in the file for our records.  I take care of record retention to send off site to keep for the time frame required to keep. We keep 2 years on hand at the office to be able to answer questions in case the customers records disagree with ours.  If my manager needs me to stop and help on a more urgent project than I am more than ready to help and get it completed.

Assigned test programs required the evaluation of specific data requirements, data system configuration, build up, installation & daily flight test operations. Daily duties included system programing, maintenance & recorded data downloading to engineering units. Some programs required domestic or foreign offsite testing. This position offered a new and different form of data acquisition from previous experience. Challenges included adapting to an elevated level of safety requirements and procedures involving test aircraft. The significantly higher data parameter requirements offered a greater maintenance challenge compared to previous system experience, particularly during offsite testing where resources and facilities were minimal. As with most corporate environments, politics and personalities required consistent tolerance and above the fray behavior. Accomplishing one successful test program and moving on the next was always a motivation with this position. My greatest pride were years as lead instrumentation specialist on the XV-15 Tilt-rotor program. The aircraft is now on permanent display at the Smithsonian Air & Space Museum

I loved my job and the people I worked for and with. Management was great! Still in contact with my former lead and supervisor. Depending on the department you will experience different job cultures but overall it was a very welcoming environment if you actually wanted to work. 
It is a union company and with that comes the good and bad of a union. 
Seniority is everything. 
When I was hired Bell was in the process of acquiring a new gov. contract, unfortunately it wasn’t in enough time. They had to lay me off after 4.5 months of employment. 
If they have a standing contract that has life left then it’s a great place to work. 
If not then your seniority is where you will make or break it. 
Low man goes out first. I was the low man but I don’t hold resentment towards bell or my union local 218. Business is business and unfortunately people had to go in order to get the new contract. 

Overall I’d recommend Bell Flight to anyone that wants a long career with a great American company making equipment for our military. Just be aware of their open contracts and how long they have left. I’m hopeful of going back soon. 

Develop 8 hours work for 8 hours pay assign work forverify for completion solve problems associated with the daily manufacturing of aircraft.
I have learned that the majority of people want to perform and do and good job and well be as good as they have been trained and most want to get ahead.
I have been in supervision for over 30 years and left Bell Helicopter under retirement but still have many good years left to help develop young supervisors and help Lockheed maintain there superior rating in the aircraft world.
Workplace culture has changed the my way or highway concept has faded away and now employees are coached to accomplish goals that meet company and employee goals.
Hardest part of a job in management is to assure everyone receives job satisfaction and all employees are able to function in a team concept.
Most enjoyable is to see every employee returns home just as he or she arrived and they all have the feeling of being part of the team

Top Job Titles	Average Salary
Engineer 9 salaries reported	$108,802 per year
Senior engineer 3 salaries reported	$94,667 per year
Intern 6 salaries reported	$25.33 per hour
Financial analyst 5 salaries reported	$82,200 per year
Principal software engineer 3 salaries reported	$147,000 per year

Working at Bell Textron Inc.: Company Overview and Reviews

Bell Textron Inc.

Bell Textron Inc. Ratings

Popular jobs at Bell Textron Inc.

Salary Satisfaction

Job Seeker Tools

Employer Tools

Browse

Stay Connected