tire technician

service technician

technician

machine operator

operator

Michelin North America

Advised company management regarding safety protocols and procedures to ensure regulatory compliance as mandated by
local, state, and federal agencies; Developed and implemented specialized training courses to address immediate business
requirements; Ensure training program content meets customer and company needs; Assisted other managers in ensuring
training record accuracy and compliance with applicable regulations; Developed and maintained training schedules,
communicating as necessary with all affected parties; Periodically reviewed and updated training curriculums; Conducted oral
presentation before a decision-making body, advisory board, a collaborative stakeholders group or at public meetings; Reviewed
and ensured contracts, cooperative agreements, which comply with appropriate laws and directives that, are technically
complete, and accurate, with local, State and Federal agencies; Developed effective written communication programs to convey
technical and non-technical information concisely and clearly to persons with varied technical, business, and government
backgrounds; Reviewed and updated environmental safety and health website; Conducted audits & provide ongoing training as
necessary for different departments; Investigated accidents; identified root causes, and make recommendations for corrective
actions; Evaluated new and existing equipment and processes before equipment is placed into production; Executed air and
noise area and personal sampling floor wide, monitor air emissions and hazardous waste for contaminants; Analyzed data and
test conditions; Maintained tracking for all incidents throughout plant and update the OSHA 300 log as needed; Conducted
ergonomic assessments for new equipment and everyday work procedures; Set up and operated instrumentation, including
calibration, maintenance, repairs, or modification of existing instruments; Assisted the recruiting team with college campus job
fairs and interviewed potential new hires utilizing competency identification and behavioral interviewing techniques.

Headcount is constantly low, which means break relief and machine assistance is spotty at best. The supervisors and management suffer the same issues and are usually too preoccupied with their metrics to bother with understanding how the machines operate or how their employees are handling the work beyond meeting metrics and quotas. If you're lucky, your manager will have been an internal promotion who has actually done the job. If you're like me, your manager will be an external hire who has no idea how the machines of their department actually operate. 

In training, and in regards to the benefits, the company makes you feel very valued and well-compensated. When it comes to the actual work, though, it's very sink-or-swim and you may find yourself feeling abandoned, forgotten, or stranded. It's long shifts, hard work around dangerous machinery, and you will ruin clothes (rips, tears) and smell like hot rubber constantly, even after leaving work. 

The rotating 12-hour shift schedule means 2 weeks of days, then 2 weeks of nights, and it rotates consistently like that. This means you have a lot of days off, but during your night stints, the struggle of catching up on sleep really eats into your off-time. In theory? It's great for work-life balance. In practice? It's hard to adapt to and difficult to plan around if you have a family. 

The company culture on a macro level is awesome, but the day-to-day struggle of headcount makes actually doing the job so much more difficult and stressful than it has to be. I have never been more stressed at a workplace and working here motivated me to leave the manufacturing field entirely. 

This is a real shame because if the company could make its culture better align with the work environment, it'd be an amazing place to work for. Right now the company is stuck in a vicious cycle of losing headcount because headcount is low, meaning they can't retain anyone long enough to alleviate the issue. I tried sticking it out, but I wasn't provided the cross-training or assistance that I had been promised. Eventually, the benefits and pay simply weren't worth the stress. 



Everyday I came to work I knew what was expected. We had meetings on morning shifts then I would go to my machine and start producing tires. If it was an off shift, I would fill out the proper paperwork and begin producing tires. I mainly learned to work with different types of people and what it really means to be a part of a team. The management at Michelin was okay. You had your good managers who looked out for people and talked to you as if you mattered. Then you had the type of manager who looked down on people and was only out for themselves. The co-workers there were okay as well. It was a pretty stressful environment at times so not everyday was a good day. But because we worked so many hours together some of us felt as though we were family and bonded well. The hardest part of the job was the labor. After 12 hour shifts sometimes it was hard to stay awake while driving home. Then with the repetitive motion to complete the tasks caused alot of injury to the joints and bones on the body. The most enjoyable part of the job was recieving the excellent benefits such as free tires, free Sam's Club membership and "Family Day" when they had rides and food for the employee families.

The job description listed for the fire site Specialist is not even close to what you will do. The listing gives a description of things at a company commander (captain) would do on a professional fire department. You will be trained on their emergency response team (ERT) but you will take a backseat to employees that have received the ERT training, but have no experience in stopping a hazmat leak, spill, or fire other than the ERT training they received for the companies insurance policies. Most of your day if not, all of your day will consist of being a glorified guard shack employee the company does not ask for any type of documentation showing that you are a certified EMT or that you have previous far fighting experience. Direct management is a joke. Overall, the pay is good. The work schedule is not you work 12 hours a day but it is a swing shift. Meaning you will work a Monday Tuesday 6 AM to 6 PM then you will be off Wednesday Thursday and then you will come back and work a Friday Saturday Sunday 6 PM to 6 AM also the fire equipment that they try to issue you is whatever they have on hand. If you are looking for a job that pays well, and with individuals that have hardly any experience working in a emergency service industry that is the job for you.

First day on the job and management told me to just have a seat and they would find me a trainer. After 2 hours of sitting another guy ask me what I was doing. I said waiting on a trainer. Well the guy that told me to sit went home. Then the trainer they got me was all mad that he had to train me. The place was so screwed up. We had to Scan material and was trained when the scanners don't work just beat them on the machines until they start working. Had to move material all over the plant to store. No organization for this at all. Areas were poorly marked. Same material in different areas. All most impossible for new people to learn locations. Very disappointed in how this company was ran. First night had a few people tell me the place suck to work at. All had stories on how they have been screwed. The 2 week training before you start on the floor was excellent had a great bunch of guys.Old beat up equipment that keep breaking down. Because I quit I would never get hired back but I wish I could go back and work to organize the storage of the material and setup the locations and label it. Insurance was the best around.

My day normally starts at 7:10am and from there I am in meetings until 10:00am after that I am on the floor with the wage workers helping to improve the process or making sure they have all the material to be successful. Over my five years I have learned a lot because this was my first time in management. I had to learn not to jump in and do the wage person job and that this is a Union facility. I enjoy my co-workers and the diversity we have as a group, from the 35 years veterans to the ones with less than a year, we all respect and encourage each other to do better. The hardest part of my job is the work/life balance and as a salary person you must make adjustments and prioritize to avoid working 60 hours a week. I really enjoy my work but I get excited when I face an issue and have to use my troubleshooting skills to determined the root cause or when there's a problem and I am the only to come up with a solution.

Management has changed more than my underwear. They are hemorrhaging employees even though the pay is pretty good. Remember, people don't quit jobs. They quit managers. Their implementation of management practices are sound but are rarely followed. Threats of write ups if you're resistant to micromanaging. Operators used to be trusted to do their job. Now the BUL spends 5 mins in your area and decides he knows better. Thankfully I've gotten enough confidence to know I can do better in the same role and am leaving soon for a supervisor position elsewhere. Michelin has also dropped the ball on promoting from within since they can't even keep operators any longer. I guess they figured stunt their growth and hire outside the company for supervisors was the way to go. Not a good plan. I'm taking my 5+ years with me and they are losing a good employee because of it. I don't wish them negativity. On the contrary. I hope they get back to where they used to be. But seeing the backwards progress of management style has really put a sour taste in my mouth.

Your direct management is a joke, only pointing the blame to others and taking up for those that can't or won't perform job tasks and enabling them to do anything they want. It's based on who you know and not how well you perform your job tasks. Show up every day on time and do your job and half of your partners job to ensure you meet daily goals, and make one mistake and you're being punished based on the progressive discipline. If you have horrible attendance and barely complete job tasks then you're seemingly untouchable and never get any discipline actions. Seems to take 10+ years for any notoriety and considered "experienced" and slows progression on most careers. The company strives more to higher and promote from outside the company and pays more money than experienced operators being promoted from within.

Over the years since I was hired. The management changes every 3 years. There is no consistency with the level of training that is given.  Nor is there any value to the core of what the company stands for. The upper management over the shops act as if the world is going to end because they have over committed to the customer and cannot provide the goods. If they would listen to the employees and fix what is broken things would run smoother. I used to love walking into work. I felt proud to work for Michelin, but not anymore. There is the non-advancement unless you're one of the guys/gals club. Most people will quit because they will never come off a rotating swing shift. The turnover rate is obscene. Even 6 years ago everyone in the plant knew who you were atleast. Now new faces every day and you don't have a clue who they are. Most leave after a week. They can see the bs immediately.. This is just a few observations over my time with the company.

The start out with a walk through of the area to investigate things that may cause us not to complete the plan for the day. If I find something we review it and determine what need to be done to fix the issue. Their is always something new that will show itself, but each day bring new problems so I have to evaluation the issue and ask questions if I'm not sure before making a decision. I love working with people its a hard thing sometimes because everyone have a different personality. But once you get them to understand you and what you expect they become easier to work with, it takes patience.
Hardest part of the job is getting people to recognize the importance of making changes and something (new) being implimented to the job. In the end when you get all the above excepted by the work force its a great feeling, but we know it does not stop there we have to keep pushing forward to make the product better and costless.

Top Job Titles	Average Salary
Tire technician 98 salaries reported	$23.34 per hour
Service technician 2 salaries reported	$21.50 per hour
Technician 4 salaries reported	$32.90 per hour
Machine operator 4 salaries reported	$54,750 per year
Operator 19 salaries reported	$21.92 per hour

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