machinist

production operator

manufacturing engineer

senior machinist

product engineer

Moog,-Inc

The pay is more than fine for the work you do which is just sitting down building a part at your area. Could probably never miss a weeks quota if parts were constantly flowing and you weren’t getting distracted by having to help other areas. 

Management Just needs work I guess. If there’s a good manager, they won’t stay or rather shouldn’t stay because they’d be a lot more appreciated somewhere else. 

This job taught me that not all leaders know what they’re doing. I’ve never smiled and greeted so many leaders that just walk past you like you’re a serf back in the old old old days. Saying “Good morning” bright and happy whilst holding a door open for your leaders to just walk through like it was your job to do so feels great. Respect goes a long way with morale at a workplace and I never felt fully respected. I felt like I was expected to goof or fail. I succeeded at hitting my marks more than I failed but was definitely made more aware of the failures. Could just be being a baby about it but I like a good metaphorical encouragement pat. 

This entire company needs to make their leaders read some Dale Carnage. It’s a fine place to work if you want to stay under the radar and just make a paycheck. If you want any kind of happiness or joy go somewhere else. Not to say the coworkers won’t bring joy to your life, certainly a great group of people.  

Some fantastic people in the Engineering and Quality department. Awesome people on the lines as well! Research and development squad are also some of the nicest and respectful people I’ve met! 

If you’re just coming out of high school you’ll feel right at home, the drama and gossip flows like the River of Jordan. 

I’ve had bosses that I’ve worked my butt off for in the past because I felt wildly appreciated and valued. This wasn’t one of them, retail had me more motivated for work than Moog. 

Some leaders in the main building are tightly rapped around control. Rules are meant to be barked at your inferiors not carried out by your superiors, something else I learned there. 

Overall, some fantastic people and friends to meet. Must have been an iceberg in the way of the leadership cause I didn’t see much of it. Mine was decently good at the time, the replacement leader was great at all aspects of leadership, he left (good call). The community and love that coworkers show each other when another is experiencing a hard time is very respectable. You could stub your toe and they’ll send an envelope around for you to make sure you know you’re appreciated by them. (More workplaces could use that kind of community).
Pay is pretty good. I mean everyone pays 15 an hour these days, probably best if you’re married and both have jobs or if you live within your means. Oh and the time off is pretty excellent! Really not a bad place to work at all. There’s just so many moving parts in this job, it’s so hard to make sure everything is where it needs to be. Line leaders typically do the work of the department leader. Which is honestly not a bad delegation, it’s just they also have to do their work and several others work when things get behind. Which they will, and then they’ll be super ahead. And behind again. 

Moog has completely abandoned the culture that made it such a great place to work. For years, Moog would take competent machinists who worked their way through the shop and promote them to Shop Managers and Performance Leaders. This helped to ensure that qualified machinists were being hired and trained properly which is what helped them become such a great place to work. However, a shift was made within the past five years to where anyone with a business degree was hired as a Performance Leader or Manufacturing Manager. The overwhelming majority of the current management there has no background in manufacturing which has led to a host of issues. They're bringing in people who have absolutely no background in machining and sticking them on complex machines with little to no training and then rushing them to an off-shift, then refuse to take any action when scrap piles up. Nobody is held accountable at any level. Planning schedules are made with no regard for machinist input on how jobs should run, managers blatantly employ favoritism to make up for their incompetence, and safety has all but gone by the wayside in favor of increased production. On top of this, they are changing their pay system for the shop workers to actually benefit these poor managers and ensure that those "favorites" will be promoted at a higher percentage instead of those who are quiet, competent, and efficient workers. They admit in meetings that they lie about the vacation policy to attract new talent (the policy is flexible planned vacation with no actual limit, but the shop managers put a hard number on it for the machinists while they utilize untracked "work from home" days). Promotions are nonexistent if you don't "play the game" and be buddies with the hiring manager (like most places) but it is incredibly frustrating considering the company parades around their values and talks about how they promote from within. Managers block promotional opportunities behind the scenes so they don't have to hire someone to replace you, all you receive is an automated email from HR saying you don't meet the basic qualifications which is rarely true. Also, for all of my fellow VETERANS, they DO NOT consider your military service to be of any relevant use to them. HR blatantly told me they don't consider being an NCO for 5 years to be "Leadership Experience". They clearly prefer business degrees that sit in a cubicle and send emails all day to be the leaders they want. Best pay you'll find in WNY as a machinist, but you've been warned.

The iconic culture installed by Bill Moog is quickly disappearing within the Aircraft Group.  "Mutual Trust and Respect" and "Trust is a must" only applies to an inner circle of the good ole boys club.  The mere mention of it on the floor brings sarcastic laughter.  Management lacks integrity in an environment of finger pointing and blame shifting.  Most of management has an arrogance that is only surpassed by the lack knowledge of the actual product/work in their areas of responsibility.  (Nearly every manager has never performed the work)  The best workers are overloaded and worn out, but expected to make up the difference of the majority.  As a result the best folks are leaving, while quality and on time delivery plummet.  The response to this has been to hire another entire layer of inexperienced management, usually personal friends of senior managers.  There is little to no focus on creating a quality work force or addressing glaring lack of discipline and accountability.  Trainees are training other trainees on a regular basis because the actual trainers have given up and left for other departments. 

Promotions appear to be based on degree's and who you know; clearly not based on performance.  Advancement is extremely difficult, with little to no feedback or plan for future opportunities.  True leadership is almost non-existent.

HR is absent most of time, unless they need to show up to defend the good ole boys.  There is little to no trust between most workers and HR.

The Government Property team suffers from severe leadership deficiencies and a toxic work culture. The Senior Manager has a well-documented history of high turnover, carrying a reputation from her previous role where team members actively sought transfers. Under this leadership, promotions are actively discouraged through targeted hostility and fabricated performance issues. Because the management team lacks foundational people skills and prior leadership experience, employee retention is critically low. While other departments within the organization offer great opportunities for growth, transferring into or staying within Government Property is highly discouraged.

Advice to Management

Management needs to understand that terminating employees arbitrarily severely damages company morale and reputation. The current leadership lacks essential people skills and operates with a level of hostility that crushes employee self-esteem. Respect is completely absent in this culture. Because of this toxic environment and poor leadership, this has been the worst company experience of my career. I strongly advise management to invest in leadership training and learn to treat their staff with dignity.

**Plus, the Employee Support Team only listened to the upper management**

This is a technology company ,contract with Gov. but sadly, the main core is not like that....lets look in....
 This is still exactly right in Blacksburg, VA.
"If you are unlucky enough to be a temporary employee here (which most postings on indeed are for) you constantly have a carrot dangled in front of your face with the hope of being hired full time. The only people who actually get hired or move up are those who know someone higher up or who kiss butt. I've repeatedly seen deserving people passed over in favor of much less qualified candidates with connections. This results in high stress levels and low morale. "
Internal job open and then can change any time to make it fit for buddy.
He/ She is your boss, it does not mean he/she: have more experience, more knowledge, or higher education than you.
No way you can get out of your  position from day one to move up unless you know the top 10 or you  have a your work site job ( your site work  that relates to their family business) .
They can cover everything, but not their knowledge. this very easy to see when you in the meeting.
Look around top managements, include some upper management, engineering, dont be surprise if they only have  High School diploma with a few course online, dont be surprise if they totally do not know a very  basic courses of engineering.
what we do today is for tomorrow, for our next generation.so what is your future opportunity ?
Hope tomorrow will be change !

A typical day at work depends upon how busy the company is.  Work is very cyclical and there can be periods where no work is available and the day consists of absolutely no productivity.  The system in which Moog employees charge time can be very convoluted.  Employees must charge work order numbers in order to document the time spent at work.  If no work is available employees must charge overhead.  During the lulls of work, supervisors seem reluctant to allow employees to use their time for self-improvement activates such as research and development.  Supervisors would rather the employees charge overhead and do nothing then take initiative to self-improve.

Management is also very convoluted.  Sometimes it is difficult to point out superiority within the company, and half the engineering team (or more) have never met the director of engineering personally.  There are also many instances where managers have backgrounds that do not make sense for the positions they hold.  Examples would be a manager with a mechanical engineering background managing an electrical engineering manufacturing facility.   

The best part about the company are the co-workers.  Everyone is very friendly and it is somewhat of a rarity to find someone that is not pleasant to work with.

The company makes the assemblers get the parts from internal sources who don't provide them. They're constantly running short on parts but demanding more assemblies from the assemblers. So they knowingly don't provide the tools to do the job. Then they tell employees to spend time training with veterans when they can't build because of the supply chain issues. But the veterans won't train others to protect their job security. So the mismanagement is compounded by a pernicious culture. They're inefficient, ineffective, and political. The layers of management are littered with failed processes. Not only do they breed bureaucracy, buy they also foster an environment that blames the lower level employees for the failures of management: to train, provide the tools to do the jobs; to create a good culture. They ask employees to work overtime when they finally get parts to compensate for the frequent downtime when assemblies couldn't be completed (nor when training could be completed because the veterans don't like to train others and the training isn't formalized). To add insult to injury, the pay is low. Work here if you have absolutely nowhere else to work. Use the time to look for a better job. Then dump them like the badly run garbage they are.

Started in the Repair lab in working in repairing old Navigational Aid equipment.  Some of the test procedures you couldn't make heads or tails out of.  Constantly, I had to pick the brains of other technicians and engineers (irritating at the most).  After a few months, I got the hang of the Repair lab and felt comfortable.  Around 3 months in, upper management decided to shuffle everybody around, so I moved to the production manufacturing department.  I thought this would be great.  No!  I had to work with this young girl who just came from the Navy and thought she was all that and had a bad attitude.  Really?  Then there was this upper management guy who would always come around hassling everybody about their current projects all day long.  I thought to myself just leave me alone and I can get more done!  The floor supervisor would always be looking for your first mistake.  And when you did make your first mistake, then they take you to the Human Resources office!  This place made me feel unworthy.  As an employee, you shouldn't have to kiss up to people, just do your job and go home.  So after I made my 2nd mistake, he walked me to the HR department where he wanted to fire me.  The HR guy is obviously in with the management so I had no chance.  Advice:  Stay Away From The Sinking Ship!

Moog is an oasis populated with highly intelligent and specialized individuals whose expertise ranges from welding to astr physics. Although they are highly educated and extremely knowledgeable in their fields they are also very down to earth and likeable. The company culture has endured since the founders origins in the late 1950's and the spirit and attitude of just about everybody is "It's my job" instead of It's not my job. The company is growing quickly over the past 3-4 years and the growth is somewhat overtaking the business systems that have been in place for many years however, the work force accepts this and makes do with what is currently available. Working with the US Government and Aerospace Industries requires a lot of rigor and exactness and therefore the work environment from that perspective is slow and cautious. The workers are all very poilte, respectful and motivated in part by great benefits, good pay and the promise of Profit Sharing each year.

In general, Moog calls me directly when they need something done in a hurry. They pay well for my services, and get their money's worth. The upper level management has made some bad decisions over the course of the last 8 years, resulting in some fairly severe downsizing and loss of business. The engineering management is generally pretty competent. My first stint at Moog was to educate their engineers on FAA DO-254 / NASA 7123 processes, and also to see a major product release from concept to TSO. Where Moog and other companies stumble is in the outsourcing department. Many of my consulting positions have happened because a company has gotten back a product from the far east that does "A", but their requirements need it to do "B". Normally, such a situation demands a complete redesign. Outsourcing is a fad that has definitely kept my consulting business very busy over the past 15 years in general.

Top Job Titles	Average Salary
Machinist 61 salaries reported	$28.23 per hour
Production operator 78 salaries reported	$18.03 per hour
Manufacturing engineer 87 salaries reported	$87,833 per year
Senior machinist 61 salaries reported	$31.24 per hour
Product engineer 33 salaries reported	$90,977 per year

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