assembler

machinist

production associate

plant manager

machine operator

Parker Hannifin

I’ve heard it said, People don’t leave jobs, they leave management. This is the reason I’m leaving Parker Hannifin GTFSD in Glendale AZ.
 My 'supervisor' doesn’t know how to do the job I do. Wasn’t involved in my training. When Final Inspection had full FIFO racks and overflow racks, we had to train the supervisor how to inspect nozzles on the Final Acceptance Gauges.
There is no reward for effort, contributions to continuous improvement or going above and beyond standards.
I corrected all of the Final Inspection Reports, some Travelers (work orders) and a Component Maintenance Manual. The corrections were all approved and changed by our QE and OEM.
I discovered a problem with the GE90 Inlet Strainer and fought through a documented performance review to get an inspection process/procedure for it. Instead of working with me, my supervisor worked against me when I was trying to help Parker return nozzles in a safe and airworthy condition.  I've also MDR'd (Material Defect Report) O-ring installations due to them being twisted during installation. Even after sending emails with links to information about twisted O-rings, this was also on my documented performance review. I've worked in aviation since 1987. 22 of those years were at Columbial Helicopters Inc., the world leader in heavy lift operations. The last 5 years there I was the external customer component lead mechanic. I mastered all of Columbia's hydraulic components and they opted to promote me to lead mechaic of the external customer components (different components from Columbia's). The nozzles at Parker are very simple compared to all of the servo actuators I've overhauled.
Communication;
The supervisor is very disconnected. Communication with the team is sparse. Very seldom comes out to the RTS area for communication, and when there is communication, it's not with the entire team. Canceled weekly (Wednesday) HPT (High Performance Team) meetings often. My supervisor once said to me, “You’re more of an extrovert. I’m more of an introvert.” If that’s the case, then this supervisor should step down and let someone take on the roll that can communicate to their team. My supervisor took hearsay from people on my team, CSO and Engineering, didn’t communicate with me at all about any of their issues with me, then used the hearsay negatively against me on my yearly performance review. I received no pay increase. First, my team members, CSO and Engineering should have talked to me if they had issues with me. Second, my supervisor should have instructed them to talk to me first. Third, my supervisor should have had a conversation with me about the issues. That was a poor way to handle this situation.

Hired at entry level and upon departure maintained level 5 secretary III position. Business requires more overt displays of employee accomplishment. Although you may go the extra mile and offer your assistance to many projects and associates throughout the day, your priority should be your immediate supervisor. I learned it amounts to very little if what you have accomplished in a typical day cannot be recognized, acknowledged, or measured by your immediate supervisor. I valued my role, co-workers, and my department managers. I believe many to be top notch, educated, capable professionals. I believe too that in a bad economy hasty decisions are made with little regard to the consequences. My supervisor was straightforward, and genuine. I found him to be honest, trustworthy, and sincere. I was offered many opportunities for growth. New challenges and greater responsibilities were introduced regularly, which helped to build confidence and self worth. The tools and resources necessary for success were readily available including online business courses for interested employees. The negative aspects of working for this company are relatively few. Perhaps one of the less positive aspects is in managements failure to identify those personal qualities and unique traits in individual employees which can become both an asset and enhancement to the business. Lack of self awareness and passion in management can deplete employee drive, confidence, and productivity. This destructive tunnel vision may cause management to jump to an early often incorrect assumption that an employee has been accurately labeled and adequately judged regading company "fit" and potential for success. A determination which cannot be made without careful thought and introspection. I firmly believe that if you treat someone with respect and limit your need to label them, an employee can and will produce results you had not expected. You cant step on a plant and expect it to flourish. With support, resources, and minimal guidance it occurs naturally.

Lower level management really did seem to care about employee development and employee well being. Compensation wise they are competitive if you are an external hire however once inside the company don't expect much more than 2% every year. The salary for my position was about 20% lower than the median salary for my role/region while also having more responsibilities than comparable positions. Unfortunately lower level management are very restricted in what they can offer and most middle and upper level management did not seem to prioritize retaining employees. 

Working at Parker had a fairly decent work life balance which really depends on position. Pretty flexible in terms of being able to take time during the day for personal/appointment needs. Operations jobs did require fairly long days when compared to the compensation offered for that time but working weekends was rare for salary employees (normally really only had 15 minutes or so for a lunch before something would need immediate attention). 

Some training is offered but overall most things need to be learned through experience or personal education. Overall Parker offers a great environment to learn skills/get experience in order to get a better career.

Many positions have a lot of busy work and tasks that need to be completed that don't help the employee grow skills and tend to lead to burnout and not feeling empowered. 

The 401k/medical benefits are average to good but there are better offers out there at other companies. The stock match is great as the company's #1 focus is raising the stock price and growth which is great for shareholders. It seems that employees suffer due to this. Capital investments are rare even when equipment is severely obsolete or broken. Compensation is lower than the competition. 

Vacation benefits are good if you stay with the company for an extended period of time. Vacation time can't be rolled over or paid out unfortunately.

My best advice is to negotiate a high pay rate and extra vacation time before you join the company as the opportunities to do so without moving to a new location are slim. 

A typical day at work would be processing invoices and other normal work as required for the contract worker position I was in. What I learned about this company is that they are great with their direct hired employees, but if you are a contract worker or a temp, you will get the very short end of the stick. Management is fantastic with their direct hired employees, but again you are constantly reminded that you're only a contract worker or temp and you're treated as a second class citizen. Also, if you're a contract worker it is frowned upon to ask for more than a day off to take care of personal business, etc. If you are a contract worker or temp, don't be sick or dare ask for time off even for a dearh in your family otherwise you'll face the consequences. But if you're a direct hire, you can ask for days off without any worries or problems, and if you call in sick, you won't face the scrutiny as a contract worker or temp would. The co-workers that I worked with were nice, but one was not. However, people out in the shop were friendly and would smile at you, as oppose to a few in the main office building. The hardest part of the job was walking up and down stairs anywhere from 3 to 4 times a day, and if it is month end, you would have to make more trips to pick up the shippers for invoicing. People with arthritis or other ailments to the back or legs would not fair well with this job. The most enjoyable part of the job was actually just working and getting my job done. Overall the company is great for someone who is a direct hire employee, but for someone working as a temp or contract worker, you're not entitled to anything because you're not a direct hire and to have access to their networks is like going through brick walls just to be able to obtain access to their systems just to try and get the job done. It took me over a week to obtain access to their networks so I could actually do some work which made me look bad. Direct hires seem to wait less time and are up and running within a day or two.

Many pros and cons could be listed about Parker. My attempt to keep things short will be difficult. I titled my review as stepping stone, because there is very minimal to no advancement within your natural team. Year after year, hard work and devotion would go unnoticed. The constant question of, "what can be done?", by management and the corporate legs outside of the facility, is a blanket to continue allowing quality team members to be left in the dust. While cost of living rises, it is almost scoffed at when raises are asked for because within years there was almost no raises, for anyone. With very minimal structure it seems at times things are barely scraping by. Team members whom constantly attempt to uphold standards, constantly question why they are trying to follow these standards when they watch so many others get away with a multitude of unethical practices, and "breaking rules". The floor leaders of the shop are the life blood of the company. Without the team members out on the floor, the business will not move forward. That effort is not praised enough and the expectation to become complacent is very present. There is no control within the facility. Corporate retains all decisions and there is a trickle effect of information that at times is almost like playing a game of telephone..noone gets the same message. Depending on your position, the work can be extremely repetative. While preaching safety, many injuries have and can continue to occur with the pressure for high production on custom work. The company does provide good benefits with 401k, vacation, and sick time. However, be careful of using your earned time off because you may be heavily judged for it by many others, especially within management. The pay is not very competetive and the max out on the pay scales even leave people unable to afford their monthly bills within the state, as of now. There is occisionaly mandated  OT, especially for some areas more than others, or always voluntary, almost 24 hours, 7 days a week. Ive seen the life of many people be drained working here. 



I worked there in almost every area. But I could never advance to a better position. The only way you can advance is to be in a click or family. 
You top out on pay at 4 yrs and you have yearly raises but so does your insurance premiums. But when a person been there 15 yrs makes the same as a person who has been there for 5 yrs make the same pay. 
You are going through a illness and you are only guaranteed a job held 6 mos and you are going through treatments and want to keep your job and you have to come back to work for the next month or so. 
Changes in the attendance policy and FMLA policy are not people friendly especially when the HR is never available for 3rd shift. 
They have stopped any employee activity like summer picnics or Christmas dinners. The employees were just trying to get it done but they stopped that. 
Too much favoritism and people who get away with lil as possible because they have flirted with the supervisors or team leaders.  
You do the work and keep the job done and you have no recognition for the job you have done. But what you get is more added to the job than you can do and you don't get the pay for doing it. Employee morality has been negative for the past few years but they don't care. They say they have programs that will boost it but its not a very good idea of what they do. 
They have a good start pay program for new hites and if you use the referral program but that is about it. Their raises year and year were always 50 cents and below. But they swear to be about the same as other companies in the area but they include the RONA bonus and its not guaranteed or the same thing over the months. And any kind of warehouse improvements come out of it including the paint and cleaning the warehouse. 
No compassion for the people who are doing the 50 hr week job. Personal life and the family life doesn't matter to them. 

TL:DR If you don’t mind terrible management, obvious favoritism, the risk of losing your job if you speak up about something, or last minute mandatory overtime; This may be right for you. 

There are definitely favorites all around the facility that can get away with doing anything to you, aside from MAYBE punching you in the face. I’ve witnessed multiple temps fired simply because a full time employee “didn’t like them” and said something to management. Loads of retaliation happens in this building. If you speak up about something as a temp you’re liable to lose your job. You do not feel like you have a voice here. Multiple complaints have been ignored along with a plethora of safety concerns. Management is by far some of the worst I’ve ever had to work for. People who do not have the slightest clue how their department works, yet somehow are salary paid employees. Getting hired on is a nightmare. Very frequent talks of hiring freezes. Upwards of 200 days before you actually reap the great benefits this place offers. The benefits are the only quality to this place aside from the work. The work is cake. In the time I’ve been here I have lost count of how many people have been fired. Some reasons fair, most were very concerning. They will NOT tell you in person that you are fired. You are lucky to receive a call or email. Most cases they turn your badge off and you don’t know you’re fired until you show up for work. Temps mainly. Be ready to do people’s jobs for them because they would rather sit on there phone than to work. Even infront of management. Overall, I would tell my friends looking for work to seek it elsewhere. The only thing you will find at Parker is a mess of a place that has the potential to operate a million times better if some people weren’t in charge, and some people weren’t employed.

I really enjoyed the work and it is exactly the kind of welding i wanted to be doing long term. clean booth type tig work. First you will do the orientation classes for a week telling you alot of rules and why. Then first day on the work floor you find out everything revolves around your efficiency numbers. they want you to perform at 110% the combined average time everyone before you has done on every step and you will hear about it in your reviews. So all safety and rules and ethics go out the window for time. ive seen people turn grinders up to full speed on titanium (fire hazzard), clock in and out of paperwork early or late to shave time off and even clock in on my paper work to claim one part for a few seconds dropping my over all numbers and boosting his. Welders, the welder 1,2 and 3.....ignore it it is not what welding industry usually is. its a pay scale and they have a documented path to move up BUT your super has 100% control to bump you up and ignore the path or if you don't get along he can hold you back in spite of that path being well more than completed. as a  welder 1that met the requirements for welder 2 5x over  but repairing the work of a welder 2 who i trained was bumped up by the super who didn't meet those requirements. this kind of thing happens alot. talking to a welder 3 i was told it makes you both envied and a target. if you get welder 3 then welder 2s will want to know how/why or assume you got the supers pet award. its not a weld shop, its an office environment so you welders out there. Be nice! weld shop humor attitude will get you disliked real fast. HR.....they are there to protect the company from legal problems including the one you bring them so plan your exit if you complain. mite need it.  i complained about my supervisor to HR, i got shut down and laid off 3 months later so one can assume

If you can show up on time, and do your job correctly the first time each time, want or don't mind mandatory overtime, this place is a great place to work. The management and coworkers for the most part at my location were all awesome people to work with. The training wasn't actually very good but I'm good at learning through on-hands experience so I was able to easily learn to do more than what my position actually required.

The downside is that the company has issues hiring enough competent people to keep up with the amount of work to meet the clients' orders, which leads to the people doing their job properly having to do extra to try and keep the backlog from increasing. Which then leads to...

The reason I quit was because of a next-day notice of mandatory non-negotiable overtime required for at least the following two months or more. This wasn't a decision from management, but from the corporate level. 10 hour shifts Mon-Fri starting at 5:30AM/3:30PM, and on Saturday starting at 3:30AM/8:00AM. The start time is based on your shift, and is non-negotiable. If you can't make it, find someone to fill in for your or get a point.

I'm sure some people reading this remember being in Elementary/Middle School when the entire classroom would be punished because the actions of a few other students. Enjoying watching the movie quietly? Too bad because two kids over in the corner won't stop talking so now nobody gets to watch the movie and everyone gets to do classwork instead.

Unnacceptable. It's not my problem anymore at least.

Most peers in the trenches are the most sincere and hardworking people I've had the pleasure to work with.  The environment is very "target-rich," and with the proper attitude, strategy and tactics from management would be a pleasure to actually work on.

Most managers (almost all 20+ years), sit around droning on about why things aren't as "lean" as they'd like, or how few years are left to retirement.

The only way to get promoted is to show nothing but smiles as slashing and burning in the name of reduced overhead and increased ROI results in continuously mounting, catastrophically critical tasks being piled upon seemingly increasingly detached, unwitting or incapable peers.  Plees for more support or training are met with dry cynicism or interviews with incapable candidates pulled from lower-wage tiers.

Those that enjoy the shining light of cronyism and manage to dodge and duck at the right time are handed mundane or cookie-cutter projects that make them look great on paper.  Only in private will those privileged few occasionally show their humanity and admit their helplessness.  I've heard the phrase "fail upwards" used more than once.

Green screen ERP, Lotus Notes, WebFOCUS for BI, implementation of new systems more often than not is due to end of life and is approached with uncertainty, lack of training and leaving the old system up to run side-by-side which increases complexity atop an already strained infrastructure.

But I DO LOVE the work.

PROS
Many intelligent, sincere and hard-working peers.  Clean office.  Steady paycheck.

CONS
Detached and chaotic management structure still loathing the defeat of SNA by TCP/IP.

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