aircraft mechanic ii

aircraft mechanic

senior avionics technician

works manager

maintenance supervisor

Vertex was a great place to work; however, they have their issues to work out in the field.
     Work was great but if you are a high achiever don’t make it known because they demand more out of people that get the job done while others seem to just get away and ride on those who do the work.  Even though issues are brought to management or the supervisor; the management team seemed to not care as long as the work gets done.  
    The Meridian site could be a much better environment if they were able (not with the help of the local union); to get rid of the problems or just flat out make them do their JOB.
    I loved my job there the first few years but as time went by I realized I was stuck in a rut as I was going nowhere fast.  Meridian is not a place for those who want to enjoy job growth, but for those who want to just make money and be used.  (DON’ T BE AN OVER ACHIEVER HERE!!!!)
   Additionally the Meridian site has a culture problem.  They foster a culture of overworking those who are reliable and hardworking; the  leadership team does not engage with its people.  People seem to take a backseat to the aircraft.  
     I would have given another 10 years there if management would have shown the interest in my professional growth or professional development.  I felt like I was just another number to get the job done while others just set on the sideline watching the game.  
   This review is an honest assessment of my time with the Meridian site.  I am sure VERTEX in other places is different and I sure would love to see changes take place in Meridian Mississippi especially  for those who are hardworking and still working there.  Vertex needs to do a round about there because the overall culture there is draining and mentally exhausting.

* A typical day at work consents that verification of all billing is correct. Ensuring that the mission is completed, regulations are updated regularly to ensure that all questions asked by a Service Member or Government Employee is answered the most current application

* Everyday learning something new regarding another area of the process is encouraged.

* Management goes above and beyond to ensure the employees are happy and satisfied with their job. At anytime that a problem arises, all employees knows that the door is always open and their concern will be taken seriously and a solution will be found.

* Co-workers are a family. They always look out for each other and celebrate birthday, holidays, accomplishments, ect.

* The hardest part of the job is being tasked with a project and not being able to complete it by the deadline. Taking pride in you're work is extremely important and when something is out of your control, it is not an excuse to miss a deadline. That just shows that asking for help was not done in time. 

* Having the confidence to know that any assignment that is given will be completed either individually or with the team means that the management has the upmost confidence that it will be accomplished correctly. Being recognized is always a joyous feeling. Everyday coming into work ensures that you are a valued member to the organization.

( These are probably not answered correctly, but this is how I interpreted them. Also, I don't have a ping pong table )

I’ve worked in many places, but this is the most toxic and dysfunctional environment I’ve ever encountered—and it all starts at the top. Management weaponizes the 90-day probationary period, using it to intimidate, control, and weed out anyone who won’t toe the line. Performance means nothing—what matters is submission.

I was promised “low turnover” in my interview. The reality? It’s a revolving door, and leadership is in total denial about why. Instead of addressing real issues, they play ego games and create drama. Any attempt to solve problems or think independently is treated as insubordination.

The place is dominated by military lifers who import all the worst traits from that world—cliques, blind loyalty, toxic rankism, authoritarianism, and an obsession with hierarchy. Merit and real leadership are nowhere to be found.

During my time, managers would schedule constant surprise meetings to ‘address concerns’—but these were just thinly veiled attempts at intimidation. Constructive feedback was met with hostility, and any sign of independent thinking was treated as a threat.

The work is bland, boring, and uninspired. If you want to actually build a career or enjoy your job, keep looking. There’s a reason people don’t last here. The turnover rate isn’t a fluke—it’s a symptom. Don’t ignore the warning signs. There are better places to work.

Prior to the merger with Vertex, my position with legacy Vectrus was one of the best positions I ever had. After becoming a conglomerate, my position became nothing short of depressive. 

The organization's direction has strong headwinds and is filled with stormy seas. Prior to Vertex coming on board, Vectrus had a budget model 100% in Excel. There's major growing pains with the legacy Vertex ERP being instituted company-wide. There's no cohesiveness with it and already-existing systems from legacy Vectrus. 

Work/life balance also doesn't exist. I would take mental health days and couldn't get away from people emailing/messaging even knowing I was on PTO. If you don't answer, you come back to an absolute mess. It's a no-win situation. 

An upside to V2X is there is ample room to grow, but you have to have a 'I will buy a fixer upper home' mindset. If you put in work, don't mind headaches and working long hours away from family for a marginal return, this might be a good fit. Otherwise, I would stay away. 

The Vectrus mission on the current contract is to support the IT infrastructure of its customer, USACE.   However, they have failed to provide the necessary man power to fulfill their contractual obligations.  Rather they have persistently made politically motivated decisions that hurt the SLAs they are required to meet.  When deficiencies are identified by the customer for remediation, the corporate response has been to add beaurocracy to the technical process thereby making the deficiency worse, not better.   When workers, low level supervisors and mid level managers bring these issues to the table and propose solutions they are not heard and no changes are made.  However, the instructions, change in processes that incorporate more bureaucratic oversight, and unreachable SLAs continue to be pushed leaving the workers with the impression (and indeed belief) that communication is a one way street.  
The only redeeming quality or value found in working for Vectrus is the opportunity to work from home.

The pay is good here. However, that comes with a price tag of your peace and sanity. Management is constantly leaving for different companies. I’ve had 5 managers within a course of two years. Management is UNPROFESSIONAL. They hire anyone to fill the management role fast, but that person lacks knowledge, lousy, and unable to lead. One manager openly admitted to not reading emails. He thought it was funny. Our teammates didn’t find the humor in it. Over time was swung on us at the last minute. It was eluded if you missed 1 day of overtime, you’d be fired. Management likes to motivate through fear. If you make a mistake, they will make it seem like you’re awful at your job and you need to be fired immediately. There is no appreciation in the recruiting department. Hardly ever was, “good job team” said. Often times if you put in for PTO, management would get upset, even if time was placed into weeks to a month in advance.  But it’s a company benefit. I think anybody that’s thinking about a recruiter role or any other role within the Greenville office should consider it for the money and the experience and leave within a year or two. 

The compensation may seem appealing, but it’s hardly worth the dysfunction. Management turnover is constant, creating a lack of direction and inconsistent priorities. Employee input is disregarded, even when it could prevent foreseeable issues. Advancement is often based on favoritism rather than performance, with qualified and respected candidates routinely overlooked in favor of less capable individuals.
Supervisors hold disproportionate influence yet are frequently absent or disengaged. Harassment and unprofessional behavior go largely unaddressed, even when incidents occur openly. Accountability is virtually nonexistent, allowing toxic conduct to thrive.
The turnover rate is alarming. Many employees openly admit they are “just here for a paycheck,” leaving dedicated workers to shoulder the workload. The culture enables underperformance and rewards compliance over competence. For professionals seeking a structured, fair, and performance-driven workplace, this is not the environment.

I personally witnessed hundreds of qualified employees let go due to the incompetence and mismanagement of managers and senior leadership. If you have any education or experience you'll be shown the door while underperforming, sub-par wannabees inhabit the organizations backstabbing work culture. The company pays it's employees quite a bit less than other aerospace and defense contractors because they allow people with no college degree or experience to thrive thus lowering the bar for everyone. Some programs have absolutely no training whatsoever and employees new and old alike "fail-as-you-go" with a compliance department that makes up a new set of rules each day. Endless meetings that accomplish nothing. The managers/directors lied on their resume but get the job anyways

Contract maintenance support for the T45.  Some very experienced mechanics, ground support equipment operators, logs and records, QA and maintenance controllers.  Just like any company, there are good and bad people.  Management doesn't understand the requirements of personnel set by the contract and Navy requirements/certifications. Because the T45 is no longer in production, getting replacement parts is like being a kid on Christmas Eve with no gifts under the tree...back ordered...sorry about that.  So Cannibalism from one jet to another is an everyday occurrence (double the work even for consumables).  If you are accustomed to doing more with less, you won't mind working here.  I personally have purchased tools and given said tools to the tool room to incorporate into the tool inventory because management is not pro active enough to get people what they need to do their jobs.  

The particular program that I was employed for had a poor management team. They intimidated their employees, discriminated, and did not promote fairly within the company. There were several complaints filed on the managers and eventually those employees were fired or quit. I experienced discrimination from my manager. I was a harder worker whose performance was recognized several different times by the service members. I wanted to advance within the company but my managers would never approve my Job Interest Forms. Yes the managers have to sign off on this form before you can apply for any job. Which I find to be unfair because my Project manager never took the time to get to know me and never worked closely with me to be able to truthfully give an opinion on my work ethic and qualifications. I had a terrible experience working for this company in Alabama but I have heard great things about different locations.

Top Job Titles	Average Salary
Aircraft mechanic ii 86 salaries reported	$49.99 per hour
Aircraft mechanic 106 salaries reported	$48.02 per hour
Senior avionics technician 41 salaries reported	$52.23 per hour
Works manager 19 salaries reported	$108,021 per year
Maintenance supervisor 21 salaries reported	$113,833 per year

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