Pros: extended contract work, weekly paycheck, high pay for previous semiconductor experience, 12-hour schedule
Cons: [all of the following depend on the shift] morale, training regiment, hostile work environment, poor management, favoritism
I was contracted with GCA Services to work for the Freescale Chandler Site, former MOS 8.
The new hire contractor orientation, unlike several I've unattended, was actually enjoyable yet remained informative. Many kudos to the OSHA trainer; said individual made that portion very fun and was very funny.
Before I continue on with the rest of my review, – more... I'd like to make a disclaimer: This was my experience on one of the night shifts and as such have no idea how the work environment is on other shifts.
I greatly enjoyed my work, the duties assigned to me and the 12-hour compressed shift.
Unfortunately, the one major flaw or con, were the Freescale Employees.
Morale, dissatisfaction, drama, favoritism were rampant on that particular shift.
You have a great deal of former Motorola employees, some having been there for 20-30 years, still working at the site, many of which contributed to the drama and low morale in the workplace.
Being negative, unwilling to work or cooperate with others, throwing tantrums and being manipulative were just some of the examples of their behavior.
The training provided on that shift has been the worst I have ever experienced, that being very disorganized, unprofessional and unforgiving.
During my employment, there was no official training regiment, nor designated trainers.
Employees were chosen at random to train contract workers; employees who they themselves had no people skills, patience, understanding or empathy and were quite vocal about their disapproval in being a trainer.
Trainers should want to be trainers, or else it lends even further to low morale and inefficient training.
Contract workers were encouraged to voice their concerns to the GCA On-Site representative, but this individual was more so a paper tiger of sorts, simply a figure head and in most cases gave the feeling that our concerns were overblown, exaggerated, or we were being too sensitive.
If there were any issues that could not be resolved, the contract worker would be relocated and assigned to a different bay... however, doing so would become public knowledge, being that it was not difficult to surmise why the individual was transferred.
This had definite ramifications; there was a no-tolerance policy for retaliation but it was done in such a way that it was subtle and indirect and thus unable to prove, ranging from gossip, rumors and negative discussions to being labeled as "difficult to teach".
The double-edged sword of working at the Chandler Freescale site was that they didn't follow the typical contingent worker contract; reliable, responsible, hard-working individuals could remain with the company on contract for several years, some having been there for up to 4 years.... unlike many Semiconductor companies that usually only employ you for at least a year (I'm looking at you Intel)
Unfortunately, the very same thing that made Freescale appealing, was also a major negative; the managers unwillingness or inability to hire permanently was a major negative. – less