Boeing

The majority of workers are hardworking and caring. The company matching fund is good.

Everything is about the buck. Lots of nepotism and favoritism.

Experienced Baby Boomers (craftsmen) are jumping off the ship, leaving the less qualified to build the aircraft. New supervisors with less than 3 years of experience on the shop floor don't know much about the processes required to build an airplane.

Company takes away more and more with each contract. Union and non-union workers are treated like cattle, while upper management rakes in large bonuses.

Bias in pay for similar jobs. A manufacturing engineer working in the Interior Responsibility Center makes on average $20,000 less than a manufacturing engineer working in Finale Assembly.

Work offloaded overseas needs continual audit and rework.

Have witnessed employees being harassed and bullied. When reported, Human Resources and supervision turn a blind eye.

Parking can be horrendous.

Employees have already lost their pension. Medical payment for co-pays and deductibles are increasing. Merit pools are decreasing. Pay for performance is a joke.

Boeing, with the realization that Baby Boomers in the thousands will soon retire, is hiring new employees at lower and lower salaries. The Baby Boomers with tons of experience also attain very high salaries. Those high salaries will soon disappear. By holding down new hires, the company will receive a large boost in profits. Combine that with the loss of a pension, increased deductibles, and higher co-pays, the company will reap larger profits on the backs of the employees. As profits increase, the wealth, I believe, should be shared equally, but it is not. The bonus pools for upper management in 2012 increased 54%. I believe McNerny's increase in compensation was $23 million dollars.

If there are 25 people per supervisor, I would estimate that 4 are not needed. Many are looking to climb the ladder of success but are not willing to learn the basics of the job before them. Others are allowed to escape work by attending safety meetings, morale-boosting meetings, any function they can find outside of performing their given tasks. A good share finds they can carry a clipboard and find people to socialize with in other areas of the building for hours. Lunch is 40 minutes for the techs and profs, but 1 hour or more is the norm. Many, including supervisors, arrive to work, then disappear to eat breakfast in the cafeterias. In my area, we had a high-grade manufacturing engineer who basically made his living off of taking pictures and socializing.

Fire Jim McNerney; he is too emotional a CEO to be heading a major company. He has done nothing for the company.

The aircraft that are making profit, the 777 and 737, were developed prior to him taking control of Boeing. The 787, said to begin turning a profit by 2015, will not be profitable until 2025.

The first 40 planes sold are being sold at a $100 million dollar loss to pay off late deliveries.

The 787 has suffered delay after delay, from misaligned body sections and batteries that create fires, to recently, cracks in the wings.

He built a facility in North Carolina, and every plane delivered has been flown to Everett to rework prior to delivery. A CEO who spent billions opening up a line in North Carolina, reasoning there wasn't enough space in Everett, only to open a line up in Everett to rework problems created on North Carolina planes.

Reverse the method of promoting new supervisors over technical workers. A few years ago, Boeing made a decision that only a person with an Engineering Degree could serve as a supervisor over technical workers.

Boeing ignores the fact that many technical workers with many years of experience have the knowledge and skills to become good supervisors.

It has been my experience that employees with only two or three years of experience as engineers do not have the knowledge of the processes and other skills to become supervisors over technical areas.

Manufacturing Engineering and Technical Design have diverse processes. A newbie with an Engineering Degree coming out of college, whom Boeing believes is all that, doesn't necessarily make that person a good supervisor.

I will take experience matched with people skills over a top engineering grad any time.

When you appoint a supervisor, make sure they supervise. Too often, they spend their time firefighting for the next level of management.

I honestly have had supervisors I would only see once or twice a month. During performance reviews, the often absent supervisors have no clue who performs and who doesn't.

Boeing hasn't kept its 1983 promise about hiring within families; nepotism is rampant.

Boeing has been unethical. Eleven years ago, Boeing discovered the groundwater near one of its plants was laced with toxic heavy metals. It withheld this knowledge from the local citizens who consumed this toxic water.

Many families have been dealing with medical issues which ultimately resulted from drinking this groundwater.

Boeing was also fined millions of dollars for dumping waste into the Duwamish Waterway in Seattle. The court ordered the company to restore the wetland area to its original condition.

Boeing, in its Frontier Magazine, never mentioned the fine or court. It did mention the restoration of the waterway as if it were out of the kindness of its heart.