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I have been working at Tpi Composites full-time (More than 3 years)
Benefits are comparable to others in the area and industry, schedule (4-3-3-4) on 12 hour shifts gives ample off time (only scheduled 6 months out of the year). Fair, clear attendance policy along with good vacation accrual program allows a good work/life balance for Shift work employees. Hourly wages are extremely competitive given that most production positions are considered general or semi-skilled labor. Benefits after 60 days.
Extremely high turnover (700+ in 2013!), constant churn in upper management (3 General Managers, 4 Operations Managers and numerous Department/Production Managers in 5 years), instability in middle management, poor communication from upper management to the workforce. Constant changes to hourly employee pay scale, structure and conditions for wage progression leaves employees frustrated. Inequality in salaried employee pay structure with large disparity between internal promotions and external hires for equal positions creates tension and animosity between peers. Professional development opportunities are very limited along with advancement. Inconsistent enforcement of company policies breeds a heavy sense of favoritism. Standardization of job performance expectations is almost non-existent across all four shifts. Performance evaluations have no impact on pay, longevity or advancement potential. Benefits could use some work. Very low 401k match rate of only 25%. Medical insurance carrier is not accepted by many local physicians and clinics.
Advice to Management
Start treating your employees like they matter to the company. Learn to communicate clearly, consistently and concisely. You have trouble attracting, let alone retaining, good talent due to the constant change, poor communication, and low value you place on the employees. There are great people with the company that are actively looking for other employment, including the bulk majority of your Supervisors. There has been so much focus on doing the right thing and improving pay and policies for the benefit of your hourly employees that your salaried supervisors are ignored, treated inconsistently, and left to fend for themselves when trying to effectively manage the organization because they have no information to answer the employee's questions and concerns with. There exists a huge difference in how your Production Managers operate and manage their departments, and a total lack of any modicum of professional respect for one of them due to the condescending manner in which he treats his supervisors.