FilterShift Equipment Technician
I worked at IM Flash Technologies full-time (More than 3 years)
The atmosphere is generally relaxed. The pay is decent, the work is not difficult.
Company is willing to train technicians with no prior experience. The benefits are good, especially the 5% 401K match.
The system for advancement or promotion is very much flawed. The PRA form, (a brag sheet) that a technician needs to fill out for promotion, has not eliminated favoritism and politics that it was designed to accomplish. In addition, many experienced senior technicians were hired by the company at the Tech 2 level, instead of the Tech 3 level deserved. Recently, the company has had difficulty attracting new technicians, so they began hiring several ex-military with 8 years technical experience, but no fab equipment experience, at Tech 3 level. This is a great deal the for new hires, but the existing technicians hired at the Tech 2 level are restricted to a lower pay scale and must fill out the PRA form to be promoted. A better solution would have been to move the pay scales up, and compensate the existing workforce as necessary. In some cases, as in mine, it was easier to get another job than to be promoted.
Promotions through completion of the PRA form vary. Depending your supervisor and area, the promotion can somewhat straightforward or elusive. If you are fortunate, your supervisor will have experience filling out the PRA form and be very instrumental in your promotion. If not, you will languish at your designated tech level for years, getting minimal raises, since the median of the pay scale is the ceiling.
A lot of bureaucracy exists. A ticket system was implemented to assist with issues that an employee could not solve on his own or with his areas support group. Though a great concept, the ticket system is now being used by many people to create visibility to get others to do their jobs.
Most technicians are a number, part of a head count. The humble technician that does his job, troubleshooting and repairing equipment without drawing attention to himself, will not be recognized.
Process related skills, reading charts and using various software applications to research yield/product issues, seem to receive greater recognition than actual equipment troubleshooting skills. Ironically, the equipment technician is given very little training to learn the process related software applications, although they are expected to learn and use them.
Advice to Management
The PRA system needs to be revamped. Pay scales need to be shifted up so new, less experienced technicians are not hired at Tech 3, Senior Technician Equipment. For Equipment Technicians, process related software applications need to be taught in a tailored course for what is useful and necessary for related equipment maintenance, not at the Process Engineer level.
I worked at IM Flash Technologies full-time (More than a year)
Clean and quiet work environment, great team building activity’s and company perks like consents and party’s for everyone. I can’t think of anymore pros.
Poor management, low pay for skills, upper management doesn’t care about you. CEO has said everyone is replaceable and they don’t have to make you happy. They based compensation for the industry and higher people for other industries who are worth a lot more. A month after leaving I got a job paying double.
Advice to Management
Reevaluate your compensation and people will preform better. Most people I worked with aren’t happy and they talked about it often.
This will replace the current featured review for targeted profile. Are you sure you want to replace it?
Are you sure you want to remove this review from being featured for targeted profile?