Zel Technologies Reviews

It is difficult to see a review like this. I wish you had provided more information so that we could address the review more accurately. Due to the timing of the review, I can only assume this is related to the schedule change on one of our contracts where we instituted a rotating schedule on a 24/7 mission support contract. On this contract we inherited a program that worked scheduling in a very fluid manner where employees contested to be on the day shift and there was a lack of fairness across the entire team on the ability to work the preferred hours. The attempt to fairly manage the schedule, with individuals working different shift lengths (eight or ten hour shifts) and various days of the week was a significant challenge to ensure we had full operational manning at all hours and all days of the week (particularly weekends). Additionally, perceived favoritism and discrimination was prevalent and communicated by those that did not receive or remain on a preferred shift. To remedy the situation and make the whole process transparent, fair, and efficient for the mission we support, we instituted an eight hour shift that rotated between days, swings and mids every three months and where every employee has every other weekend off. We also instituted over a two month acclimation period (go live date starting in November) so employees had the opportunity to prepare the new schedule and get their affairs in order. Unfortunately we know this change would have some impact on the current workforce but it has always been stated that each employee on this task must be willing and able to work any shift to support the 24/7 mission. With the way things were going, we had issues getting folks to volunteer or adjust schedules for the mission so we instituted this change. If this is not the reason for your review, I would like to speak with you as we take our core values and culture very seriously. I have an open door policy and can be reached any time to discuss.

Respectfully,
Christopher Brewer
Director, ISR Programs
christopher.brewer@zeltech.com... MoreLess

I am sorry you feel this way about the company and our contract, but I would like to clarify some things with you about your complaints. I am disappointed that you feel as though we are lying to our employees and that we do not look out for their best interests. As outlined below, we have taken great strides to make positive changes for the workforce. Communication is a two way street. In order to fix issues, we need to know that they exist. We always recommend using your chain to push up those issues, but if for some reason you do not feel comfortable doing so, I always welcome any employee to come by the office to speak about their concerns. Please contact me to set up a meeting if you wish. If you have identified employees that are detrimental to the mission, please bring that up your chain or directly to me. The mission we support is extremely important and is a no fail mission, and should be incentive in itself to work hard to save the lives of deployed troops.

Regarding benefits, the company has made drastic improvements over the past few years. Most recently, we increased our 401K matching contribution and changed the plan to incorporate 100% vesting day one. This was changed at the beginning of this year due to employee feedback. Last year, we drastically cut the cost of our medical benefits and increased coverage options. Again, this was due to employee feedback. The same year, we increased our starting PTO accrual amounts. A new employee with Zel Technologies earns more then the average PTO accrual than many other contract companies. If you add in your federal holidays, you earn 27 days off through the year. After your first year of employment, you gain additional PTO hours as well.

In the past 2 weeks alone, we have provided salary increases to four deserving employees so I am not sure how we refuse to reward high performers. In addition, the entire workforce received a raise just three months ago.

I would also like to point out our incentives that we have for employees. We constantly award SPOT awards, and we have quarterly and annual contractor awards as well. If you do not feel that you are getting the recognition you deserve, please communicate with your direct supervisor to highlight your achievements. As you are aware, the mission is very busy and your direct supervisor may not always be working directly next to you. They may be unaware of all of your accomplishments because of this.

I definitely do care about our workforce, as I was once in your shoes. I understand the stresses that go along with the mission and shift work, but I also understand the gratification received from knowing you are directly making a difference and saving lives of our troops deployed.

Again, if you would like to meet in person, please do not hesitate to reach out.

Thank you,
Colleen Robinson
Program Manager
(850) 613-6721
colleen.robinson@zeltech.com... MoreLess

Thank you for taking time to provide feedback. I welcome you to come by the Program Management Office (PMO) any time to discuss your concerns. I admit that I am disheartened by your comment of "Giving better pay would encourage employees to actually care about what they do." Every employee has accepted their offer of employment that is on task. If their current pay prevents them from giving 200% of their effort to support the deployed warfighter than I would request that they move on to a position that better suits them and our customer. Additionally every analyst is required to complete a qualification in the position they are hired to fill. If they do not pass to the standards established then they do not fulfill the requirements of employment. An inability to type to the speeds required and use Microsoft will be a limited factor in obtaining qualification. Please keep in mind that there are various levels of skill on this contract ranging from Junior to Subject Matter Expert. Some analysts will enter at the Junior level and will progress as they become more experienced through the ranks, however no one hired is brought on without meeting the requirements established by the contract and our proposal of work for the level they are hired to fill. We welcome candid feedback, and identification of challenges and opportunities to improve. As for no incentive to upgrade or opportunities for growth we have provided numerous opportunities to promote from within, transfer qualified candidates to other positions and roles, and provide both Quarterly/Annual/Spot bonuses for top performers on your task. If you feel you are not given a fair shake, or feel uninformed of opportunities, please let us know. I suggest you have a conversation with your immediate and team supervisor to discuss these concerns. I always encourage employees to use their chain of command at the work centers first, however we have an open door policy at the PMO if you have done so unsuccessfully. We always welcome the discussion of areas we can improve our employee support and better our capabilities to perform for our customers.

Sincerely,

Christopher A. Brewer
ZelTech, Director ISR Programs
christopher.brewer@zeltech.com... MoreLess

Thank you very much for your kind words. To update your information posted, our benefits did in fact improve at the beginning of 2017. They are now more industry competitive and our leave pools have also increased. You are always welcome to come back to us if your current situation ever changes.

Colleen Robinson
Program Manager
colleen.robinson@zeltech.com... MoreLess