Contract work vs. direct - Avis employé Carrier Planner Ford Motor Company

4,0
18 oct. 2017
Recommande
Approbation du PDG
Perspective commerciale

Avantages

For the most part, the management tries to be fair to the contract workers. You're treated like a regular employee and attend the majority of the meetings. The work was interesting and if you are in the right role, you are involved in some really leading edge technology.

Inconvénients

Never forget you are a contract employee. That mean's you are not a member of Ford. Don't ever confuse the two as a contract employee has different benefits, vacation, etc. I used to come in on Monday's and Friday's and the ITEK was just about empty, so I actually enjoyed the quiet and got a lot done. It was also a reminder that I was not a Ford employee as they lived on a different set of rules and benefits. What I thought was ironic is Ford has an internal job fair where the full time employees go meet with other departments if they were interested in moving to a new role on a new team. This fair was not something for the contract workers... I would have appreciated the opportunity to continue in another role however I also now know what has gone on in the background. Advise to anyone who comes in as a contract worker, is to understand that you may be stuck in that role or you may not have a path to direct hire.

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5,0
26 mai 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

-fun , new exciting projects with a lot of scope and potential

Inconvénients

-long hours , sometimes at night or early mornings -lots of management changes, sometimes too many -travel

1,0
15 mai 2026
Intérimaire (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

You get to say you work at Ford Motor Company

Inconvénients

The only way they'll view you as a longterm investment is if they got you young right out of school- as an FCG or from CCS. They reward backstabbing and gossiping in the name of "survival of the fittest." They enable and encourage people like this to rot the company from the inside out. The people who are rewarded are those who can best cater to the emotionally unstable people in positions of leadership. They can't even lead- they either micromanage, or are passive aggressive in hopes that you can eventually read their minds. Neither is productive. Micromanaging wears away at anyone's agency and confidence. And passive aggressiveness doesn't move projects forward nor provide clarity. Take the time and energy you spend gossiping about the lost employee, and just communicate to them directly. That would yield faster results, and reduces stress for everyone involved in the long run. I don't understand managers who will gossip to anyone and everyone about you, but then claim they don't have time to talk to you directly and resolve issues.

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