mécanicien de machines fixes

automotive technician

électricien industriel

program specialist

mécanicien industriel

Goodyear

I worked in a junior management position at the plant in Napanee.  

Cons
-constantly berated by upper management because daily goals are never met to their satisfaction
-they speak of work/life balance in seriousness, when that is an absolute joke
-unspoken rules about putting in way more hours than a typical 40 hour work week 
-basically on call all the time when there’s a problem (pro tip: don’t give them your personal phone number)
-abysmal work culture 
-management says they wants change and innovation, but they want it for free, which isn’t possible 

Pros
-some good people

Here are some examples of their commitment to work life balance:
-I heard a middle manager once ASK an upper manager if he could leave after 8 hours because he had to take his kid to an appointment
-I was heavily “encouraged” to use a vacation day to go for a couple of appointments I had during the work day
-they set a daily meeting for managers where you basically get chewed out for an hour (often longer). This was set for 3pm when you started your work day at 6am. 

In a management roll, you’re basically a company sheep here. The other managers brainwashed commitment to breaking their backs for a bunch of rich shareholders they’ve never met before is astounding. 

If you’re going to start working here in a management capacity, I suggest starting a run of anti-stress pharmaceuticals and possibly some anti-depressants so you can be as numb to the experience as possible. 


As a general labourer, it has good benefits package, the drawback is the changing 12-hour shift works. The plus side is that you only have to work 14 days/nights a calendar month (+/- 2). There is no union to protect worker, and HR is very weak in term of protecting the labour force. They act more like a ticket master (for special events or deals) than to address real human resource issues. Mostly, they lean on the employer and management side than the employee side.

Upper management tends to be micro-managing although their technical knowledge is below average (of their own admittance). Middle management is treated like second-class citizens and bounds to be abused by both upper management and ostracized by the general labour workforce. Unless you are yes man/woman kind of person, it is extremely frustration to make any change or put new ideas to the table to be considered. Current plant manager/manufacturing director (2013-current) is known to be a bully, with everyone knows it, but would not, could not do anything about.

Goodyear gave me an excellent opportunity to grow my career. I was able to teach, coach & train employees to become professional's in the industry. I liked creating a competitive atmosphere for my locations. I was able to manage a 58-60 million dollar business as a regional manager as well as learning & teaching operations excellence. Managing 400 employees over 5 states helped me understand the different markets which in turn allowed me to be agile in my decisions. This also gave the opportunity to build my bench strength from within the organization. I was able to identify raw talent or gave my associates the hope of building & creating course of actions for their future goals. My SOP was to review expenses, gross profits, sales, customer service issues and P&L projections Daily, Monthly, Quarterly, Annually. I truly believe in customer service & I believe that a positive outcome in the customer's eyes leads to loyalty of our product/brand.

This review pertains to Goodyear Napanee.

Goodyear is a great-paying employee if you are a production worker.
However, For Ticketed Tradesmen, it's not a bad paying job, but there are better paying jobs in the area.

All new-hires receive a Defined-Contribution Pension.

There is no union. and despite the 'dated' management style to which Goodyear Corporate clings, a Union probably wouldn't make life better for employees. There is also a great deal of opportunity for those who lean towards advancement in management.

Depending on the area in which you work, the jobs can be fast-paced and physically demanding at times and work conditions can be hot, with less than ideal air quality in the Curing Department.

Overall, you can make a fine living with Goodyear, but shift-work in a factory isn't for everyone.

Reviewing machine production schedules by unqualified operators a decision to manipulate manpower to other jobs has backfired. Less pride in being successful because you will be moved to machine thats low in output.  Depletes a rhythm to complete a 12 hr shift, knowing you will be told to subsidize your labour to cover a lazy employee.
Every new TM trains to build tires, a bid system to move to a more exciting job becomes useless when you are told to function in your previous position. Often Managers are placed in a position to fail ...only a change from Plant Manage down,  will prevent epic failure as employees hate the current positions.

They appear to be a different company when you first start your introductory into the plant. Once you start on production, it is a whole different place. Upper management go home at 5 pm., night shift comes in  at 7 pm and all heck breaks out by midnight. The culture is like letting all the prisoners of Alcatraz have free reign all night until the guards show up at 7 am. People who have worked a long time there try to make you do their work, or they will make your life miserable.
Most upper management have spies that they give little rewards to for secret report of production on night shifts. If your production is low, management allows your co-workers to frustrate you until you quit. I found a better a job after years of employment and I have never returned.

Goodyear Rubber and Tire Company has endured years of growing pains and they don't seem to be getting any better. Frequent attempts to create change end up with the wrong people in leadership roles and a dysfunctional line straight to the top.  They have not prepared at all for succession and have a large group nearing retirement especially in the Canadian market. They look at "time in the company" versus qualifications and prior experiences - crucial business mistakes which they are just beginning to see the effects of. Field people are often overworked with day to day demands resulting in too many after hour requirements and often events and travel on personal time. They do not provide time off in exchange.

The pay is good but unfortunately you start at 70% of the full tire building wage and must work for 3 years before you get the full salary even though you are expected to make the same amount of tires per day as the workers making 8 plus dollars an hour more then you and they expect almost no error you make over 4000 tires a month and are expected to not make more the 1 scrap tire a week or will be written up for it stressful job with not much support past your initial training period it is also highly repetitive you do the same thing over and over from the time you start your shift till the time you leave 

pay is good compared to many other companies, and it depends if you like shift work or not, and what role you are in. It is lean manufacturing and is typical in its demands on workers and management. Lots of new people coming in lately which is good and bad, brings in some fresh life and energy, but lose experience. Can be very hot in the summer depending on which department you are in. Even staff jobs can be very hands on, again, depending on exact role. Lots of great people, and can be interesting for the first few years but can get boring just like a lot of jobs over time

Shipping outbound and inbound 
Created Customs Invoices
Arranged expatiated and time sensitive shipments
Automotive related
warehouse control
quality issues
insuring that all shipments were shipped complete to customers orders, packed correctly, and bill of lading and customs documents were completed in a timely matter
management position
first in first out in product turn over
working with and understanding collective agreement
working with SAP

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