Why, 85% are incompetent, why? Because they have 0 mechanical, electrical or shop experience (F/O) EXPERIENCE. how to move power! How to fix power!electrical how to run power!... at least the foreman worked for lower wages and got power fixed and built trains for the Carrier. Period that is a fact!. JG. Should look at how many things are fixed and how many parts are returned and signed off don't blame the craft don't blame the crew.. mngrs are the problem why?.... The mngrs where picked by a individual that picked them for a degree!..... not experience in a field of a craft. Waisted money on bookies.
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@1zbm Post a link with a picture of the spot showing where the big & bad OMT hurt you.
These kids aren’t the problem, and they aren’t doing anything except what they’re told. The real problem is people like the COO (former agreement BTW), and others like him in upper management who are playing people like you against yourselves. That’s the problem, not the kid fresh out of college who gets burnt out and quits after a year.
OMT’S are a problem too why the company is sh–!! MYO receive no respect!! When I first started u feared them but now it’s such a group of clowns running the show..mechanical managers are worse no one listens to them boobs!!
@1fin “It’s much harder being promoted through the ranks as an agreement employee...”
Only it’s not. If that were true, there would be fewer FMTs than OMTs at the start of every class. On average, both groups are equal, and there are usually slightly more FMTs. FMTs also last longer in management positions, since OMTs usually get burnt out within the first year (or sooner) and quit as soon as they know they won’t have to pay back their relocation packages. By attrition alone there are more junior and middle managers from agreement than there are from non-agreement, which explains a lot if you stop to think about it.
Union Pacific has a horrible management training program, most managers get bare minimum training. The standard Union Pacific management style is by threat, intimidation and fear of unemployment. When I started most managers knew how to train teach and motivate, not so much anymore. I think the hours involved for the pay is a big reason you get a lot of inexperienced managers. But hey since I was someone who didn't survive the cuts not my concern anymore.
Ok
It’s much harder being promoted thru the ranks a prior agreement employee than an OMT, and that is a fact. It is also a fact that UP has placed an emphasis on college educated managers instead of experience. I am not sure where you got your figured, but there have been many more OMT’s come thru the program than FMT’s in the past several years. It’s your opinion that OMT’s aren’t the problem, and maybe you are right. I am not blaming them for UP placing them in jobs most are not qualified for. So yes, I think the OMT program has been a huge failure. As to agreement personnel not wanting to take a entry level management position that is their choice also. Most don’t get the chance to start at the top and have to go this route if they want to be in management. I am also not saying one is better than the other. Every has to decide what career path they take. I have friends that became managers for the company pension, others for the chance to live in different areas of the country. Everyone has to decide what’s best for them and their family. Everyone wants to talk badly about the managers, but unless you are willing to apply for one of these jobs and try to be part of making things better, then it is just all talk.
@1sfl UP puts agreement employees in management positions using the FMT program. There are usually as many (or slightly more) FMTs than OMTs in any given class, so I’m not following what you said about not “promoting from the ranks”. It’s also true that most agreement employees don’t view becoming a junior manager as a promotion.
Fun fact: some of the most anti-agreement, pro-PSR, and least qualified managers came directly from agreement, including the current COO, who most of you seem to dislike. Most OMTs (80%) are gone by the third year. Half don’t stay beyond the first year. Many leave even earlier. OMTs aren’t the problem.
I would have fired every single one of these managers they do the company no good!! They only know how to b—s— their way thru the system
UP made the decision several years ago to go with the OMT program and quit promoting from the ranks. Most of the managers that had ground experience are either gone or nearing retirement. The execs at UP want to run the company like IBM or similar organizations. They fail to realize this is a hands on Industry and the ability to know the job, by first doing the job, and then supervising others is critical. I have met a few very good OMT’s. They came in humble, willing to listen, and developed into good managers. The rest did not and either washed out or are now mediocre in their positions. UP does not value experience at all, in fact being an experienced employee is detrimental if you are a management employee. UP, in particular the CEO, hates having managers that have union seniority they can fall back on. This means less and less managers will have any experience going forward. This is a sad thing for the company and its employees.
The last post said it perfectly! They hire right off the street. Incompetence comes with inexperience.
That's why the UP is so f-ed up. I really dont know of many companies that hire for management right off of the street like the UP does. To move up in a company means just that, you move up. That means you start from the bottom and work your way up. The managers don't have a clue of what they're doing. Its a sad sad company now
@OP If you think that you can do better then step up and show us all how it’s done.
I agree as this is what I have seen at UP as well. Most of the managers I have encountered are professional bulls* and are unable to perform the work of the people they manage.