I am interested in someone who wrote in one of the posts below that some employees tried to move to electric and were "blocked". Is there anyone here who tried to make the transition to electric and failed? Also I would like to know if and how many actually succeeded in making the transition.
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If you want to move to Ford-E, from Blue, you are better off quitting and getting some E skills at a supplier. If you are vested (55 &10, or better), you will get a couple of pay bumps to compensate for any pension you may lose. Ford E will bring you in from the outside as HTHD but they are not very likely to do this internally, unless your brother-in-law is a LL3.
employees in Ford-E are in a separate company. GSR 8 is paid like LL6 with unique bonus and stock. Yes they will block you if you wish to apply. you need are re-qualification.
Bad supervisors need to use treachery to prevent direct reports from moving because everyone in the section wants to leave. If they let one person go, they are afraid the floodgates would open. This also goes for a bad department or a B&A plant job. When I wanted to change jobs, my supervisor said I need to get a backfill before I can leave. I direct emailed every GSR in Michigan (using a CDS-derived list I created). Plenty of folks wanted to backfill my old job BUT...their supervisors would not let them leave.
I can’t speak for the person who was blocked from moving to EV but I know from experience that Ford frequently has shiny new technologies, projects or initiatives and the people working on those are hand picked. Even when a position is posted leadership already has someone in mind. I have been contacted a few times and told that a position was going to be posted and I should apply if interested. In the cases when I applied I got the position. Just because a person is eager to learn doesn’t mean they’re going to get the opportunity. The pet projects are given to the anointed ones.
Great question. Please share if you have any details on this.
Few if any will ever be offered that move. It’s not only about securing a specific talent, it’s also about recycling employee headcount to bring in cheaper alternatives.
A coworker at one time coined it the employee recycle program. For that $100k employee that might be desperate for a job, they might consider 70k-80k to a new corporation if they’re desperate enough. When enough companies compete like this, they can keep wages down overall. Birds of a feather type of thing. They all know what’s best for their bottom line. Only until recently with the lack of people with pulses, were wages ever in the favor of the employee.