Georgia-Pacific reviews

Watched a promising man get hired in Maintenance as a Millwright. The man told us during the interviews he had no experience as a millwright, supervisor wanted to hire him anyway. The man did have machining experience. Man was hired and was a fast learner, came in on time and stayed late when asked. After 20 days on the job, GP decided they wanted someone with more experience. "Transferred" him to the line along with a cut in pay by 6/hr and a cut in hours by 10. Seems a horrible way to treat someone. In the old days, they would have never done that. They would have finished training him and had a hand-trained, loyal worker. These characteristics don't seem to matter any longer.

-MBM seems to give license to greed and politics, particularly in promotions and compensation. -Compensation is arbitrary - don't expect raises and don't expect the annual salary reviews that are promised; it's a have/have not bonus structure so if you are liked at the top, for whatever reason, you can make a lot of money, but that is the exception, not the norm. Everyone else gets little to nothing, and if you are fortunate to get a bonus, you can't tie it to your performance or company performance so you never know where you stand or what the year will bring you. -Reviews are the same way. No one can/will describe to you what exceeding expectations looks like, and if they do and you hit it, it becomes "meeting expectations". Expectations are defined differently for each person, according to their capabilities, in MBM, rather than expectations being defined by the job you're in. Reviews are also changed to match the arbitrary bonus outcome. -No career development or formal job training - you're on your own. -Manufacturing drives a lot within the organization