- Company adamantly refuses to listen to advice concerning operational necessities. Management turned a blind eye towards our division; EIS in the regards to staffing needs. Frequently, there were cuts in budget and positions, yet; none of the changes seemed to fix the predicament. This in turn leads to a toxic cycle of more and more cuts.
- Company is not interested in managing existing accounts to the best of their capabilities. I worked for an office that was able to service an entire portfolio of accounts with high accuracy and good turnaround. (I worked in a support position and managed to do this with a staff of 3) Yet, the company decided to make changes to a formula that worked; starting by moving our jobs to a North Carolina office staffed by temps. (an office that has a minimum of 30 employees)These temps did not know our side of the business. As an effect, contracts started to end and we saw a period of companies deciding not to renew. (SF Parks, KB Farm, etc)This could be attributed to their disdain for incompetence at the new call center.
- Company management repeatedly quipped that our positions were level 1 work, yet; the company paid TRUE level one employees more as temps. Their reason for the discrepancy in pay? "401k and Insurance. The 401k used to be matched (it is no longer) and the insurance co-pay and deductibles are so high; it would be better to use the ACA exchange. (Most likely intentionally done to keep people from using company plans.)
- Temps have wrecked the reputation of this company; as most are expected to be high turnaround. Expertise with specialized equipment will not be there with this office, and no amount of training can fix an employee that has been with the company less than 6 months. It takes 6 months to learn just enough to do the job correctly, period.
- The company insisted on replacing an inventory control system that worked with a system that was unproven for managing serialized items and where they were located. This in turn has lead to serious asset losses and "misplacement." Basically, they have no idea how many items are out in the field. This problem was addressed and management basically said "this new system is all we are going to use, per Kodak Alaris attempting to unify its resources under one computer system." Since then, we have had problems getting sites to return items due to not knowing what was assigned, leading to the company having to purchase more equipment to cover delinquent items. In the past, we would have run a report to see what equipment had not activated return waybills and they would be flagged and then if the site was really naughty; we would call them to request its return. There is no such system anymore, and the sites will shamelessly take advantage of this.
- In general, the corporate "vibe" given off here is that this company cannot manage physical assets. They also write asinine contracts that are probably detrimental to their profits. Companies that we operate out of in tropical regions use 900 to 1000 dollar cameras (not including lenses and flashes) and this particular location will damage a camera nearly every day. This leads to numerous RMA procedures that wipe out our assets and leave us in a difficult position to supply other locations. This issue has gone on for years, yet; nobody seems to be competent enough to address the situation with the site and put beneficial clauses into the contract that would give the company a deal of protection. Advice was offered to minimize RMA's done; this was effective with certain pieces of equipment sent to this location as it was implemented. However, providing the company with ways to cut expenses is not met with compensation or praise. (Or promotion opportunities)
- In general, I don't see this company staying open in its current state into 2018. They have a boat with too many holes and its filling up with water too fast. If this level of incompetence is present in other divisions; expect your time with Kodak Alaris to be short lived.
- Lastly, the compensation is archaic. In my position, I had received my first raise EVER after 4 years of employment. By all means, they put plenty of carrots in front of my face along the way. Bonuses also are best for people already making high figures. Low end employees get enough to take their family out to a moderately nice restaurant.
