Zel Technologies reviews

Thank you for taking the time to provide feedback and advice. As you suggested, we have put in place suggestion boxes in the break rooms of all the major work locations on Hurlburt Field towards the end of July / beginning of August. Over the last 4-5 months we have only received about 15 submissions, but every one of them were greatly appreciated. Additionally, we created an employee leadership survey that I use as a climate assessment twice a year (another request will be coming up after the Holidays in early 2016). Regarding the benefits, everyone's concern is well founded and steps were made to improve them where able. Unfortunately I feel they are still pricey, but some plans will now save over 3,000 dollars a year annually. We will continue to engage with our vendors for better rates, but more changes are dependent on more employee enrollments or a larger employee pool gained from further contract wins. Please know that we understand and are committed to improve them as the opportunities to do so allow. V/R, Christopher A. Brewer ZelTech LLC, Senior PM - AFSOC Programs

Although I empathize with what may have caused this emotionally driven review, it is unfortunate that you did not stick to facts. -First, we did not hire anyone and then cut their salaries. We had no part of any previous contract until 16 Jan. -Second, due to the government cutting the number of level III billets, and employees having to accept level II (or with the waterfall effect level I billets), there were pay cuts for some. Certain individuals, however, who were below where they should have been actually received pay bumps. For cuts, where they had to occur did range from 1-30%. It was unfortunate, but when a contract is sourced as LPTA AND the number of level III billets are cut drastically, there is going to be an impact to some salaries for those affected. -Third, the company did not "purposely underbid" the contract. These cuts would have happened regardless of who won the contract. This contract, like others in our career field, is not the first, or will be the last sourced in this manner. Three months into this contract I believe folks are seeing that we were not lying. Our current attrition rates are lower than the average on the standard contract was in the past. Additionally, we are having employees applying and being hired that are coming from areas that were hit much worse than the AFSOC PED contract in regards to salaries. -401k contributions are matched 25 cents on the dollar, and vested over five years (20% a year). This practice is the most common method of 401k matching for contractors (that even have matching). Just because our contract is a three year contract, does not mean the rest of the company falls in the same boat. Additionally, as long as there is work where we are, we are committed to try and remain as the incumbent. If we lose in three years, then we would want to transfer any employee we could to other locations we have work available. -Promotions: Since we transitioned the contract we have promoted eight employees. Additionally, because we do not have an open level II or III billet does not mean an employee cannot earn a pay raise within their level. Also, another way to progress is to apply for line supervisor positions when they become available. As for employee health benefits, I completely understand your stance and agree they are far from the best. I am discussing them with HR and other corporate leaders to investigate the potential for change. I hope since you posted this you have seen how much we do care about the work force, and have taken every opportunity we could to make changes in your favor. V/R, Christopher Brewer Zel Technologies LLC. AFSOC ISR PED Senior PM