Training program scattered everywhere. Training modules from 1996. No structure to the training until Dow Deer Park spent million dollars on new structured program 2014. Maybe end of 2013. After firing so many people for not passing LRB...With no fair training program in place. A new hire had no fair chance. There was no an equal opportunity. . Their trainer chasing overtime doesn't have time for you. Plus the trainer will tell you. They do not receive an extra penny to train you.. Now that's scary statement a new hire drowning before swimming..You don't have a chance. The odds are not in your favor the older 20+ veterans stick together. Your word against theirs. Usually management let the veteran operator make choices on who to keep or who to work on to get them back out the door. The sad part we new operators had to work hard to get a career as an operator, 2 years of college for AAS degree or 1 year certificate to even get a chance, 3000 applicants 400 chosen to come take a very difficult test Dow gives. The criteria 150 pass test, 50 chosen to interview. They hire 1-8 operators. Where as older veteran operators were hired if they had an 8th grade education or a 6th grade drop out. they trained them in 2 weeks. It was not a mandatory test, LRB mandatory skill qualification..There were no training programs in place nor policies or procedures in place. I guess that's why some many operators not here to speak today. Working with Dow great yet since taking over Rhom Haas so much negativity from old veteran operators daily.. They talk about Dow being horrible procedure procedure! To much paper work. Yet the snitch on others to secure they're jobs so they can for 2 more years to make it til retirement. I feel there should be a cap on old operators after 15 to 20 years make the mandatory to retire or go to another department. Because most veterans are problems and lazy. Give others a chance to get in 15 to 20 years in peace and not have to work in an hostile environment. .I put the blame on leaders and management..
