Pros
Steady paycheck, health insurance isn't bad, there are SOME great people that work there.
Cons
Oh where do I begin? Lets start with management, simply put they're awful. They're usually someone's kin or friend who has no business being in their position in the first place. The rest are just bad managers who have been in the wire and cable industry for so long they're just milking the job until they can retire in a few years . Then there's the young up and comers who kissed so much butt it's unbelievable their superiors can't see through their BS. Although I'm sure they just enjoy it. I mean some of them have made up positions for God's sake! You wanna cut costs try looking at indirect labor! Anyway, There is maybe one or two good managers that people actually enjoy working for, I mean as much as you can enjoy working in this hell hole. And that's being nice.The good ol boy culture is sickening at times, watching hard working and actually intelligent people get looked over for the previously mentioned kin and friends or just to keep them as operators because they can't afford to lose good ones and bring their metrics down. More on the metrics later. In more or less words HR doesn't stand for human resources in this company as it seems they're more on the company's side on pretty much everything. Nice people though, so all the disappointing news they have to give us is delivered with a cheeky smile at least. Sorry ladies. Now for metrics COS pushes down everyone's throats. COS (Carlisle operating systems), in other words the most useless department in the entirety of Carlisle. Their sole purpose is to track and hold managers accountable for metrics made up by upper management. These metrics are more often than not tracked completely wrong, not at all, or made up to get them off our backs. Other than that I have no idea what they get paid for, to order lunches and give,out t-shirts? Yet another place they should have considered when they started this "cost cutting." Complete waste of resources. Don't even get me started on the "training department" which is closely linked with COS. The only training they do is your initial orientation and whatever useless class or skill them or upper management thinks will improve people. That knowledge falls on mostly deaf ears. Actual operator job training falls on "veteran" employees and is typically rushed due to frequent vacancies throughout the factory because of a high turnover rate. The the over rate dilemma is the most comical one. They've been trying to figure out why it's so high but when pay is brought up they don't want to hear it. That absolutely couldn't be it in their eyes. I have news for you Carlisle management, it's definitely pay AND your awful management team. They've tried to remedy the cost of the night turnover by hiring temps isn't then seeing who's left to move to fully vested employees but that doesn't seem to be cutting it. There's signs up now trying to incentivize current employees with a $300 bonus for referrals. There's literally zero incentive to learn more than you have to. There are no raises once you learn a new machine and you better believe once you learn more than one they'll have you stretched thin doing both or more. The only raise you'll ever get is the yearly 3% or 4% or if you get promoted to lead or tech which isn't much of a raise either for the added stress. Meanwhile the bottom of the barrel operators can do little more than just show up, know one machine, and make as much money as someone busting their butts everyday keeping machines up and running efficiently all while trying to make little to no scrap (one of those pesky metrics). Lastly let's talk about overtime. When things get busy there have been times where over time is mandatory, meaning you work Monday through Saturday and some times Sundays. This is again mandatory but the managers are not required to be there. At least come in an check on your people, maybe show them you appreciate them even though you're taking one of their days off every week, sometimes for months at a time. The paychecks after those are fantastic but again you're working 6-7 days a week. That gets old real fast. Can't imagine how people with families do it. For how little they pay their employees voluntary overtime used to be the saving grace to catch up on some bills or whatever but since the cost cutting that's taken place you don't get any overtime unless they tell you you get the honor....gimme a break.