PACCAR reviews

This employer puts employees down and makes them either feel less than valuable.; uses opportunity to discard anyone deemed as less than desirable. The method for this is the review process. PACCAR use yearly goals for employees and then rate one as meets needs or exceeds. I know of a pair of cases where managers were told they needed to rate an employee specifically (which employee stands out the most and which employee does not). If a person was too quiet and not well known in round table discussions a manager could claim: " this employee is my least _____". If nobody spoke up (to counter or defend) then merit would be given to the manager if they fired the employee. At PACCAR interviews you may be asked if you have ever had to fire someone. With such a large head count you will need to master this skill! Further: In order to fire that person in one case I saw the manager had no real reason (employee was never tardy, never used substances, was simply not someone that could be outright fired); hence the manager attempted a scheme: task the employee with difficult projects well above their level/pay grade and maybe they will fail or leave on their own. In one case that backfired for the said manager as the employeee did the task so well, that they became noticed and were a standout. Still not wanting the employee as driven on the merit that "if I fire the person I will apply for a Director job promotion", the manager gave the employee goals that simply could not be accomplished. Simple goals but steered the employee into failure by telling them "not to worry about completion" of a said goal at present time, "we shall complete it at a later date". This then, during the goals review was reversed where the manager said to the employee " you failed to meet the goal" his or her goals causing or resulting them a NEEDS rating in the review. This at PACCAR immediately throws one into a PIP which is a "you will improve or else we will fire you". It is an incredibly painful process that requires the employee to go through PACCAR counseling meetings where a manager and or an assigned employee is tasked to scrutinze the emoyee asking them: What they know about the firm; Why they are here to begin with, how they plan to succeed, and whether they can succeed. The whole time there is no improvement plan as likely there was no merit to the PIP! In the case of one employee I knew, their review was tendered a NEEDS but the employee (then led by a different manager) was found to have no such deficiencies by their new manager. The said former manager however, communicated displeasure about his former employee to the new team manager in closed door meetings and the PIP was a formality (meant nothing) and in time they were let go. The unfortunate issue with this particular case is the employee was there several years with good reviews at PACCAR and it was a particular manager that he transferred into (to work for) who needed to fire the undesirables (PACCAR rule) so he was setup to be fired. PACCAR - Let go the underisables. I can recall another case where an employee was forced out when he became ill from a terminal disease. The cruelty of PIP harassment was applied to this same person and they were forced to retire/leave even though the employee saud they did not want to for financial reasons. The issue with the tactic of removal of employees is not the purge of poor employees but the merit a manager receives if they do so; a promotion etc. The problem being a lot of good employees are let go if they are "unnoticed", "quiet", "not well known", the boss does not like them". I saw in one case a colleague was placed on a PIP even though there was no evidence for it. PACCAR Culture: The things you have read or heard about "not using the elevator (engineers must use stairs), engineers shall wear ties, engineers must become clean shaven during opcom visits" are absolutely TRUE! Those things are part of the Piggott familly tradition at KW in Kirkland, WA and you need to learn to swallow the PACCAR koolaid. Bottom line: Really bad place and bad experience; advice = stay away!

Working at Paccar Parts is like reliving high school except it's a job. You are either part of the "cool kids club" and with membership receive lavish public attention in all employee meetings, raises, bonuses, perks etc..., or you are literally cast out into the street. Managers will make statements to you in front of others like "You are part of the family" but act in a more hostile and childish manner towards you in private. The hard truth is that members of the management team at Paccar Parts really don't like one another or work well together. It's a safe assumption based on observation that managers including members of the SLT do not want to work for Paccar Parts but they are too vested in service time or too scared to jump ship and work somewhere else. Instead, they look for someone (preferably a new hire) to pass on blame as to why their division/work group is not performing. Management rolls out the red carpet for interns by giving them unlimited access to company parties, Mariner games and access to site leadership such as one on one meetings with the division president and directors. Regular Full Time Employees who are actually hired to do a specific job and hit payroll, not so much. Employees with seniority are basically allowed to do whatever they want (poor attendance, poor attitude, poor work performance, etc..) but new hires are told without provocation that they are lucky to be here and to sit down and shut up. There is no room for new ideas, different concepts or incorporating best practices from other companies or industries. You do as you are told, or else.. because as my former manager told me "I could have hired someone else for your role here."