Wednesday, August 11, 2010

Looks like RA's internal problems are now hitting their customers. I'm an integrator who was called out to help replace a 1336 Plus II drive that failed. The configuration was really odd so a call to tech support was in order to help setup the drive. The manual was really sketchy on how to setup the option boards that were used. The original setup parameters were not properly recorded before the failure. I was first able to talk to a tech at AB and he got me headed in the right direction initially. I even put up with the tech newbies condescending attitude towards our situation. (I've been working with automation equipment for 30+ years..)

Subsequent calls to the support group were ignored. There was no way to even leave a message. I sat on hold (with an estimated wait time of 7 minutes ) forever - over 10 times. Eventually the calls were all cut off, except for the last call I made which finally got through. After explaining my problem in detail, the person answering the phone said he was not qualified to help technically and they group responsible was not available to answer the phone and he did not know when they would be. Huh? :( I then emailed them hoping I could get some help that way. No replies. That was a week and a half ago. After banging my head for 10+ hours and altering many parameters, I finally figured out what the manual has failed to mention.

The RA tech support group, at least for drives, was totally dysfunctional. Why would anyone buy AB equipment with this kind of support? The end customer witnessed all of this and they have decided not to purchase any more AB equipment for their plant. Why pay a premium for equipment that has inferior support?

It's very sad as many US manufacturers have made huge investments in AB equipment. Manufacturing in the US is tough enough without an iconic company such as AB going into the dumpster. Hopefully someone will buy AB, kick the nitwits running the company out, and remember where they get their money from ... the customers.

Monday, August 2, 2010

I cannot agree more with the authors comment regarding how RA treats the people it lets go. There is no point in being loyal and hardworking. Currently, keeping your job is down to whether you are under 50 or if your face fits (and thats no more more than 2-3 years considering how many management shuffles occur to keep the brown noses protected). As can be seen, the real decider is whether your RA job is in the Northern Hemisphere; in which case your screwed. The only solace to be gained is the fact that some day what happened to those who were "let go" will will happen to those same decision makers. How long for them, I wonder, is ignorance bliss.

Sunday, August 1, 2010

I worked at Rockwell/ Milwaukee for 38 years in the Union. Friday was my last day. They no longer have a union. My question is... If there are still manufacturing parts in shipping that need to be sent China, Tecate, Monterray, etc. Isn't it against the law to have non-union workers ship production parts out? My understanding is that no "union" work can be done in the plant for 1 year after we leave. Otherwise Rockwell has to call union members back.

We got a raw deal at the end. Rockwell dumped 140 of us on the taxpayers with unemployment. I have a hard time understanding why they did this to the last of the workers. Many people were within 1 year or less to retirement. They have had record profits. This is the WORST they treated the future retirees. How can the CEO sleep at night? They are heartless. Thank you for letting me speak my mind. I was very proud to work at Rockwell for 38 years... to be dumped out like this is a slap in the face to everyone who worked hard for Rockwell.

Friday, July 30, 2010

What bothers me more (here in Cambridge) is that Managers should start dealing with people that are getting money "for free" for years and years. Instead, they are "sending" them (some of them) to different shift, even promoting them to some "coordinators" or whatever. Plus, they can work their own hours, completely different than everybody else. But, as long as they have piece of paperwork in their hands and walk around, it's all good. They look busy, and that's all that matters. Who cares if they are not doing their original job - they are acting bigger than lead hands, sometimes even than Managers. Worst thing - they are so proud with themselves. Shame, big shame!

Thursday, July 29, 2010

I read with interest the comments from a Rockwell employee in Cambridge who is upset that the company managers are making things less productive in her/his work area. Is there nobody you can talk to about this problem?

Also, to the person who wrote that this person should quit whining and do something about it. How do we know that they have not tried to do something about it already? Perhaps you are one of these managers that considers anybody with legitimate concerns to be just 'whiners'. It sounds to me like the person you accuse of just whining actually sounds like he/she may really care about their job and are just frustrated.

There is nothing worse than caring about your company and working for managers that do not care about the company. Or managers who do look down on subordinates and don't want to hear about any problems. Sad, but it is often the case. However, not just with Rockwell.

Wednesday, July 28, 2010 - For Keith Nosbusch, CEO:

Your managers need to practice better "face talk" with the employees. The key to that strategy is communicating with staff at all levels. Three guidelines for keeping the conversation and information flowing:

1. Fine-tune internal operations by bolstering internal communications. This, in turn, will strengthen the organization and culture.
2. Reassure employees by meeting with them frequently in person for updates about the need for layoffs or other staff changes. Nip rumors before they create panic.
3. Encourage the organization's CEO to speak candidly with employees at least monthly about company financials, results and strategies.

Tuesday, July 27, 2010

To the person talking about management taking actions that were detremental to your productivity: If it is as bad as you made it sound you need to DO something about it not just put up with it! You let them mess with your productivity then there is that much less reason to keep your job here in the USA instead of moving it down to Mexico. You ever think some of management might have a hidden agenda? Perhaps they are intentionally slowing you down because they will be the ones presenting the proposal to the higher ups about the cost/benefit analysis of keeping your jobs here. The lower your productivity the more money such a proposal would appear to be saving the company in operation costs and the bigger their bonuses and promotions are likely to be. Quit whining and do something about it!

Monday, July 26, 2010

As a follow up to a previous post, I am curious as to why Keith Nosbusch, the Rockwell CEO, is now suddenly is able to purchase options to buy 300,000 shares of Rockwell stock this year at an option price of $11.60 per share. These options are both considerably lower in price than options in previous years, as well as being for twice as many shares as he has ever received in any year since he became CEO. His net earnings from excercise of the options and their subsequent sale is $12.2 million for 2010.

Monday, July 26, 2010

Myself and the people I work with at Rockwell Automation in Cambridge took the bull by the horns last year and organized our work area to make it far more productive, mostly by placing the materials we need to properly do our jobs where we could quickly locate and access them. For a while, things were running a lot more smoothly and we were actually starting to enjoy coming to work. Then management decided to Kaizan our area without our input. What a mess! Now we can't find half the stuff we need, and we are usually out of the other half. The agravation, disorganization and loss of production caused by these geniuses with degrees who have never done our job is astounding. But I guess that is the Rockwell way.

PS. And in another department the same geniuses actually installed ceiling-high racking in a spot where forklifts have no access. The band plays on - and the tune is, Ha! Ha! Ha! Ha! Ha!

Saturday, July 24, 2010

Well, I have some concrete news regarging the Rockwell plant in Sumner, Iowa, having returned home from there just this evening. I spent this last week dissassembling the last of their production equipment located there and the majority of it was loaded onto 5 semi trailers bound for Monterrey, Mexico. The remainder will follow next week on a couple more trucks. All that remains at the plant now are office equipment, a lot of stations for miscellanious equipment, and a bunch of industrial shelving that is at present about half empty. There were people actually working on the production line until 11 am Monday, after which the line was stopped and we began to take it apart. The last of the production workers left at the end of the day for the last time and the only people remaining there are those involved with shipping and disposing of the remaining inventory and parts.

They were remarkable cheerful and polite to the people there responsible for helping eliminate their jobs and I felt bad about it. There is nothing I can really do about it but I promised myself that in the future if a similar job comes around I will simply refuse to do it. The job will still get done of course with someone else in my place but I have no control over that.

Thursday, July 22, 2010

I have said it before, and I will say it again. The main objective of today's senior executives in corporate North America is not to do what is best for their company. The objective is to pilfer by any means possible the most money for themselves that they possibly can before they either retire or get booted out. So what if their self-centered decisions harm the company in the long run, just as long as they escape with plenty of booty for themselves. After all, these people did not build most of these companies, so what do they care what becomes of them.

Now, I am not coming at this from any moral or holier-than-thou angle. In fact, knowing what I know now, I wish that I had had the foresight to grab as much money from my company as I could before leaving - and to hell with what is best for the company or anybody else. At least my bankers would call me sir! Besides, I would easily be able to afford councelling to deal with any guilty feelings about it. (Assuming I had any.) Oh, to be young again and to know that all this talk of business ethics is just a load of crap. I sure was naive back then.

Monday, July 19, 2010

The comments on the VP of HR was a little unfair. You can only do a job if you are allowed to. Sure he was a puppet or probably more importantly fodder in storage ready to be chucked under the bus to prevent focus on the real problem. Look at the track record of his manager 3 HR VPs gone, 3 Finance VPs gone, Regional President Canada, Regional President EMEA gone . The only question is whose next and so my money is on Regional guys in USA and Asia and odds on for Asia or maybe he will sacrifice a function or two. Real career building stuff if you look from down here

Sunday, July 18, 2010 - In response to Monday, June 21, 2010 Managers dropping their notices.

The RC facility has very little of the "older leadership" left, but ahhhhhh we have the lean people to lead us (the ones have have the degrees but never got their hands or fingernails dirty). The Factory Talk and SAP operations are a joke. Sometimes takes 24 hrs to get the parts out to the floor customers are screaming, maybe 1m of product out the door for this month in shipments. Production personnel standing around with fingers up in the air, left hand doesn't know what the right hand is doing. What a JOKE!

Saturday, July 10, 2010

I also work at the CDC in Champaign where they make a big deal out of quantity instead of quality. How much quality can be put out when morale is low and we have mandatory overtime crammed down our throats? It's not the whole facility that is mandated, just the warehouse. Let some of the salaried management staff give up their Saturdays and 4 to 8 hours mandatory during the week for them. We have the worst plant manager I think we have ever had; micro-manages everything that goes on there. Let the supervisors do their job. We have so much product coming in the door that our backlog hovers between 400 and 500+ a day. We have to be getting product we don't need at the time. I guess it makes other facilities numbers look good when so much goes out their doors but ours looks terrible with that much in the backlog. Someone needs to figure out what we need, not what you want to send to us. Kieth should really make a surprise visit to our plant and see for himself what's going on. I believe he has only been here once and they knew he was coming. Of course they spruced up the plant and painted everything to make it look good. Why can't it always look that way? This sounds like a good "Undercover Boss" show!

Friday, July 9, 2010

Under funded Pensions are Red Flag for Investors - Greenberg:

“Rockwell Automation, with a $599 million under funding. Hackel believes the company will need to find 34 cents a share over several years to get its fund whole. The company is expected to earn $2.90 this year. It was not discussed on the last earnings call.”

Friday, July 9, 2010

I have the formal notice from Rockwell on the E3 overloads not being available. My local guy tells me it is a sub-supplier who is having difficulty with a particular part. As of now, we either accept the old style OLs or delay receiving our MCCs (no real choice there). I have been promised that RA will swap out the old for new at sometime down the road but that means shuting down our equipment which I can't afford to do very often. Timing reported before the E3s will be available is 4 weeks but I don't have confidence RA will make that date.

My company has literally 100s of buckets on order or ready to be released. We're starting to have second thoughts about who is our supplier for the future (and my last job was with RA, left less than 3 years ago and wouldn't think of considering anyone else even 6 months ago).

Quality, Quality, Quality - it has to be there or all the quantity produced will be sitting on distributor shelves and not in use in plants.

Almost forgot, along with quality is reliabliity - I need to be able to get the equipment, too. One side of me is glad that RA detected a problem and stopped production, but the other needs to know that I can get what I want when I need it.

Thursday, July 8, 2010

Something positive our of global sales and marketing after years of misfires and reorgs resulting in no forward movement: Quiet exit of VP of HR who was no employee advocate and exacted no real change in his entire tenure. What did senior management expect from the puppet of the the sales leadership? From a guy who came to RA as a director of International Paper (not exactly a change agent in the world)? I bet he led the company in travel benefits and miles though. Let's ask the global regions if they saw any efficiencies or true value our of HR. Maybe the senior leaders will put HR leadership in that actually is an employee advocate. By the way, the people working directly for this guy are all road blocks and need to be changed out - quickly and loudly.

Sunday, July 4, 2010 - To blog Wednesday, June 23, 2010 about lump sum retirement/pension pay-out:

Will this have to be reported as "earned income" for that year when you go to file for taxes? If so, be prepared to pay lots of extra taxes!

Friday, July 2, 2010

I worked for Rockwell Automation distribution center in Champaign for 13 years. Over the last 3 years, I saw the company finding reasons to get rid of many employees who had been there from the beginning, and who were faithful, dependable workers.

Going on a PIP, or performance improvement plan, became an excuse for Rockwell to fire you, which is what led to me being escorted out the door. Even if your last PIP was 10 years ago, you can never have another one. We had been led to believe that you could never go on a back-to-back PIP and expect to stay working. For example, if you had one in 09, you couldn't have one in 2010. This was not the truth. My last PIP was 3 years ago for production. I was, it seems, worthy of another PIP this year, so I was fired. To be worried about it once a year when the fiscal year ended was bad enough, but now they have to be worried about it every 6 months?! I found it to be a relief when I was let go. That is no way to run a facility.

I was hired because, at least at that time, quality was important to Rockwell, and I delivered that. I had perfect attendance several years, and that was important, too. Not any more. Now, it's all about quantity -- how much can be gotten out the door each day, never mind quality. How many orders can be shipped? Cut corners if you have to. They don't care about their customers, or their employees. Gone are the days of the best of the best. It's sad. It really was a good job from the start. Now, when people ask me about working there, I simply say "don't bother." Before, I always held them to a higher standard, and encouraged people to apply. Now, I wouldn't wish that on my worst enemy. It's easy for some people to say "stop whining, at least you have a job." But when that job is literally driving you to an early grave, it's better to be without one. The forced overtime on weekends with no work is what pushed me into another PIP. Rockwell was a big part of my life for a long time, and I'm happy I can say that -- but I am just another product of a failed system. I hope Rockwell thinks about what it's doing before it's too late.

Friday, July 2, 2010

No, if you guys don't like your raise and are jealous of shop workers thinking that we are getting much more than you, then, please, come over, to the shop floor. You would be more than welcome to help us out. Tons of power wires are waiting for you, guys. But, no eating on the shop floor, please.

BTW, for the person that wants Cambridge closed - Breaking News: Cambridge is closed. One day for the Canada Day Long Weekend! And yes, we, in Cambridge, are a Happy Family. Don't listen to some people that are complaining; that's part of their life. Most of the time those that complain the most are some of the worst workers and they don't know how happy they are to have jobs at Rockwell.

Thursday, July 1, 2010 - To the bitter R-A shop floor guy:

If you don't like your current job on the shop floor & you are jealous of the office folks, then I suggest you get an office job.

Thursday, July 1, 2010

Shop Floor - not allowed to use a telephone.
Shop Floor - not allowed to have personal conversations.
Shop Floor - 10. min breaks with 50% tolerance, but watched closely.
Shop Floor - Physical labor with extensive knowledge on vast applications.
Shop Floor - Cross-Traning to be adaptable to every task applicable.
Shop Floor - Looked down on by office staff as lesser than equals.
Shop Floor - the list goes on....

Office Staff - use phone anytime and duration for personal calls.
Office Staff - converse all you wish.
Office Staff - Sit in a chair and use a computer.
Office Staff - Do your job and only your job.
Office Staff - Dressed in nice shirts to make yourselves feel good.
Office Staff - the list goes on....

The point is this: Office staff are making A LOT of mistakes, and so do people on the shop floor. BUT, the shop floor has to be sharp to catch them and more so to figure them out and correct them. This is not right at all. That is the biggest beef, you will hear about floor to office. As for office, I cannot speculate.

Are we not supposed to be a team working together, to build a great product for our customers? How can we win as a team and win the war on gaining business when our own battalions are fighting with each other?

Maybe we should all go back, COPY and PASTE a page out of the Art of War and think about what Sun Tzu would have to say about all of this!

Wednesday, June 30, 2010

I think it's time to close Cambridge. Sounds like no one is happy there. I'm sure it shows up in the product quality. We can get the same junk out of Mexico and not have to listen to the whining. At least the people in Mexico are happy to have a job; maybe they can get the quality piece right someday.

Wednesday, June 30, 2010

I see TWB is hiring 2 more lean managers. How many more do they need?

Wednesday, June 30, 2010

Physically we on the shop floor work harder, mentally office staff works harder. I think trhe raise should have been the same accross the board.

Wednesday, June 30, 2010

Of course-because quite often we, shop workers have to do our job, plus to fix all mistakes that are coming from Office-paperwork, diagrams, etc. Why? Because the easiest is just to "Copy & Paste". I never saw any of you guys doing any power wiring, wiring, assembling and fixing our mistakes in doing that! But, we even were told that we are getting "big money" to do our job and also to check all the diagrams, fix mistakes, etc.When you guys were getting thousands in Christmas Bonuses, and us only couple hundreds, nobody complained?! We didn't cry here about that, like you do now.And now it is a big deal?!

By the way - if you want more, you should fight for yourself, not complaining about us - you are just showing your "real face". It doesn't go that way, brother from the Office. If you think that you deserve more, fight it, but don't blame on us-shop workers,OK?

If it was up to us, we would get at least 10% raise, and you too (OK, maybe not 10 for you guys, but 5 % for sure). Final point: Do you think that we don't deserve 2.75 % raise? If so, then complain, but don't complain against us in order to gain something for you; it's just not fair! Play fair game, please!

Wednesday, June 30, 2010

3 months since the shop floor in Cambridge had a raise? Who on the shop floor had a raise 3 months ago? How much was this increase? Nobody I know got one. For everybody I work with it's been over a year. Of course you forgot to mention that your EIP;s are consistently higher than ours, while we correct your mistakes.

Tuesday, June 29, 2010

Kudos to the shop floor in Cambridge. You have once again proved your point! You got a higher percentage of raise than the average salaried worker. The salaried workers as usual took it with a grain of salt as they have everything else. The two years without raises (shop, 3 months... work it out). The need to work 44 hrs before overtime kicks in (shop, 40 hrs), and you need to beg for it (shop, management is begging them to come in). But you have to hand it to them. Good for you! Maybe those union reps at the gate helped. Congratulations, and hats off to you!

Tuesday, June 29, 2010

Once again, Rockwell has missed the boat. They had a perfect opportunity to increase morale even if it was just a little bit in both the office and on the mfg floor. But, as seems to be the norm with Rockwell, they messed it up again -- the mfg floor was given one rate for the pay increase and the office was given another. If they had used their brains to build a little morale by saying - anyone with a meets or exceeds expectations - you will get "X" amount.

I know and understand that the salaried personnel are provided their increases based on performance but have you forgotten it's been 2.5 years since they got anything but even then it depends on your manager -- if your manager likes you get a better rate then if the manager doesn't like you. This one little gesture is a would be nice thing that could have provided a boost.

I am thankful for the increase and especially since it's retro active. I still feel that a little bit of fairness would have made everyone just a little bit happier.

Tuesday, June 29, 2010 - Ref : Tuesday, June 29, 2010 beginning; I left RA after 24 years in the SBB group:

I wholeheartedly echo this sentiment. Middle and higher management deserve a dose of their own medecine - it's long overdue. They have for too long promoted the inept in favour of those who have the real acumen and honesty to do better. And to think, each year the same management forces employees to undertake an ethics refrsher course and sign a pledge!

Tuesday, June 29, 2010

I left RA after 24 years in the SBB group (yet another name change, formally MPS, GMS etc). mainly because the US management decided to send someone to Asia with no previous management experience in this group, no experience of Asia and had never run a P&L anywhere in any business. He was to begin with my immediate supervisor, but quickly demoted me as he found out I knew more than him. Some surprise for him when, at the age of 61, I found another comany who appreciated my skills. Best thing for RA is to be bought out, and all the old management team and their cronies disposed of.

Monday, June 28, 2010

Sung to the tune of "Polly wolly doodle all the day":

Oh, my job went down to China
Just to fatten the head vagina

Singin' sittin' on my ass all day

I'm one of the statistics
Take a look at the logistics

Singin' sittin' on my ass all day

Socialism, socialism
Is becoming the American way

For my job's gone down to China
Just to fatten the head vaginas

Singin' sitting on my ass all day

Sunday, June 27, 2010

Busy week here in Cambridge. I still think this is a PR thing, having the big shot come down. I really don't believe this will be an on-going thing.

Sunday, June 27, 2010

Busy week here in Cambridge. Some of the leaders got came out to the shop and joined our production personnel for an hour or so. Excellent idea! It would be great if this became a monthly event or even a weekly one. It’s a fantastic way to bring down the barriers that exist between our groups. It’s a way to bring back some of the camaraderie that used to exist in the old days. Way to go!

On the other hand there was that “communication” session that took place between members of some of our salaried personnel and our business unit leader. Apparently it’s only “communication” if he hears what he wants to hear. Otherwise we are a bunch of negative people who never have anything good to say. Apparently we are the only facility who are not ecstatic over the raise that we are going to get. First of all we still don’t know what we are going to get, (and frankly I don’t think it’s going to be anything that great), and second of all just in case he has not heard it is customary to get paid a fair wage for a fair day’s work! The sacrifices that have been made by the workers (not only here, but everywhere), the unpaid overtime, the mandatory overtime, the harassment, the helplessness we feel as we see our good company being flushed down the toilet by a senior management group that seems to have no clue or no idea of what it is like to be on the other side.... any way we deserve a good raise!

So, at the end of the day ... excellent idea for some of the leaders to join us, let’s do it again real soon! As for the other event, maybe the next time someone wants to honest communication, we should be warned that the only honest communication is “Si señor”.

Friday, June 25, 2010 Re: "member of upper management getting down and dirty taking. I am convinced this is a PR thing"

PR or not, it is an attempt to bring some humility to the plant floor. I never seen it myself, but I'm sure he could've handled himself as good as any guy out there. If you think you can do better, why don't you step up and go in and do some plant managing for an hour or so. All he wants is a successfull day of production...HR is where the real problem lays.

Thursday, June 24, 2010

We have both Rockwell and Siemens in our plant. Siemens has free support during the day and I can download service packs and get full access to their support site for free. The world sure has changed in the past 10 years!

Wednesday, June 23, 2010

Many Rockwell end users are justifiably upset that they have to pay annual support fees and software license fees to get support as they have already paid for the most expensive products in the industry. I see some comments from other users saying that's ok, its the way the industry is. No its not. Suppliers such as Beckhoff Automation provide free phone support and free software updates and their products are far less expensive than Rockwell's. They believe such customer service is part of doing business.

Wednesday, June 23, 2010

Nice to see a certain member of upper management getting down and dirty taking parts off in the paintshop. Good thing for him the parts wern't that heavy. I am convinced this is a PR thing.

Wednesday, June 23, 2010

Would like to hear from the folks who feel Rockwell is doing so well. How well is it going in Mexico, I got the answer, though I would like to see how you dress up the quality issues. Twinsburg and Dublin released World class quality. Tag you're it....

Wednesday, June 23, 2010

For those beginning to buzz about retirement plan changes and options: please read the documents posted as a follow-up to the announcement. Bottom line: no changes to CURRENT pension plan enrollee's except you now have the OPTION to cash out of the pension plan with a lump sum payment. It is not mandatory. For new hires, you get enrolled in a retirement savings plan instead of the pension plan. RA is just doing what every other company in the US has been doing for years and is closing access to the old style defined benefits plan for new hires.

Tuesday, June 22, 2010

How many USA based plants did Rockwell have 3 to 4 years ago, and how many do they still have open as of today? Just trying to get an idea of how many have been closed and moved to Mexico, or other non-USA based locations. It would also be very interesting to know how much smaller the existing plants in the US have become due to product being moved out of the country.

Tuesday, June 22, 2010 - re:Monday 6/21/2010 retirement:

I heard this was only for new hires? Or will it affect those for 2010 that have not retired yet, they have gone by there retirement dates and need to work for the insurance or whatever. The supplemental, plus pension is not enough to support their needs. 2010-2011 is a questionable year for future orders - oil,energy,cars etc.

Monday, June 21, 2010

Major retirement changes will be put into effect, instead of receiving a pension it will now be a "lump sum", this is the latest announcement. Question, so if I take a lump sum, will this now be considered earned income for my taxable year? If so, heart attack time!

Monday, June 21, 2010

Another manager dropped notice to leave RA, this makes two managers in less than two months. In addition, an industrial engineer also gave a short notice last week, so what kind of message is this sending? "Keith, we are not happy with what is going on" ?

Friday, June 11, 2010

A major employment services company in Michigan is looking for very experienced people to hire on as Technical Instructors via contract through RWD Technologies and working as instructors on Rockwell/Allen-Bradley equipment. Travel would be at least 75%, conducting training at plantsite locations and regional RA offices. Since Rockwell directly disbanded the Rockwell Training centers concept, Rockwell is trying to meet customer demand for training. Here again, a corporation using advice from third and fourth parties in a futile attempt to provide "customer statisfaction" indirectly. As former RA employee, it is just too bad that RA had to go to this low level.

Thursday, June 10, 2010

My apologies to the senior support engineer. If I am lucky enough to get one of the field service engineers or 2nd level support people I find I get correct answers with an explanation. Hats off to you guys; you know your stuff. But the 1st level support (new hires) need to learn not to spout out an answer just to get his/her call quota in. As a customer I assume the answer I will get is correct the first time. I have had senior support go the extra mile to help me when in a bind, but it's a crap shoot as to the level of support you get. As recent as 2 years ago I could depend on good info 99% of the time. Everybody has a bad day or the info they have is bad and we're all human but across the board it's not the same as the years when RA had the best-in-class support. When I pay 5% more per year for support I would expect the support to get better. I have learned to "work" the system but others in my group are not so experienced.

Wednesday, June 9, 2010

As an engineer at Rockwell Automation who regularly works for the phone support group when demand is high, I felt obliged to respond to this earlier comment: "I don't call tech support; if I need wrong answers I can call about anybody and don't have to pay for the privilege."

If you call RA for phone support and get a misleading answer, or one you know is downright wrong, you have every right to ask to speak with a level 2 support engineer, or a supervisor, even if that means calling back to do so because you didn't realize at the time you'd been given wrong information.

In my experience, customers who ask for a supervisor because they're not happy, along with customer's whose support tickets are flagged as "Unsatisfied" get some personal attention from the leader of the support team responsible. Like any other company, RA's support team has performance metrics related to customer satisfaction. They really do want to help you be successful in your application of RA products. Just remember, we're not mind readers. If you're not happy, you have to express your dissatisfaction with the support you received and insist that the matter be escalated and dealt with, not spout off on a blog about how the support sucked and you'll never call again.

If you let us and our leaders know what we're not doing well, in person, on the phone, at the time, the support team learns, has a chance to improve, and everyone receives the benefit in the long run.

Wednesday, June 9, 2010

In response to my previous comments related to Ken Christensen's message...my apologies if I misinterpreted. But, I do read these blogs frequently and, quite frankly, it does get a bit frustrating to see the rampant Rockwell bashing. Ironically, this blog has significantly more activity than any other. But, they do all appear to be gripes for the other blogs as well.

With respect to the support contracts - a few things:

1. Customer service is now a profit center, much like many other suppliers; so charging for support is not uncommon. There are other benefits which many customers may not even be taking advantage of.
2. If there are commercial concerns on pricing for support contracts; I would suggest that this is discussed with your local RA sales engineer as they can work with you. The intent of TechConnect is not to take advantage of customers - but it is an effort to fund the internal business responsible for effectively support our customer base.

Tuesday, June 8, 2010

If you have been at Rockwell a while you might know that all the layoffs of the senior employees and moves to Singapore and Mexico began soon after McKinsey and company was brought on as a consultant. This is the same company that advised State Farm insurance to fight claims by premium paying members as a way to boost the bottom line. McK and co advises it clients to f*** people over to make a buck.

Tuesday, June 8, 2010

RA really messed up the support. They switched from software support to phone support which includes software updates. I used to able to buy support on one or all of my software packages. Now it's all or nothing and it's based on the # of PLC's I have, not the amount of software I have. They figure the more PLC's I have the more I'll be calling tech support. I don't call tech support; if I need wrong answers I can call about anybody and don't have to pay for the privilege. I just wait until my software won't work with the new hardware then buy another package, it saves me money over the long run. RSLogix500 is about $1500, they want that much every year for support; so if I buy a new package every 3-4 years I'm ahead. The basic Micrologix software is free and we don't use many SLC's anymore so my costs are $0 now. We've heard the new small controllers will also have free software.

In their defense we pay out the nose for Wonderware support so RA is not the only guy trying to make a living off of support $$.

Tuesday, June 8, 2010 from Jesper M P(jmp_maildump@yahoo.dk) in response to the response to Ken Christensen's comments:

That's not what he said. He used as an example a customer who had purchased $ 1800 of equipment had to buy a Tech Connect contract for $ 1500 per annum. If that is true, even you must admit that it is close to extortion. He did not say how much his own company had to pay in Tech Connect contracts, which of course he should have done. He also said that they were putting in Siemens, not just AD. And I think that Siemens is quite comparable to AB/Rockwell in the "upper segment". I have to say that I find AB/Rockwells "policy" of of charging for support either ammusing or aggravating, depending on how dependant you would be on support in an emergency.

I know of no other supplier with this attitude/policy. I know that my own customers would not accept that attitude/policy. How they manage to pull this off is beyond me.

Saturday, June 5, 2010

In response to Ken Christensen's comments:

I am a current Rockwell employee and previously held positions within the Rockwell distribution channel - so I am keenly aware of RA; at least for the past 15 years. That said - I do not dispute the fact that RA is going through some challenges; delivery and SAP implementation is compounded by the challenging economic sitation over the past two years.

Rockwell is a great place to work - I can assure you...but, like all large corporations who go through cost reductions, great people were lost over the past few yeras to the reduction in force. While there will continue to be commidty-focused suppliers, such as Automation Direct (and it is with no disrespect AD as a supplier) - Rockwell is focused on the "bigger picture" - value is not just cost of goods...it is about sustainability and cost of ownership.

In the bigger picture - the automation costs are significantly lower than many of the other lifecycle costs; yet, there are individuals (such as Mr. Ken Christensen) who will switch from a value-focused supplier (RA) to a commodity/cost-focused supplier (Automation Direct)... Two companies who are polar opposites of each other - RA and Automation Direct...

The value-driven System Integrators and OEMs are forging stronger relationships with Rockwell - and Rockwell has made a significant effort to forge stronger relationships with them. There is an intimate recognition that Systems Integrators and OEMs are an incredibly valuable cog in the manufacturing/automation lifecycle - the stronger SI's and OEM's are embracing the RA relationship.

While I do not dispute Ken Christensen's decision to migrate to Automation Direct vs. RA...I highly doubt he was responsible "millions of dollars" in RA revenue over the $1,500 Tech Connect contract. If his decision was based upon this premise - is Ken Christensen really delivering the highest value to his customers?

The stronger organizations will prevail in this economy - and Rockwell is working hard to align with these customers. Value will ultimately prevail over price...and the SI's, OEM's and suppliers who focus on the END USER's cost of ownership will remain successful...

With all due respect - there are not a large number of "multimillion dollar" Rockwell integrators to begin with - and I sincerely doubt many of them are transitioning to Automation Direct for a $1,500 support contract.

Saturday, June 5, 2010

Australia: Rockwell finally came clean with the guys in the store here. 18 months ago they told everyone that there were no plans for job cuts. Now they have told the stores guys that they will shut down the store later this year. What other job cuts "aren't planned"?

Tuesday, June 1, 2010

As a former employee with (American owned) Bailey Controls and then with (American owned) Rockwell Automation, if Rockwell goes they way Bailey did, Rockwell (Allen-Bradley) will cease to exist. Bailey went to the Italians and they screwed things up, then went to ABB and remained screwed up. Rockwell has turned away from training there "customers" by professional educators to contract trainers, thus totally ruined Rockwell's training capabilities. Go ahead Rockwell, sell yourself out to ABB and add your name to the list of American companies lost to foreign control, not to mention, the loss of the American dream of "made in America by Americans". We will all be learning to speak "Mandarin" any way. Forget about the Swiss.

Saturday, May 29, 2010 - Re: "FACTORYMATION.COM - they have TECO at 1/3 the cost of Rockwell, and it is UL listed!":

You may be right but as a user who has to support an installation with a life cycle of 5-20 years we need to have parts support and a solid migration path. Our experience with these types of vendors is they are regularly dropping one model in favor of a newer one. When that happens we have no choice but to do a wholesale change/upgrade that most times is not planned for in our maintenance or capital budgets. I don't like the idea of spending more money up front but if it allows me to better plan for the future it's sometimes a small price to pay.

Thursday, May 27, 2010

FACTORYMATION.COM - they have TECO at 1/3 the cost of Rockwell, and it is UL listed!

Thursday, May 27, 2010 - from Ken Christensen [omniint@aol.com]:

Rockwell Automation has been taken over by the accountants and has forgotten about the small System Integrators that are responsible for recommending their products. After buying their products, they do not give any technical support, which is critical for industrial applications. Our group is responsible for recommending equipment to industrial users and we have been using Allen Bradley/Rockwell Automation, resulting in sales of their equipment of several million dollars per year.

Five years ago I was told by a Rockwell engineer that the accountants had taken over, and this is why we have so much difficulty getting any help; but they were going back to the old way of doing business. This has not happened and the problems have gotten worse.

I was at a customer that purchased a $1,800 software product, and Rockwell would not even answer a simple question unless they spent another $1,500/year for tech-connect. We are now quoting on removing the Allen Bradley equipment and installing Automation Direct.

We are a small group, but Siemens has offered to train our people on their equipment and give discounts and free software. It seems as though they have a lot of large jobs to replace Allen Bradley equipment. We have been recommending Automation Direct equipment when possible, and now with Siemens I don't think we will be using much Allen Bradley. This will be a loss of several million dollars to AB/Rockwell but I don't think they care.

Monday, May 17, 2010

For the first time ever, the senior management has started to sell some of the shares they've been buying or were granted the past few years. I know that the CEO declared earlier this year that he would begin to sell his lot of 300K units, and others too have jumped on the wagon. The CEO has cashed out net this year to the tune of $14M and still has his 300K units of shares to sell. Not sure if it means anything, or perhaps is just consistent with 52-week highs. I figure top brass agrees the stock is not a good investment.

Friday, May 14, 2010

On the local news this morning: All hourly production work in the 2nd street plant will be outsourced by July.

Thursday, May 13, 2010

Godbye hourly production workers in Milwaukee's corporate headquarters. Notice went out today. All production work will be moved/outsourced.

Sunday, May 9, 2010

I lost 15% of my stocks last year with Rockwell Automation.
BUT.... I saved 15% on my car insurance by switching to GEICO....

Sunday, May 9, 2010

Somebody is obviously bad at math. A $1.65 dividend on a $60 share is 2.75% return, which is much better than you can get on most if not call bank accounts or CDs, plus you have the upside opportunity of share appreciation. Actually, it's quite a good investment if you believe that there is relatively low risk of asset devaluation.

Friday, May 7, 2010 - To the person who had a question on why invest in RA stock:

I don't profess to be a stock guru, but I do know why I continue to invest. First of all, a stock splitting does guarantee anything since it immediately decreases in value by half. Also, a dividend is certainly one component to get wealth, but many stocks don't pay any dividends. For me, I look for long term gain. RA has been good to me over the years. I just looked at my 401k statement this morning and I saw that the performance of this stock has returned 15.69% for the last 10 years and 29.49% year to date. This has been attractive to me over the years. Anyway, just wanted to share another viewpoint.

Thursday, May 6, 2010

Would someone help me understand this? Rockwell stock has not split in over 20 years! Rockwell spilt the company in two when RA Collins was set free. The $ Billion motor business was sold-off and the total number of employees continues to decline. Why would I give someone $60.00 just to collect $1.65 (estimate) a year?

Monday, May 3, 2010

I feel I need to respond to the weblog concerning project management not seeing the bigger picture, talking about the guru that left who did see the big picture.

This person was the first one I saw inside of the businesses actually question the businesses about their strategies and how to tie projects to those strategies rather than just wait and be told what to do. He actually spoke up to Steve Eisenbrown and their staffs about how he saw RA business and product managers just chasing the competition with a "me too" attitude. He said publiicly on many occasions that chasing the competion's spec sheet will always keep you in no better than second place.

This person truly understood where project management was an enabler for the company and not just a position of "reporting status". He knew that true project management began at business strategy development and carried into the customer's hands. He would press for requirements and question those that did not tie to the strategy. He questioned the "peanut buttering" of funding across too many development projects that the company did so that RA did many projects half-way rather than a few in the best way. He even drove the development and testing process to include agility and responding to market conditions rather than live and breath requirements that were 2-3 years old.

To the person that commenting that project management was a solution looking for a problem: I agree that is what drove this person away from the company. Too many people looking to build a solution to compete with a competitor's product what came to market more than 3-5 years ago and using processes that took 2 years to implement the solution and not leading the market with new and innovative solutions with processes that could get us to market within a year.

Sunday, May 2, 2010 - Re: the Camry having more American content:

You need to properly define content. Engineering, Testing, Design, Financing, all of those not just for the platform, but for the components too. Then the day-to-day materials needed for operations. Go the back shipping docks in any offshore companies, and open the sea containers. You'll find Japanese oil, packaging, toilet papers, ink pens, writing paper, etc, etc. Add it all up and you'll find the assembly content is quickly over-shadowed by all the other non-American content. Don't believe everything you read. Find out for yourself.

Wednesday, April 28, 2010

Rockwell Automation profit soars
Extracts from Journal Sentinel, April 28, 2010

Rockwell Automation Inc. has an answer to the question of whether the economic recovery is under way. At Rockwell, the recovery has arrived. The maker of factory automation systems said Wednesday its fiscal second-quarter profit more than tripled from a year earlier. Net income rose to $137 million, or 95 cents a share, from $40.6 million, or 29 cents, a year ago. "It appears an industrial recovery has taken hold," Keith D. Nosbusch, the company's chairman and CEO told analysts on a conference call.

Rockwell earnings were $111.9 million, or 77 cents a share. Revenue for the three months ended March 31 climbed 10% to $1.16 billion. The financial results beat expectations. In line with its improved earnings, Rockwell raised its 2010 forecast. Rockwell shares touched a 52-week high of $63.90.

The profitable quarter was good news for Rockwell employees. Nosbusch said employees worldwide will get a pay increase this year.

Rockwell plans to increase its spending on investment to support growth, particularly in technology. And much of that spending will be in emerging markets, company officials said. "Long-term prospects are bright," Nosbusch said. "I'm excited by the new opportunities we are seeing every day."

Wednesday, April 28, 2010

Some great stories on msnbc.com about products made in America & products no longer made in America. The big surprise is the US auto with the highest American content: the Toyota Camry. Funny how the Japanese believe in US manufacturing but Keith doesn't practice what he preaches.

Wednesday, April 28, 2010 - To the previous blog poster:

Here's a newsflash for you: NO ONE got a Christmas bonus or raise last year. Did you really expect either during the worst recession that this country has seen in 50 years?

Wednesday, April 28, 2010

Well, after all this great news, I hope we, the workers, can expect some bonus, raise... That would be very nice, since we did not get a Christmas bonus, no raise... nothing last year.

Tuesday, April 27, 2010

Noosebutch is not concerned about quality, only in Wall Street driven profits. O.K. let him whine about a manufacturing czar and the Country cannot afford to lose production facilities. He will go where it is cheap. Cheap, cheap and anything less is too much. Tata this and Tata that, my cronies will make me FAT. Heads up on April 28.

Sunday, April 25, 2010

The post about project management takes a limited view of what they call the Bigger Picture. Projects should be properly defined and have agreed-on goals before they invoke a rigorous Project Management discipline. Organizations may have problems, but they are not necessarily agile or project management problems. Actually this sounds like a solution looking for a problem. Project Management practitioners are worrying serious about their art.

Thursday, April 22, 2010

For the person who was concerned about the loss of "Quality" under "AB" in Richland Center: It was removed when the sign was repainted. It was a symbol of the loss of quality within the facility. The gimmick is that it will be replaced when the quality levels increase. Stupid move, but there it is.

Thursday, April 22, 2010

I guess I have been living under a rock, but I recently found out that the main person driving improvements in the project management organization left the company late last year. This was the person who was trying to get some agile processes into Steve Eisenbrown's organization. Now it makes sense why everything slowed down in this badly needed improvement area.

How could they have let this guy leave Rockwell? He was the only one who understood the bigger picture. The people in charge now are the same people that have been around Rockwell for 10-15 years are more. What new ideas are they coming up with?? I understand that all that is happening now is they are attempting to implement what was already started by the guy who left and are failing at it.

If they had any sense at all, they would be trying like crazy to get the guru back into Rockwell. Can't someone in the higher ranks give him a call and get him back. The ones trying to drive this improvement area now are a bunch of suckups and don't have a clue as to what is needed and how to do it. We need the big picture guy to come back in and take charge of this once again.

Tuesday, April 20, 2010

The drives plant in Sumner, Iowa is closing soon; production (PF70's) moving to Mexico. Cambridge gets the new Phoenix(high HP air cooled) drives. RA only seems to be interested in engineering/manufacturing of CLX, PF7x, 2100/2400's, & Kinetix.

Question: Is Twinsburg the 1756 (CLX) plant? Are all the SLC/uLogix now made overseas? What about the 500 and 800 NEMA lines? All now made in Mex?

Sunday, April 18, 2010

I have worked at Twinsburgh for over 12 years now, and every time we get a new plant manager we get the same people that try to brown nose their way to the top. Most of them are so miserable in their own lives that they have nothing else to do. It's quit sad really. I say to those of you that are trying to get the new manger on your side, why don't you try to work like the rest of us and stop bossing everyone around.

Friday, April 16, 2010

I just knew that when we sent all those pushbuttons and selector switches to China this was going to be the business move that would make Rockwell Automation the next great industrial conglomerate. Thank You RA management. Show Us The Money !

Tuesday, April 13, 2010

It seems that you just love to whine about the whiners!

There have been no relative posts in weeks, so YOU thought you would add something to discredit people who have issues with their workplace... Oh, and for your re-buttal about finding somewher else to work like HONEYWELL, the closest one is about 4,000 miles away. What ar you talking about anyway? Rockwell Automation is the best Canadian company ever? Any company that cannot even provide their own workplace with what they specialize in making - is their TITLE a lot to be proud of?

From the day people are hired, they are expected and scrutinized to fail. We whine because we see better ways; we post blogs because we need to vent our frustrations; we go to work to see people like you fumble and trip over your own tongues, trying to say hello to try and get ahead!

Tuesday, April 13, 2010

This blog gets old after awhile. Cambridge, UK, Australia. Cambridge, UK, Australia. A lot of griping from a few. If you dislike Rockwell so much, then leave and find a better company. Obviously, you all have the talent to go elsewhere. Try Honeywell, Invensys or some other automation company (check their blogs first though, there seem to be similar challenges there). But, it may give you a new forum for your venting.

I work at Rockwell and I may not agree with various things (especially the Yellow ribbon blog earlier) but, I "man up" and try to change them, not gripe in a forum that is predominantly 'bitchers".

Wednesday, April 7, 2010 - Re: Sunday, April 4, 2010 - "Wow Rockwell Automation is really staffing up for growth in Australia."

Give it a rest - "World Class" what? Smoke and mirrors again from Blackburn.

Monday, April 5, 2010

Be proud of Rockwell; but Rockwell has changed its name from A-B QUALITY to just A-B. This highly recognized symbol has been around for 30+ years representing the Cadillac of MCC. Now it is gone. Take a look at the symbol on the outside of the building at Richland Center. The word Quality is gone. It is on our diagrams, labels etc. Quality has taken a different path, I guess. When they painted their building they left it off. Why? Maybe that's why some of the old employees are leaving.

Sunday, April 4, 2010

Wow Rockwell Automation is really staffing up for growth in Australia. They recently brought back a world-class sales director from South East Asia, announced a new facility in Sydney, and their new distributors are hiring great people from competitors. Go Rockwell! Proud to be part of the team and proud to be Australian. Asia President visited last week and all the talk was up.

Saturday, April 3, 2010

About a year ago we lost a key and talented person that had to manage three facilities (but her bosses took the credit). This person made some predictions and a lot is happening just she said it would. They are "dropping like flies in RC"; some very talented people are getting out (retiring)25, 30, 35 year employess. Hmmmmm, maybe the management that never got dirt under their fingernails might have to start doing the work?

Sunday, March 28, 2010

Come-on people, you are hoping some company can come and put the spilt-milk back in the cup. We are only a second tier integrator. Allen Bradley is a memory. The ability to design and produce our own products is long gone. Our catalog is full of competitor’s products. To sit back and hope for some other interest to come in and put the light back in a burnt-out bulb is a pathetic fallacy. Hold on and CYA, because the ranks can only get smaller. Good luck to all

Saturday, March 27, 2010

God Bless America! Thank you to all who have served and fought to give me the freedom to say that here!

I continually hear people complaining about the loss of freedoms imposed by our government and our RA executives far removed from the reality of a local workforce. It is one thing to stand idly by as our rights and freedoms are taken from us but it is far worse to give those rights away. Employees of this company can hang their heads in shame for doing just that.

Recently, I was forced to take down a few yellow ribbons from inside the entrance to our factory. The ribbons were in honor of a returning veteran.

In 2008, an Allen Bradley supervisor was called to active duty. He spent a year state-side before deploying to Iraq where he spent several months. Like thousands of others, he left his family and the comforts of home and went to war. His young wife and baby were left to manage without him and to live in fear that another husband and father may not return. Thankfully, after two years of service to our country, this soldier returned home and to work at our company.

Before our returning soldier had a chance to see the symbols of kindness and support, I was called to the HR office and informed the ribbons had to be taken down. Some selfish and bitter people had complained of being offended by the ribbons. I am filled with sadness that our returning vet was not allowed the greeting he deserved. I find an even deeper sadness in the fact that this choice was made by my co-workers at Rockwell Automation, not our government or unknown executives.

Let's not be so willing to GIVE our rights and freedoms away!

Friday, March 26, 2010

First off, for all you anti-Rockwell Automation folks, I'm an employee at Rockwell in Milwaukee, and it's the best place I've ever worked. As far as our leadership, they do look out for us, they listen. I dont believe Keith would sell us up the river; he's been a great CEO. We have a culture unlike most companies out there today, which helps us to be the most ethical company.

As far as the buyout rumors, Ive heard those for years - see extracts from an article below I found on Barrons.com from today:

Shares of $8 billion (market cap) Rockwell Automation (ROK) are up 20 cents at $56.06, apparently on a rumor that General Electric (GE) might be interested in the company. That's a rumor that's floated around for some time now. Oppenheimer & Co. analyst Christopher Glynn expressed skepticism in a phone call this morning: GE could do maybe a $2 billion to $3 billion deal, but not until it completes its joint venture for NBC-Universal with Comcast (CMCSA), which is expected to free up $8 billion for GE to use in its industrial business. GE shares are up 21 cents, or 1%, at $18.28.

Friday, March 26, 2010

I think all this talk on CNBC is about Rockwell Collins. I read the article and saw the Webcast and in both cases they are talking about aerospace not automation. Evidently they don't realize ROK & COL are not the same anymore.

Thursday, March 25, 2010

To see the CNBC story about Rockwell Automation go to this link (cut and paste). It starts at about the 10 min mark.
http://www.cnbc.com/id/15840232?play=1&video=1450170544

Tuesday, March 23, 2010

So with the news today on CNBC... Rockwell Automation is a hot stock. And a buyout in the next couple of months by GE? How big are the golden parachutes for Keith and the rest of upper management?

Monday, March 22, 2010

Way to go Keith. No wonder you didn't mind foregoing your two million USD bonus. Give yourself a pat on the back; while the rest of your workforce grit their teeth.

Monday, March 22, 2010

As I read it. Keith's made a little over 8 million dollars on Rockwell stock since the middle of January. And I'm not talking about on paper, I'm talking about in his pocket.

Saturday, March 20, 2010

So where is the present plant manager of Rockwell Canada going to? Is he being promoted up? Or moved out?

Thursday, March 18, 2010

Here's the tally of recent stock trades:

Keep on taking furlough weeks, no pay increase, and no bonus and enjoy the PIP. These folks did not miss anything. This is the most manipulated stock to benefit the few for the short term. Save your own ass, because none of these people give a darn.

Thursday, March 18, 2010

Having just come out of Rockwell UK over the last few days, I feel like a tremendous weight has lifted off me. I spent a number of years there and it was great to start with. But over time you realise that there is no scope for promotion and that the small-minded middle managers are oh so desperate to hang on to their jobs. I've seen many people come and go from Rockwell over the years, but one thing that remains constant is the middle management layer. It's a little club that engages in mutual back-slapping and self promotion. Me, I prefer to move into the real world.

Wednesday, March 17, 2010

Chairman, President and CEO of Rockwell Automation Inc. Keith D Nosbusch sells 97,893 shares of ROK on 03/01/2010 at an average price of $55 a share.

Rockwell Automation Inc. Common has a market cap of $7.85 billion; its shares were traded at around $55.13 with a P/E ratio of 39.1 and P/S ratio of 1.8. The dividend yield of Rockwell Automation Inc. Common stocks is 2.1%. Rockwell Automation Inc. Common had an annual average earning growth of 5.3% over the past 10 years.

CEO Recent Trades:

• Sell: Chairman, President and CEO Keith D Nosbusch sold 100,000 shares of ROK stock on 01/29/2010 at the average price of 50.12, the price of the stock has increased by 10% since.

• Sell: Sr.VP and CFO Theodore D Crandall sold 1,040 shares of ROK stock on 12/06/2009 at the average price of 45.64, the price of the stock has increased by 20.79% since.

• Sell: Director Verne G Istock sold 1,153 shares of ROK stock on 02/26/2010 at the average price of 53.46, the price of the stock has increased by 3.12% since.
• Sell: Director William T Jr/wi Mccormick sold 3,502 shares of ROK stock on 02/26/2010 at the average price of 53.41, the price of the stock has increased by 3.22% since.
• Sell: Director Bruce M Rockwell sold 3,502 shares of ROK stock on 02/26/2010 at the average price of 53.42, the price of the stock has increased by 3.2% since.
• Sell: Director Joseph F Jr Toot sold 3,262 shares of ROK stock on 02/26/2010 at the average price of 53.42, the price of the stock has increased by 3.2% since.
• Sell: Director Betty C Alewine sold 2,720 shares of ROK stock on 02/26/2010 at the average price of 53.43, the price of the stock has increased by 3.18% since.

Wednesday, March 17, 2010

I just read my friends comments as he typed them and would like to get a severance package and leave, too. I am not as burned out or upset as he is; I just think it would be best for my future. Like him and a lot of people. I have been at Rockwell long enough that I too don't want to just leave with nothing. However, with a severance cheque in hand, I would feel nothing but relief on my way out the door. It would be nice to work for an organized company. Even if it meant a pay cut.

Wednesday, March 17, 2010

I am quite serious that I would do cartwheels out the door with a severance cheque in hand. I do not believe that Rockwell will be in Cambridge long enough for me to see retirement anyway, so I would be ecstatic about a severance package now. As would a good many others. And the problem is not pay or benefits. It is total disorganization at every level of management. These poeple quite literally do not know what they will be doing in that plant tomorrow. Of course, all the pro-Rockwell people would not know that because most of them probably just have low stress make-work jobs anyway, and don't have to actually try to produce and build the product.

If the shareholders ever knew just how much money they are not making due to incompetence at the top, they would not be very happy and heads would roll. So let's face it, the purpose of every senior Rockwell executive is to suck as much money out of the company as they can before they 'Cash Out' and retire or get fired. And if their decisions to fool shareholders and land a big bonus now have a devastating impact on the company in the future, what do they care? They will be gone with their booty anyway. In short, they don't care about the company any more than most of us on the plant floors do. It's all about the money to us. Oh, to have my severance package and to be escorted out the door. HEE - HAW!

Wednesday, March 17, 2010

Go read the Siemens blog. Sounds just like this one. Bean counters and management. Only difference is they are complaining about the Rockwell managers (hired from Rockwell) poisoning their company. Yikes.

Tuesday, March 16, 2010 - RE: Monday, March 15, 2010 - about Australia and New Zealand:

What a joke. This statement can only come from the top at RA Australia. He has no credibility throughout the industry and treats his people with contempt. RA Australia is set to disappear. Lies and more lies from RA Australia. Those butts that are being kicked are all in Rockwell Australia.

Tuesday, March 16, 2010

Richland Center announced last week they are getting a new plant mangager. The way it was put out is this will now be the "Rockwell way", rotating. By the way the new one coming on board is not from Rockwell.

Whooopeedo, we get em trained then they send em off. Sad thing is we have been getting new ones that are "green behind the ears" probably never got a lick of dirt under their fingernails and are book or school trained. Not like the old days when the person worked their way up from the bottom. Here we go again.

When is Lyman or Keith leaving, anyone got a clue?

Monday, March 15, 2010 - To the person who asked about Australia and New Zealand:

I work there and it's great. The partnership with the two best distributors in the region is going well. We are seeing more investment in our future, and I feel the future looks good. There is no way we feel that our company will not keep a large presence in the South Pacific. And we are kicking the butts of Schneider, Siemens, ABB et al.

Monday, March 15, 2010

No, I cannot agree with you that RA Cambridge is a great company to work for. Pay is decent, benefits are prtty standard, atmosphere is horrible. Work is work, dont get me wrong. You should earn your money no doubt. A decent day pay for a decent days work is how it should be.

The complaints come from complete frustration with the decisions that are made by managers, team leads, HR, upper management, and so on. I am 100% positive that workers make mistakes, which is frustating. But the point of the "whining" as you and others put it, is not all. It's a collection of frustration that is never answered, often ignored, quite possibly, decent answers to a lot of problems that can be addressed swiftly and efficiently.

The level of "whining" is a testiment to the workers that would like to see this company succeed, prosper and deveolp a better relationship with its management to become what it should be... the best!

Erase the favoritism, the childish secrecy. Make a plan and stick to it, changing rules as we go, follow the guidelines that are set and you would have a much different and more efficient functioning teams to build a true quality product, so that we can all get paid! That is what business is...profit. Nothing more, nothing less.

Rest In Peace William Wolosinecky! A great guy who made a great impact on myself and many more.

Monday, March 15, 2010

I don't know why some people from Cambridge are complaining so much? We have decent jobs, decent pay, decent benefits.... What else do they want? To sit at home, watch TV, not go to work and get paychecks?

Yes, if you don't like it - leave the Company. There are so many people that would be more than happy to work for Rockwell. Management makes mistakes, but everybody does; workers too, do you not agree? Let's be honest with ourselves first, then with everybody else. Rockwell Cambridge is a great Company to work for!

Sunday, March 14, 2010

I am one of those former employees and totally agree that life out of RA is much better, less stress, more enjoyment and job satisfaction. Those 5 to go from RA UK Sales should see this as a positive move, a move to a much better life and future.

Friday, March 12, 2010

So much for improved business conditions in the UK. I work for an outsourced HR company and we have recently been informed of a 5 man reduction in Rockwell's sales force.

Thursday, March 11, 2010

If anyone talks to former employees, whether they quit, got fired, laid-off, or retired, those employees more than likely will all say the same,"I am so relaxed, no more stress and enjoy what they are now doing". They more than likely are saying "I had no idea I would be enoying what I am now doing and should have moved on some time ago". I am one of the many, and everyone says I look "10 years younger and look so relaxed". I rest my case.

Monday, March 8, 2010

I am the former contractor who wrote the 3/4/10 post. Less than 24 hours after I wrote this post, management was alerted to it and promptly threw me out the building in the middle of a phone call with a distributor. He was such a proud peacock, he couldn't even wait for me to end my call. It was so funny to me that they would "fire" me on my last day (2 1/2 hours before I was leaving anyway), so I figured I'd let everyone in on the joke that was on me. Not only that, but they had my temp service on the phone before I even made it to my car reporting my transgression. It's amazing how someone could be reprimanded for something done in their off time, from home no less. What happened to free speech? Some would say I got what I deserved, but I'll say to them, if I really didn't want to be found out, I wouldn't have posted the blog nor would I have made myself so easily identifiable.

As further proof of the incompetence I spoke of in my first post, instead of being professional and bringing me into an office to privately kick me out, the guy decided it would be best to do it in front of 7 of my co-workers. Nice. Not only that, but after they threw me out the first time, he walked away for a bit, came back a second time, threw me out again, and tried to start an argument with me, which I promptly shut down. I told him what he was doing was unnecessary and that I was going to take my things and go like he asked. Yeah, like I was gonna fall for that trick, cuss him out (and I REALLY wanted to because he was cutting up something terrible), and give the temp service another reason to fire me, too. I don't think so.

At this point, my temp service wants to put the weight of their relationship with Rockwell on my shoulders, saying I have now jeopardized their standing with Rockwell. Like I would allow them to put all that on me. Nah, that one's for the birds, people. Little old me doesn't have that kind of power. If Rockwell pulls their contract (which I seriously doubt they will), that's neither here nor there to me. All that can't be because I told the truth about what goes on in the department...and look, I'm doing it again, aren't I? Talk about putting salt in the wound...

Needless to say, I have already found myself another job, seeing as how I don't do unemployment. I start Monday. I can only hope that the next place I venture to won't be ANYTHING like Rockwell. Truth be told, it's not all bad. I can't sit here and say the company is crap because I didn't work in the entire company. I was only in Milwaukee Customer Care and can only speak about the things I saw and went through. Again, I leave behind an amazing set of co-workers, but management sucks! Lies, deceit, and cover-ups are all the name of the game over there. Also, to clarify, this DOES NOT speak to any of the Team Leads in the group. They are all outstanding as well and are only doing as instructed. It's sad they are involuntarily involved in the bureaucracy that goes on over there, but when they're ready, I'm sure they'll go shine somewhere else just as I will be doing next week, and if they don't, to each his own.

I already know whoever dimed me out on the first post will be chomping at the bit to dime me out on this one, too. Feel free. How childish of whoever that was to do their due diligence and run tell. That was so high school of you. At the end of the day, it's no matter because karma will get you every time.

Monday, March 8, 2010 - This is a message to all the "non-negative" people that keep telling the "negative whiners" to shut up and be thankfull that you have a job:

There are more jobs, than Rockwell Automation; there are more employers than Rockwell Automation; there are plenty more opportunities than Rockwell Automation, believe it or not. There IS life outside of and after Rockwell Automation. You people are the ones who are stuck. People like myself can afford to take the job loss, and the severence. We have other skills, and thankfully don't have a narrow view of your flat world, that consists only of Rockwell. You must be one of the workers that basically lives there. That is unfortunate. You work to live. You do not live to work.

Why do I stay? Friends, connections, and challenge I guess. And probably I would miss the everyday soap opera of the daily gossip, ridiculous decision making schemes, and mostly watching people like you non-negative guys work like there is a blue ribbon for you at the end of your shift. Ease up, do a good job, a fair and honest work day. I assure you, there are no ribbons waiting, and most do not care to listen to you.

Monday, March 8, 2010 - For the last blog:

Who do you think made Rockwell employees's so negative? Not just at one plant, but throughout Rockwell. I wonder if it has anything to do with Management. Ya think?

Sunday, March 7, 2010

I have read all the comments by all the negative people who seem to have come through the doors of Rockwell Automation, but I have to respond to the person who is wishing for their severence package. Be careful, you might get what you wish for and then lets see you doing cartwells to the unemployment line!

Saturday, March 6, 2010

Actually, there are some of us here in Cambridge that would like to see the plant closed so we can get our severance packages and move on. We don't want to just quit and leave with nothing. Still, we know that the plants future here is questionable. I have nothing against Rockwell, but I would gladly take my severance pay and go. And so would a lot of other people. And many of us have the same reasons. The total lack of organization by our lazy management and the unbelievable incompatence when it comes to ever solving any of the real problems. Many days I leave work feeling as if all I have accomplished is to bring the same old problems to the same old useless managers. And the result will be more meetings to discuss holding even more meetings to meet about passing the buck down the food chain to junior managers who just want out, too. So lay me off and give me my severance package. I will do cartwheels out the door!

Friday, March 5, 2010 - To: “I work as a Contractor”:

Today the world is flat (sorry to quote a book), and as a planet we are becoming more educated. Today’s’ 2 yr degree is a high school degree, today’s 4-year degree is a 2-year degree, and a masters degree is a 4-year degree. Get the picture? This is a harsh reality. The only recourse is go back to school and hit the books hard! And find a company willing to invest in the Future! This rock will NEVER FLOAT. Best of luck!

Friday, March 5, 2010

What's the latest on RA in Australia and NZ? News is that senior RA managers in Aus started jumping the ship. How are NHP and Inaco performing? With NHP and Inaco completely taking over, there's no need for RA personnel. RA in Aus will be reduced to a handfull of people, ensuring NHP's and Inaco's numbers are correct. It's not like that they'll be able to do anything about it anyway.

Thursday, March 4, 2010

I work as a Contractor in the Customer Care group in the infamous Clock Tower building. While I've noticed most of the comments in this forum are from people who work in the plants, I will say this: To voice one's opinion is not to be disgruntled. It is simply what it is -- management is useless. In my group, we have some good people, but the fact that seniority plays no part in the hierarchy makes no sense to me and is a dis-service to the staff. Not only that, but we, too, experience "secrets" in our group. Most of the updates we get on products are from the distributors, which is tragic beyond belief. On more than a few occasions, I've taken a call from a distributor who has given me a rundown of issues with products. Don't even get me started on the current MicroLogix catastrophe. Oy! I've seen the comments that have said - if you don't like Rockwell, quit. Well, my last day is tomorrow. Ha! My contract is up and I'm getting the f*** out of Dodge.

I am so glad to get out of that place, I am throwing myself a mid-day going away party. I LOVE my job and I have the best co-workers, but it's just too much for me. I'll go over to ABB where management seems to have some sense. It is ridiculous how employees are treated in my group and I'm sure we aren't the only ones to suffer at the hands of micro-managers who want to tell you how to do your job, but don't even do theirs, like we all don't know they surf the web all day. I won't say I was a perfect employee, but I was good enough to be permanent. For whatever reason, I was told I wasn't qualified enough to do the job I've done the last 18 months as a permanent employee. Like that makes sense - why keep me that long if I wasn't qualified?? I'd prefer the truth, but somehow I think that would open them up to litigation, so I've moved on from finding out the real deal. Oh, AND they wanted to keep me another 6 months, but their glorious legal department said no, and yet I'm not qualified. Hmmmm. Thank goodness!

Besides that, they want a frickin' Bachelor's degree to answer the phone. For real? I guess an HS diploma (not a GED), an Associate's degree, and 14 years of experience in call-centers just doesn't cut it over there. I don't have a Bachelor's, but I intend to get one... not so I can answer the phone, though, but so I can move into my desired field-of-choice, which is NOT a glorified secretary. That's what the lowest level reps are there. We answer the phone, take a message, and send the ticket on up the ladder. And I need a Bachelor's for that? Yeah? Ok.

Damn, I think I sound disgruntled. Either way, I'm out. The powers that be don't recognize talent and dedication when it's staring them in the face, so I'll go elsewhere and let it be nurtured by a company without a set of ridiculous standards that no Bachelor's degree holder would even contemplate. Farewell, Rockwell!

Thursday, March 4, 2010 - Re: To “Rockwell inventory is at an all time low.” :

Amen. There is an old sales axiom that states that “you can not sell from an empty cart” - think about it no stock = no sales = no profits; meanwhile, your competition is shipping from stock and on time. You are holding open the doors for our competitors to walk in and take your business away. If you do not understand this then I would be more then happy to visit a board meeting and draw you a picture. Quite frankly, there is no valid excuse for the present stocking levels. For the record, I am not an employee of Rockwell I am in the channel and we are in the upper quartile.

Wednesday, March 3, 2010 - In reply to the hockey fan:

Oh man, you are delusional. You may as well fly to see the Queen and demand your country back. Oops you already have it. Sorry but that was a terrible analogy. The Canadian hockey team is not a U.S.owned entity, but RA Canada and Cambridge are. All of you whiners need to just stay off the airwaves, stay below the radar and do your jobs. If I was Milwaukee and I read this, I would figure no one is working in Canada and take the whole place as a cost savings. Guess what, your customers are reading this and wondering what the heck all of you are doing between complaints! This written by an amused non-RA employee.

Wednesday, March 3, 2010

Times are tough. I have been in two companies that have experienced low-profit periods. The result is the same. Fewer people do more for less. It's just like getting your car stuck in the mud. Someone might have to get out and push, and it could involve some unsavory conditions. I have seen many people step up to this responsibility in my division of RA. Good people. However, the difference with the other companies and RA, is that here, there seems to be no regard for an employee. If you don't value your employees, the foundation of your business will crumble. It is just a matter of time.

Tuesday, March 2, 2010

Has anyone see Keith Nonesuch's rant in the 2-28-10 Milwaukee Journal Sentinel? Blames most of the company's problems on the government. I guess if we all lived in grass huts or tent cites, our standard of living would be low enough that Rockwell could afford to hire us. I guess everyone needs to have excuses for their failures - but I couldn't get mine published!

Tuesday, March 2, 2010

Rockwell inventory is at an all time low. This has caused a snowball effect throughout the entire company. Simple items like pushbuttons relays and disconnect swiches are delaying shipments of MCC's, drives and custom panels. These parts shortages cause major scheduling issues for the other divisions needing them need a 30mm pushbutton? Oh they are on backorder. (4 weeks) The old phrase "on a slow boat from China" that is now the delivey method! We had a cusomer call our distribtor needing a 200 HP drive in a hurry. No problem, the drive module will ship in 20 days. But that is 20 working days, which is 4 weeks, which is a MONTH! Brand X had SEVERAL in stock. My distibutors morale is at an all time low. Every order has to be handled special, expedited, appealed, re-expedited, escalated, until exasperated.

Then the factory asks: why doesn't the distibutors have stock? They DID, until their replenishment order was back ordered. The amount of time spent on all of this cannot be cheaper than keeping inventory on fast movers. The inside-sales staff has the lowest morale ever; they are tired of fighting the clock tower. AB: Absolutely Broken.

Tuesday, March 2, 2010

Yes, I seen the increase in ebay items but it could be worse. A Cambridge employee was terminated for selling stuff on Ebay that didn't belong to him... maybe he snuck back, lol. I doubt it, our security guards are relentless at catching shady characters and vigilant in seeing wrong-doing anywhere.

On another note: Can someone please inform managemnt that it is pathetic for keeping secrets about hiring people. Seriously, grow up. Rockwell is a professional company, act like it, you are the leaders!

Tuesday, March 2, 2010

I have noticed an increase of items for sale on Ebay (motor control related) stuff from AB/Rockwell. Wonder what is going on with this increase? Really found an interesting one ALLEN BRADLEY/REYNOLDS Cap/Drink Carrier Collector NWOB. Neat and sure brings back the pleasant memories of the "Good Ole Days"!

Monday, March 1, 2010

Watching the U.S./Canada hockey game on Sunday reminded me a lot of the Cambridge plant. Up to 3 years ago we were aggressive in Cambridge, stood our ground and fought back the Americans just as they did in the first two periods of the hockey game. However, in the 3rd period the Canadians sat back on their heels and were bullied and out played by the Americans, just as the Cambridge plant is allowing the Americans to do to them now. So as I see it, Cambridge can continue to sit back on their heels, be bullied by the Americans and eventually lose by being closed by them, or they can fight back like Team Canada, dig in those heels, and be the Division they used to be. It is time to pull together, find a leader and step up our game. ***Go Canada Go***!

Saturday, February 27, 2010

I'm employed at the RC plant & since we are "THE HUB" of re-work I saw a cabinet in the re-work area that had the serial plate exposed. It was a 2100 & the serial plate said Guadalupe. I did not know we built 2100's there or that we had a factory there?

Thursday, February 25, 2010

I cannot see how Rockwell Automation can succeed on the path that it is taking. I have been with this company for a long time, and up until 2 1/2 years ago have enjoyed my job. Unless you are on the manufacturing floor you would not understand what is being told, not asked, of the employee's. We are being forced to work mandatory overtime on all shifts. (Including weekends with various hours.) Even if you want to take vacation you have to find someone to take your place or come back in to work the weekend or weekday depending on what shift you are on. (That's fair right?) The management makes up policy as it see's fit and changes it at will. Management could care less about any ones family life. I would like to see these policies in place for them.

I agree with the previous blog. There needs to be a change in the upper level management, they have lost touch with reality. Allen Bradley was a great company to work for and they cared for their employee's and customers. Rockwell is about GREED and MILKING it for everything they can get, and then selling it off. You have to ask yourself, would a union help change the way employee's are being treated? Could it happen in Twinsburg? Time will tell.

Thursday, February 25, 2010 - Lean SIX SIGMA's:

Now to most out there, these people are a waste of money, time and an actual pain in the proverbial butt. I do see where a lot of the complaints come from, on the workers behalf indeed. I also see the need for a lot of the complaints. Did we need them, YES. Do we need them, NO.

They were started off great, with fresh ideas and a thirst to help MAKE CHANGE. There was great change to be implemented, people were being asked questions, team setups, meetings, etc. The same problem with this company for the last 10-15 years. THEY WANT CHANGE, but will not spend the money, time or resources to do it, and do it RIGHT!

This Cambridge facility management loves to put a nice big expensive band-aid on it three times instead of fixing it right the fist time, and actually costing them 2-3 times the amount than it would've to do it right... not to mention the aggravation.

Lean Six can be a very usefull tool in the presence of someone who truly knows the jobs at hand, tasks and rythm. That is where the workers have a lot of gripe as they see these people fiddle with things they have no idea about.

A lot of great ideas are proviced by the workers. Six sigma is a great tool to help bring them to life and to drive the chain of thought to be more efficient, but in the end, the upstairs managers who decline to do it because it might save them a few bucks, are to blame; not six sigma, not the workers.

Look at the way this place does its traning. It is a complete joke. This is why people do not take the job that seriously anymore. Before it was like a skill; now you have skill-sets shoved down your throat. It is not about learning one thing and mastering it. It is about doing 15 things and getting something done in a matter of minutes. Tact time! that is their goal, not quality. That is why I think Lean Six fails..

Big Macs look so good on the commercials, because they have taken the time to do it right... Go to any McD's and you will find a sloppy, soaking soggy pile of a mess. Qualitative over Quantitative.

Train your work force properly and thoroughly. Treat your workers like yourself! A lot might not have the education you do, but there are some people there that would put you to shame intellectually. Be fair. The employeee handbook is printed in English. All the workers can read it. Use it, follow it. It does make a difference!

Thursday, February 25, 2010

I have been reading this blog for the past 4 years, and up until recently worked at Rockwell for 6 years right out of college, in engineering and sales. My impression of Rockwell when I joined the company 6 years ago was that they were the industry leading technology innovator. They were known for being high priced, but had the quality, people, products, and industry reputation that allowed them to command higher prices.

Since then, I still believe that Rockwell Automation has some of the best products in the industry. But unfortunately, I saw the company crumbling from the inside. I'll never forget the video they showed us during the hiring process that detailed the long and rich history of Allen-Bradley (not Rockwell Automation). That video showed people that were passionate about their work, took responsibility and pride in their company, and worked together to build a great company. As is evident from all the comments on this weblog, today's people are FAR more interested in spending time bickering about internal problems rather than focusing on the customer needs, getting product delivered, innovating, improving quality etc.

I have never posted to this weblog before. But, given my recent departure from Rockwell, in addition to what I'm hearing about the Micrologix issues, I just can't believe that the management running Rockwell allow things to continue the way they are. I could spend hours writing about the problems I saw internally; but I'm not here to complain. Ultimately, I want to see Rockwell succeed, as I still work heavily on the integration side with RA products.

I think the best thing that can happen at Rockwell is a change in leadership, that has the courage to do a top down overhaul of the company and get back to focusing on the problems that are preventing them from being the great company they once were. People need to take responsibility and work together, rather than always trying to pass the buck.

Wednesday, February 24, 2010 - Response to Feb 24, Six Sigma person:

Show some gratitude - for what? We have never been more late on orders than we have been since we got the "sick" sigmas. funny how we were able to grow drives from 20 a month to 50 to 75 without you. Declining productivity - funny how we were about to produce a quality product at the peak of the economic boom without any help. You have more production people now working on non-productive things than ever before - graphs, spreadsheets, etc - when these people could be putting out our so called late orders. You've just move the quality problem from the test dept into assembly areas.

You sigmas have done some good work, and you can see some progress. But it could be so much better if you would actually listen to the people who do the work.

Wednesday, February 24, 2010

For all of us who started with the Company in the late 70's, early 80's... we did O.K without the need of six-sigmas. We gave up vacation time, worked swing shifts and did what it took to make the Allen Bradley a leader in the Automation world.

It's sad to see what is now happening with the Jobs and quality. Those who helped in making it great are now being over-shadowed by folks (six-sigmas) that feel that they have a better way of doing things. Greed and Bad business decisions have killed a once great Company. Mexico is turning out to be a bad decision, just like the European design center in the 90's. Don't call it whining. Watching a great American Company turn its back on the American families that made it, is sad. They need six-sigmas in the call centers, go for it. Good luck to all that remain.

Wednesday, February 24, 2010

Has it ever occurred to you Cambridge whiners that you and your poor performance are the reasona we six-sigmas were brought in? Something had to be done. Late orders, poor quality and a declining productivity would lead to closure if we had not been thrown into the breach. Instead of infantile complaining, show some gratitude for the fact that we have helped save your jobs.

Tuesday, February 23, 2010

The Lean Sick Sigma was introduced to management at RC from Toyota. The spreadsheets and charts and graphs look good on paper. The spreadsheets, with many orders and their ship date and dollar amounts, and man hours, is part of SAP - looks like it will work. Only one thing, it does not show less parts of any kind. We will build and ship, never being short any parts for an order. It is a perfect world.

Also in Monterrey, Mexico, should see all the new buildings being built for future customers. Interesting. It has been going on in RC for a good year and no end in sight. End-of-the-month is on.

Tuesday, February 23, 2010

We are now being told RA might fill our Micrologix order. They "found" some components to make them with. I understand Arrow was their global supplier of components. Did Arrow "find" some parts in inventory, or did RA go to a secondary supplier? As an OEM, we have to look elsewhere for a dependable small PLC supplier so we can fill the orders for our customers. We've never looked elsewhere, but RA has compromised our business to the point where we have no choice.

Tuesday, February 23, 2010

Nosbusch is nothing more than a flea on Don Davis' tail. If tweedle D is "Dan" from Milwaukee, good luck, POS in our book. You can have him. The rape of Allen-Bradley is almost complete. No, it is not satisfaction - more like subtraction.

Monday, February 22, 2010 - In response to the post on FEB 21: "As an American, I am proud to be part of this evolution."

You must be related to Keith Nosbusch, because you sound like him and must be drinking the same Kool Aid. Many of my friends (hard working blue collar types) have been laid off because of the work being moved to Mexico / China etc. That is Fact!

Ask any of the workers in RC, or even workers in Cambridge who lost work. They moved work from Cambridge to RC (4R mcc sections utility sections for example) We were told in RC that more SC/PE 2 and engineer mcc orders were being moved south of the border, but at least we will be getting Canada orders in RC and then we were told AMAT is leaving RC for Monterrey and China in spite of the fact of the lack of skill sets and how RC is bending over backwards and on their knees to please AMAT. (Mandatory OT, working weekends) Something does not add up. That is Fact! Many of us don’t like the way things are being handled either in RC. That is Fact !

Now both our plant managers in RC (tweedle D and twiddle D) are getting balled out about the indirect labor and overtime that is put in. It’s funny how lean management was brought in to make things run smoother but added more indirect labor and countless bulletin boards with charts and pretty graphs. Is the customer paying for this? Can you say mismanagement? The so-called "Professional types " may make more moola overseas, but I bet you could not make a living being a "regular joe" working family man in Mexico.

This whole "global vision" you rave about - let's see how you feel if your job is outsourced.

Monday, February 22, 2010

You must be in your 30’s. Here’s problem with your global company look and the wonderful outcome of China, India and other lower income nations taking American jobs and you getting richer in the long run. You will end up paying for the unemployed workers through your taxes. So your net income will be lower.

America needs to reinvent itself, and we can no longer be just a service-provider nation as manufacturing jobs move out of our country. Levi’s had 22 plants in North America 10 years ago, but Wal-Mart help move all that to Mexico and beyond. You can’t find a nice metal sprinkler that last 10 years anymore, because Wal-Mart got us to buy the 99-cent plastic sprinkler from China. If this country is going to get serious around sustainability, then they need to include Labor into the Sustainability categories. Reduce Carbon footprint, do more with less and reduce energy cost.

When a plant in the USA closes, so does other programs with it, like Junior Achievement and Little League. People from these plants invest in the community they live in. You close the plant; you close those support groups that create the DNA for future business leaders in America. Oh wait, you must have thought the Chinese were going to come over and teach the next generation of Americans on how to do business?

I left Rockwell Automation almost a year ago, and it was because of the poor leadership in the States. The stock has risen because of extreme cost-reductions; reduce investment into R&D and threat of a buyout. Rockwell Automation could be just a name in the next few years; much like a Stanley Lawn Mower (Stanley doesn’t make lawn mowers but Wal-Mart got them to sign their name onto cheap Asian lawn mowers for creditability). Are you ready to sit along side the Sprecher and Schuh salesman? That’s where you’re going, my friend, as ABB or GE buys RA and breaks it up into smaller groups and sells off pieces.

How would you feel if a software company came long and created a software packaging that could program any vendors PLC? You no longer need the vender PLC software to build out your line. End users could then pick a PLC provider base on their capability and support with no worries about compatibility. That day has come. Rockwell Automation ControlLogix is a beast that is getting long in the tooth. There has been little enhancements made into the technology over the last four years and the next best thing is always 24 months out.

Sunday, February 21, 2010

This weblog needs to upgrade its readership The fact is that Rockwell stock is up, because it is winning, taking market share and producing better financials than competition. Share gains in Asia and USA. Fact: A global controls company needs to manufacture globally. It isn't cheap labor; in fact professional cost in Asia is higher, as in East Europe. Fact: Those that dont spend time whining on this site are making a diffrenece, beating Global competitors, making money and enjoying the dream. Fact: US people have had it too easy and have forgotten how to compete at an intellectual level and accept they are just a part of the Globe. They don't own the Globe. As an American, I am proud to be part of this evolution and hope the Indian, Chinese and Czech will help me have a richer life. GO ROCKWELL! Born in America Raised Globally!

Saturday, February 20, 2010

To the person that mentioned signing Union cards. Keep encouraging that and you'll get your wish... perhaps a Union, but you won't have a job. If you think for one second that the Americans will keep our facility open, you'd better start looking for a new job, now, cause once again... you are WRONG with your thoughts.

Sounds like your ideas and dreams are bigger than actual reality. Grow up and stop whining. Go in, do your job, be thankful you have one, or move on to someplace that you might enjoy.

Friday, February 19, 2010

Rockwell is getting ready to lose a lot of business due to the fact that they can not ship Micrologix controllers. A lot of Micrologix customers/OEM's also use larger CLx systems and this situation is putting them in jeapordy.

Friday, February 19, 2010

ArmorStart is being manufactured in RC instead of Monterrey because as part of our agreement with the TSA/federal government (who purchases some of them), we cannot manufacture it outside of the country.

Thursday, February 18, 2010

ArmorStart new product is going to be built in Richland Center. Three to six month project. Why? This going on a smaller line. What are they going to do with the 24 benches and test fixtures that have been sitting vacant for months at RC since the layoff? More personnel for many small projects. Why? What 's going on in Mexico?

Thursday, February 18, 2010

Rockwell manufacturing in trouble. Tecate continues to build junk! The MCC wiring quality is very poor. Since this worked so well we moved the engineered drives to Monterey. Monterey is now up and running, but they are shippng orders weeks late. Quality is reported to be crap. Nosbush takes $10 million in stock options while the company is falling apart. When will the madness stop?

Wednesday, February 17, 2010 - Re: Why is Rockwell's stock so high, when orders are down?

During the boom years (before the financial melt down) the board approved the purchase of stock shares. After the sale of Reliance Motor for more than 1 billion the board allocated this for stock purchase. I think it is being propped up with the money from divestments and past earnings.

Wednesday, February 17, 2010

I did enjoy the lunch Rockwell provided. But, when it comes to safety, like any other company they don't care. The only thing they care about is the money that is made. Rockwell is just lucky no one gets hurt. I really like their policy on work place violance. If it was an hourly employee that grabbed another employee, they would be fired. But, management has their own set of rules. If we can get enough people to fill out a union card, and get a union in our plant, then we could have this problem removed before someone else is grabbed.

Wednesday, February 17, 2010

The issues in Cambridge can be satisfied by firing the operations manager. But, we know that won't happen as he takes his directions from an arrogant American, and we all know the employees in America have no rights. If it had been two employees acting like that, the grabber would have been suspended and after three days of sweating it out at home would have been fired. How many times have we seen that in the past?

The downfall of Rockwell Cambridge is the Americans. All was well until their presence became more dominant. Canadians are "we" people, but the Americans are all about "me". As long we in Cambridge continue to allow them to have control, things will not change.

Stand up Cambridge! Unite (not with a union, but together as a division) and stand up against these people that think they are smarter and better than everyone else. Stop letting them walk all over you.

Tuesday, February 16, 2010

Why is Rockwell's stock so high, when orders are down? This does not make sense. What is keeping it so high for the shareholders?

Tuesday, February 16, 2010

Yes, very true. We the unappreciative. We the ungrateful. We should be glad when upper management uses intimidation to motivate us. What better way to get the most out of your workers than to frighten, subdue and daunt. (By the way, intimidation in and of itself is workplace violence, let alone the actual "grab".... but I digress). It's fine to express our oppinions, but we should first check with our boss to find out what our personal views are. It's the right thing to do. If we do have a thought of our own, we should be sent home immediately, glad to have a job to be sent home from. We should encourage our leaders to make assumptions and accusations about us. It shows they love us and we should thank them for it. We should never take for granted the wisdom we are shown day in and day out by the warm and wonderful people who lead us through our work week. Thank you for the free sandwich.

Monday, February 15, 2010

When it comes to a Hostile Work Environment, or Sexual Harrassment, or Work Place Violence, there is a very, very easy way to stop it. File a lawsuit. Money might talk, but BS Walks. If it is so bad, then make a move.

Monday, February 15, 2010 - Training in China vs Training in the USA.

The Chinese and Indian workers are working for next to nothing, in terms of our pay ranges. And even if China is a Communist country, they have certainly realized the value of their workforce. So has India.

All that said, you can see the result. If you want to personally stay in the rat-race, then you have to train up. If a company won't pay for it, you'll have to. And take the time. Or make the hard decisions not to, and trust your future to the new supervisors who are 20 years younger, and 20 years faster on the draw.

Find some training you are interested in, hit your passion, and find ways to make it happen. It's all you can do. Or face the results when you hit 55 and they don't want you anymore.

No, I didn't have the money. I spent %20,000 on my credit card to get the training, then took out a home equity loan to pay it off. And got it all back in less than 4 months when I took a new job.

Roll the dice. Change sucks. Moving is worse. Watching your company meltdown is horrible. Watching your finances burnout is worse.

Adapt, Improvise, Overcome. Or be overtaken.

Monday, February 15, 2010

Think about where that sandwich offered up as the reward lunch ended up... much like everything else Rockwell touches.

Sunday, February 14, 2010 - In response to the blogger that mentioned I was living in the wrong era:

Yup I am, I'm living in the present, 2010. It is you that is living in the past. I value the fact that I am one of the fortunate people that does actually have a job in today's tough economy, that knows how to appreciate what I have and not take things for granted. I don't expect things to be given to me.

I too am the carpet that you refer to -- a rather plush one at that. Aren't I lucky that I have the opportunity to be on the floors of Rockwell Automation?

Saturday, February 13, 2010 - To: Cambridge:

Shut up and stop whining! You are lucky this plant is open. Your only place in the order of things is to build it and ship it. If that is too much to ask then Management will find some place less confrontational.

Saturday, February 13, 2010

I agree - Lunch was OK, but... less than a month after Annual Dance (or Christmas Party) for which we had to pay $20 per person?! If we didn't deserve to get that party for free, than... No comment!

Friday, February 12, 2010 - Re: Congrats Rockwell Cambridge:

Well said. Always seems to be those few disgruntled people out there who want to speak on behalf of others in the company and be negative towards just about everything. Thankfully common sense prevails and most of us continue about our business and ignore these ignorant, self-centred blogs that continue to cut up the company for self-gratification. In the end we know the truth and we know who's behind the negativity.

Thanks for posting a positive comments. Lunch was indeed very enjoyable.

Friday, February 12, 2010 - To the author who wrote "I agree, Congrats to Rockwell Cambridge on receiving the "Crystal" award for Environmentl/Safety/Health. I'm honoured to work for a company that is able to achieve this. "

Praise to Rockwell! Err, scratch that. The latter part of this contribution appears to show the author either living in the wrong era, or likes being a carpet. Maybe he/she would prefer the new period of austerity thats being hoisted upon those "internees" of RA. What an abhorrent tone, so unforgiving. How much more should people bend over before complaining? Nice approach! Grrrrrrr.

Friday, February 12, 2010

A funny thing, this place we call work. Cambridge is still exactly the same as it has been for the past 3 year. Management that was almost invisible here while the Union was out front, have come back with a vengeance, dusting off their hats just waiting to flex their muscles once again. In the last couple weeks, management here has shown us their true colours yet again. They remind us that they can do as they please and get away with it. Something we did not see for almost 8 month while the C.A.W. was out front passing out cards.

The materials manager in particular is up to her old tricks again, targeting and attempting to eliminate employees as she sees fit. Rockwell currently uses 3 different systems to control inventory, and every 6 months it changes to accommodate one more than the others, and as expected employees grow weary of trying to figure out where the parts are, or what system to use. So when an employee voices their opinion about how poorly inventory control is and how frustrating it is to use, they get written up and sent home for the day because this manager was offended by a word used by the employee. The very next day she attempts to get 2 more employees written up, assuming they are using cell phones, though none were seen. What I find very sad and offensive is that this manager has repeatedly tried to get multiple employees fired based on lies, and has been caught red handed, and yet still somehow keeps her job. Is that how you lost your job at A&W?

"Workplace Violence: There will be no tolerance of violence at Rockwell Automation. Any assault, battery, stalking or other threatening or intimidating behaviour conducted by an employee, or directed toward an employee, is prohibited. A threat includes any expression of intent to cause physical harm to another person and may or may not include using a weapon to carry out a physical attack.

"Appropriate action will be taken for any workplace violence, up to and including termination of the offender. Every threat of violence will be taken seriously and excuses will not relieve the offender of the responsibility for having made the threat."

To the previous blogger: I also did not take part in the free lunch; thanks Rockwell, but no thanks. I love my job and my co-workers and believe we make an excellent product, and only wish to be paid for what I do. I will not be bought with a sandwich, and if having an opinion makes you a whiner then most of us that work here are whiners. You're more than welcome to sit there and take it; but don’t tell the rest of us we have to as well. The majority of people I know for a fact feel the same way as I do, and your blog tells me you are jockeying for a management spot and that you haven’t been employed at Rockwell very long. Keep it up there may be an opening for you soon.

Friday, February 12, 2010

I agree, Congrats to Rockwell Cambridge on receiving the "Crystal" award for Environmentl/Safety/Health. I'm honoured to work for a company that is able to achieve this. Great work to all employees that made this happen.

I disagree with the fact and am sorry for those that cannot accept the excellent lunch that was provided to us as employees by the company, and that they would rather have money in their pocket. Perhaps if you didn't work at Rockwell, you would be able to get money in your pocket for a while through EI and then find another way to get it other than a weekly pay cheque. You people that are complaining about how BAD things are need to get on the outside and see how fun it would be to look for another job and maybe find one that pays minimum wage with no benefits. If you are that unhappy and have nothing more to do than complain about what a cheap company and how poorly you are treated, QUIT. No one is holding you back and the company doesn't owe any one of us as employees anything. Quit your whining and appreciate the fact that you are employed. If you find that hard to do you always have an alternative.

Another note.......your inconsiderate and thankless comments are a small minority of people within Cambridge, and the others that do appreciate what they have truly feel sorry for you.

Friday, February 12, 2010

Are the people on here that say that companies shouldn't invest in training for their people, all rich in wealth and time? Do you not have children or family? Money and time do indeed hinder one's chance at additional training and upgrading skillsets! Let's talk about the amount of training and schooling that the Chinese spend on their employees. I'm telling you that the number is quite substantial and we as American company employees are not getting the same treatment.

Thursday, February 11, 2010

Looks like Rockwell Software is doomed. 2 years to adapt to Windows Vista, which no customer will ever have the need for. No plans to move to Windows 7. No engineers/developers left (most sent packing). Why would customers want to bring this stuff into their plants when there are no future support/development plans?

Thursday, February 11, 2010

Seems the Cambrigde plant has a little problem on their hand with a Senior Member who likes to grab people. I know there is a zero-tolerance policy inplace and employees have been fired for a lot less things in the last two years, that is for sure... Let's see how this incident is swept quietly under the rug. It is common knowledge that this happened, in this facility. I am not for firing someone or seeing someone lose their job, but policy is policy. What was right for one person is right for another, no matter the level of your belt, so to speak. The unfortuneate fact that is comes from the man who trys to enforce everything that is supposed to be.

Wednesday, February 10, 2010

As a former employee like some of the previous bloggers, I agree with the general opinion on the senior management. They follow orders and don’t think about the consequences of poor sales strategies and poor marketing. The recent decision to move away from the RS Rockwell Software branding and base product names on Factory Talk is insane. They spend 15 years building a brand name to almost household status and then get rid of it. Talk to the customers and see what most of them think, you’d need to attend a week long course to get your head around the Factory Talk product range. On the plus side, as a consultant, I’m making money explaining this to Rockwell’s customers so it isn’t all bad news.

Tuesday, February 9,

Money is not an obstacle to self-improvement. There are countless free or nearly free opportunities to learn and upgrade your skills, from local community colleges to online tutorials and classes. Also, there is no better investment than in your ongoing education, so allocate some of your own money as an investment in yourself. It will often pay handsome dividends. Don't depend on your government/union/company/mommy to do it for you. Stand up for yourself.

Tuesday, February 9, 2010

CONGRATULATIONS! cCongrats to Rockwell Cambridge on their recent award for Being the SAFEST place. This is a prestigiius award I understand and was given out to only two workplaces out of 200-300... They will recieve a $300,000 kickback, I hear from Work and Safety? A dinner will be provided for the people that made this possible...everyone gets a piece of cheese! not the cheese you can spend, but you actually nibble on. Oh and the good china and tableclothes are coming out as well.

I guess giving everyone who made this possible a kickback only goes one way...the companies! A $50 gift card or a bonus makes too much sense, so spend it on cheese and crackers, and you wonder why CAW are allways knocking on the door there?

Tuesday, February 9, 2010 - Re: the post - "Rockwell seems to be buying up controls systems integrators in the US and Canada but they are being very quiet about it. Why?" 'cos they want the business, thats why. The process is called wringing blood from a stone. Via the newly owned S.I. channel they can obtain larger margins on the same products sold. It's one of the final routes for maximising short term gain before subsuming the previously healthy independant business and crushing it.

Monday, February 8, 2010

Who are the controls system integrators that Rockwell has purchased?

Monday, February 8, 2010 - Regarding skill sets and money:

Don't improve the skill sets and watch your income potential disintegrate. Pay some out and watch your income potential expand. Since when are companies obligated to keep your skill sets current or improved? I didn't realize it was a welfare program.

There is a tipping point when a company won't put any more money into you. It's cheaper to hire and train younger newer trained engineers. Moral of the story: stay ahead of the curve, or get lost in the herd.

Monday, February 8, 2010

Regarding skill sets.....what if the highly trained and experienced engineers would have taken the time to listen to the winds of change. And they themselves became Black Belts and Lean Experts?

The moral of the story is that we are all responsible for our own skills. And if you see a train coming, get onboard, get out of the way, or get run over. And I'm not being mean. It is what has happened.

The reason RA brought in all the outsiders (I was one of them), was to make positive changes that their own internal staffs couldn't or wouldn't make. With all the negative lessons learned, just think how much more improved the situation would have been if the ROK legacy employees had taken the training when it was offered, prior to the Lean 100? It was offered, and some took it. But most of those never took it and ran with it.

So GE trained new leaders saw the need, and brought us in. With all the inherent issues of bringing in outsiders. One supervisor actually told me / us that he wasn't going to push his people in the cells as he was related to all of them in some form or another. Guess what, you all are reaping what he planted...the seeds of self immolation. The seeds of T2. The very cells he managed are now either in T2, or on the way there.

Over the next few days, go into your plants and cells, and ask the legacy leadership why they didn't push for the change. Changes that would have saved your jobs. What do you think their answer will be? Try it. Ask the questions. All the seeds for success were planted in the late 90's - 2002. It didn't grow, no one nurtured it on the plant floor, or in the plant offices. So it flailed around.

The message was: No change is possible. The Lean 100 was the last ditch effort in my opinion for local legacy to change and remain. It didn't. So T2 flourishes, so RC implodes. Not everybody can work at the dairy or subway. Look to those previous leaders, then make sure you look to yourselves. Maybe the other supervisor, who came across the desk at a Lean person, and yelled at them, and said he'd never trust the Lean people because he didn't know them, can answer the questions above.

In the last 10 years, Michigan has lost over 1 million jobs, 2/3 of all manufacturing jobs are gone. Wisconsin is just a follow up story, with the same result.

Good Luck!

Monday, February 8, 2010

It's not the company's job to keep your skills current when they can hire someone with more skills for less money; it's your job. Take responsibility for yourself. I put myself through college to get a better job and I take classes with my own money to stay up with technology. When layoffs come, I'll be prepared with experience and current skills.

Here's an interesting article about the effects of layoff's on the company, people, and the economy.
http://www.newsweek.com/id/233131

Monday, February 8, 2010

The main reason for the budget cuts on engineering re-training was due to the fact of their ages. We cannot invest money into a person who is about to retire in less than 5-8 years... It's like putting a rock on a glass plate...

Old engineers are mostly used for their nostalgic contributions of retro-fitting and short-cuts. Certainly not their efficiency and ingeniousness with aided tools. Bring in the new, out with the old. The new generation can grow, and morph with the newer products easily.

Monday, February 8, 2010 - Re: Weblog Wednesday Feb 3rd 2010 - "The only thing stopping "old engineers" from upgrading their skillsets is the "old engineers" themselves.":

Excuse me! The only thing stopping "old" engineers from upgrading their skillsets is money! I've worked for the SSB group for over a decade and in the last 5 years there has not been enough training budget money to allow engineers to upgrade skillsets.

Sunday, February 7, 2010

Rockwell seems to be buying up controls systems integrators in the US and Canada but they are being very quiet about it. Why?

Friday, February 5, 2010

The jobs are leaving the US; the skill-set of the US engineer doesn't matter. The jobs are moving, period. US engineer ~$100k/yr, non US engineer ~$30k/yr. Even an American trained engineer fresh out of college with the latest skill-set can't compete $ for $ with a fresh grad out of India/Mexico. The jobs RA are hiring for are NOT rocket-science, an AS/BS in electronics, electrical technology, or mech. technology/design is more than enough. A half dozen REAL engineers can do the product development/science, the others are just over-qualified technicians. RA just resells others products anyway, how much engineering does that require??

Thursday, February 4, 2010

If management is going to move the jobs that support the AMERICAN WAY OF LIFE out of the USA, maybe they can also do as Halliburton did. It is clear this is just about the last cost cutting measure to be made, other then figure out how to grow top line numbers. By the way I sold at $75.00/share I keep looking for a sign to get back in.

Thursday, February 4, 2010

For all Rockwell employees in the U.S. that are losing or have lost your jobs this year be advised, Rockwell will be taking federal tax out of your severance at the 25% flat rate option. Rockwell will try and convince you that it is required by the IRS but that is not true. Rockwell has the option to either use the 25% flat rate OR they can use the aggregate method. Using the aggregate method would require some effort on their part. Unless your supplemental pay for the year exceeds $1,000,000 the IRS has two methods of withholding. The first is known as the aggregate method, in which the severance pay is basically handled just like a regular pay check and normal withholding brackets apply. The second method is a flat 25% tax (of gross pay). The sad part about it all, that they do not and did not have the decency to tell you that they are/have already done this. The decision to do this rests solely with Rockwell, not the IRS.

Thursday, February 4, 2010 - Re Weblog Wednesday Feb 3rd 2010 - "The only thing stopping "old engineers" from upgrading their skillsets is the "old engineers" themselves.":

What a great example of self-centred arrogance. Carry on and perpetuate the myth. RA can now continue it's campaign to rid the faithfull. One day, my friend, you will be in that exact same position. If not at RA then elsewhere. Nice to see such great affection for those that helped create your position before you.

Wednesday, February 3, 2010 - Re: "The only thing stopping "old engineers" from upgrading their skillsets is the "old engineers" themselves.":

THE ONLY REASON JOBS ARE BEING LOST IS.....MONEY! Plain and simple... Why build for a cost of $1, when I can have a cost of $0.10.... It has nothing to do with me learning new skills. Every one of my fellow co-working engineers and I can have all the skills in the world. It does not matter at all, but the price/cost of business. Your comment of being an indicative situation from our own actions is absurd at best, and appalling to say the least.... You obviously have a vauge concept of reality when it comes to a conglomerate-type scenario on a global level.

Wednesday, February 3, 2010

The only thing stopping "old engineers" from upgrading their skillsets is the "old engineers" themselves. You stagnate, you're done. Simple as that. The previous poster's "nanny state" mentality that the union (and indirectly the company and the government) are responsible for continuing to develop their skills is totally indicative of why the jobs are leaving in the first place. Take some responsibility for your own situation, be accountable, and DO SOMETHING ABOUT IT YOURSELF!

Tuesday, February 2, 2010

Keep your eye on the ball. 3/09 $18, 2/10 $49, the owners (stockholders)are making money, everything else is just noise. Laid off US employees, loss of market share in the US, just noise. Job #1, make money for the owners. Job #2, see Job #1.

I feel bad for the US employees that made AB/RA what is is today, but we should thank NAFTA and the other free trade agreements for the decline. Keith is just playing the hand he was given. Do you really think a new owner will do anything different?

Monday, February 1, 2010

RA Q1 2010 North American sales -18% from last year. Only real growth in Asia/Pacific. Is this the result of the new world order or the US business seeing the effects of neglect by RA management? US customers upset with deliveries, product quality, engineering/support?

Product Alerts (recalls) with PowerFlex 4/40/400 drives contract manufactured by Chinese, Logix PAC(flagship product)firmware alerts. Missed ship dates on MCC's. Support/Engineering from India. SAP primary/secondary servers both down. No orders in, no orders out. The US market is ripe for the picking. Kieth promotes US manufacturing but continues to ship jobs out of the US.

Friday, January 29, 2010 - Re: "Young Engineers are being hired at Monterrey by dozens. Any idea on how to stop losing manufacturing jobs?":

Yes, create a non-Mexican union that will allow old engineers to go back and upgrade their skill-sets. This is what is important now - not experience, but skill-sets. Engineer #1 with 25 yrs is "laid-off", because Enginner #2 with 10 yrs also has a cross-stitching course.

Friday, January 29, 2010

My thinking is that it will take just as long to get T2 up and running as it took to get RC up nd running. After all RC was opened to undercut the labor cost that was once in HQ location. Face it NA is done, EU not there, Asia is where the work is. Sales are not growing, and only cost-cuts are adding to profits. This will keep the FAT CATS in the $$ and the small guy is out of luck.

Thursday, January 28, 2010

Young Engineers are being hired at Monterrey by dozens. Any idea on how to stop losing manufacturing jobs?

Thursday, January 28, 2010

You have ZERO control over your destiny in this case.

Thursday, January 28, 2010 - Re: Cambridge Facility:

WE NEED TO UNITE! we need to become one again like we were in 1987. We all need to get along and work/strive for one common goal. If we can do this, we will see positive change happen for our wages, our life expectancy at RA. We need to be aware that out business is competitive, cut-throat and slowly slipping out of our own hands.

We choose our own destiny. For the 8 hours we work, we should focus on doing a #1 quality job, then and only then can we blame management for their plunders. We all need to come together, co-ordinators, reps, managers, workers, blackbelts, cleaning staff, cafateria workers, security guards, human resource managers and even the people from downstairs! We can make our faciltiy truly the center of excellence if we focus!

Wednesday, January 27, 2010

Those in RC that do not understand that their jobs are moving South, are either confused or refuse to see. T2 will take the RC jobs as soon as the workers become qualified enough to handle the complex work. Some luck may prevail, in that the folks in T2, need to develop the experience level, and well beyond, that the Tecate facility has. The original plan was Tecate, the new plan is T2 since Tecate can't handle the ETO side of the business. Maybe the skill level just isn't there. If it is, then when will it all be moved to MX?

Wednesday, January 27, 2010

Yes, here in Cambridge, we are getting some new positions in some areas - "Coordinators". Some people were "hand picked' for those jobs and after they got chosen, right away they (or some of them) stop doing their previous jobs?! If these are new job position's, shouldn't they be posted so that everybody can apply?! Also, if they(Coordinators) are not supposed to do previous jobs anymore, shouldn't their old jobs be posted!? We are confused a little bit here .

Wednesday, January 27, 2010

Funny how both Siemens and GE are re-investing in local custom-manufacturing in both Panelboards and MCC's. Meanwhile Rockwell is leaving for eastern Europe and Mexico. Canadian and US customers want equipment customized, fast and competitively priced. Leave the discrete manufacturing in these places, but the actual customized product such as MCC's, panels etc needs to be local to meet customer needs. Look at your pricing strategies. How many more third party panel shops can Rockwell support?

Tuesday, January 26, 2010

Not a rumor, not a joke - RA announced yesterday to their employees at RC they are moving one of their lines to Monterrey MX and the employees here will have to train their over the border counterparts. There was NO mention of layoffs as an end result of this decision, but it will impact close to 40 personnel at the RC facility. So much for support of keeping the American jobs in America, CEO's leadership and shareholders of companies should be ASHAMED of themselves for NOT supporting the US economy.

Sunday, January 24, 2010

Twinsburg: I don't know what happened to Abe, but managers don't get walked out, they get transferred. He had to have done something worth suing over to get walked right off the plant floor.

As far as the new guy we will have to see what changes he sees for Twinsburg. I hope he has a clue because we are tired. I know we should be grateful we have jobs, but none the less we are TIRED! Logix has been working 60 hours a week since last Easter. Which seemed to be news to Abe for some reason. Abe's famous last words, "If you don't like it find another job somewhere else" I don't want to work somewhere else, I have been here for 20 years. I just don't want to work so much. Can we cut it down to 50 hour weeks, PLEASE. Staff the weekend shift already.

On another point, Rockwell can't get or keep qualified people because they refuse to hire from within anymore. Used to be you could come up from the ranks and bring all of your experience with you, now they hire from Engineers up, only from the outside and these people don't have the knowledge or experience that a person who is already there has. I saw hiring practices changing to them only hiring people with Bachelors or better so I knew if I wanted to advance I was going to have to get my degree. So I did, at the company's expense I might add. Can't even get an interview. So I am taking my company paid for degree and going else where. If they can't appreciate the knowledge and experience they have under their noses I will find another company who will. I am not looking forward to the change but I don't see any alternative at this point.

Next point: Rockwell is an electronic/software based company. Why are they bringing in people to build this stuff who barely know how to use a plug. You should see the temps they bring in here. Most don't even know how to use a computer. And the starting pay is the same as when I started 20 years ago. (I think there is a clue there somewhere). And while I'm on this subject, why is it that new positions appear out of no where and people are hand picked for these positions without them being posted. But they will post any other new jobs for that position if they come up in the future. This happens quite frequently and is very frustrating for those of us who are trying to get a leg up in the company.

Saturday, January 23, 2010

Wow, sounds like Twinsburg has been going through the same issues as we have in Cambridge (approx 3 years of chaos). Yes, we all know when the chaos began. I really don’t know where senior management is getting their mandate from. If running facilities to the ground, and causing employee morale to be as low as I have ever seen it, then they have done their job. I am sure they will collect their big bonuses for a “job well done”, while the rest of us pull on our rubber boots and trudge on through the cess pool that they have created, and try to catch up through the backlog or work we have, when we were forced to take the unpaid days.

This same senior management actually flew up here so that they could “listen” to the little people. What? Are they deaf? As far as I can tell the money they used could have been better utilized by cancelling those unpaid days. There is now a buzz about “employee engagement”, but it may be too little, too late to be effective.

As far as the blackbelts go, we have some awesome blackbelts, the ones that actually were hired from within the company. They know this place better than anyone, and they know the people. They have their respect and cooperation when they need it. They have no problem when it comes to getting their hands dirty and actually listen to us, the people who do these jobs day in and day out. The ones that were hired from outside, they should have kept them outside. They are so busy gathering information, drawing plots and graphs, impeding people from actually working, and generally getting on people’s nerves. They are more of a hindrance. I bet you they don’t know what we build here. Give our own blackbelts the support they deserve, and send the outsiders back to where they belong, the automotive companies.

Now, a little note to our employees……. you were all at the update meetings. Did any of you notice the chart about facility loading? Did you notice the loading at Katowice and JZE? Our management kindly refrained from mentioning them out loud, but they were there. As much, as I would love to blame management for everything, we are going to have to take some responsibility for our actions. If you’re getting paid for 8 hrs work, then do your best for those 8 hrs. Work with each other, instead of against each other. Remember, there are plenty of people willing to take our jobs. Look around you, that person who stands around pretending to be busy, is more of a threat to our facility than anything else. Don’t sink to their level.

Well, I hope the people reading this, listen. It’s obvious management doesn’t. Just in case anyone in management does actually read this, please don’t treat employees like idiots. We can see through right through most things.

Friday, January 22, 2010

Interesting perceptions regarding TATA? They are much more than a car maker, you should consider what part Honeywell would play in such a takeover as it is Honeywell "TATA" that does most of big H's software. I know Honeywell "own" this division but that was done mainly for convenience and to get around some issues regarding outsourcing.

Honeywell and Rockwell now there is a marriage that makes excellent sense and given their collaborations in the past it might just have a grain of truth about it?

Friday, January 22, 2010

Just what we need, more materials people. The materials people have screwed us up so bad that we’ve gone backwards 8 to 10 yrs, in other words, the stupid ways we have to handle materials now is the mode of operation we dug our way out of 10 yrs ago. Guess who makes the rules on how we operate the manufacturing lines, materials, not operations people. How screwed up is that? Oh, wait, to a black belt its not screwed up, its progress. There are more material handlers than there are productions folks, and we keep hiring more. The hope that the materials group would finally get their chain jerked and reeled in is now going out the window as the new planter manager is going to come in and take sides with what he already knows. He’ll be wearing grey even if its blue.

Thursday, January 21, 2010

I agree with the statement that management is not being told the truth about what has been going on in Twinsburg. Marty does need to go,after all he created this mess. Blackbelts are creating not resolving the problems. Unfortunately the plant manager was listening to much to the blackbelts and not enough to the employees who know the jobs. If the new plant manager coming in continues on the same path he will not last long either.It could be Twinsburgs down fall if he cannot get the plant turned around.

Thursday, January 21, 2010

Twinsburg, be careful for what you wish for before you start singing ‘ding-dong the king is dead’. Plant managers are dispensable as will the next person be, who, by the way comes from GM and has a materials background, not sure if he has any operations/manufacturing experience. Mr. Thomas continues to shove previous automakers and black belts down Twinsburg’s throat

Marty, you are the one who needs to go, if you don’t, ALL of the remaining employees in Twinsburg will also be looking for new jobs when they close the doors for good. You cannot see past the smoke that is being blown past you. Management & black belt leaders are not telling you the truth. You must be delusional if you think that the plant manager was the entire problem. YOU are the problem. I would say you are doing a fine job blowing smoke past Mr. Eisenbrown...

Thursday, January 21, 2010

Big news out of the Twinsburg facility today. After about 3 years of total chaos, the Plant Manager was let go today and walked out. Thank-you upper management for the move. Are the black belts next? Will the next Plant manager listen to the employees so we can turn this plant back around and make it productive again and a good place to work? Will the mandatory overtime that is being demanded come to an end? Lots of people smiling today and that was great to see.

Thursday, January 21, 2010 - To "crystal clear":

If Tata acquire RA, it would not be like Siemens selling to Mercedes and BMW at the same time. It would be like Siemens and Mercedes being one company -- Siemens being a competitor to BMW, not just a subsupplier. And in this busines you are not just "selling to", but "making projects together with" which is quite intimate. It would mean that BMW accept to give intimate information to Mercedes, to be dependant on Mercedes, and to pay good money to Mercedes. Unthinkable.

Tuesday, January 19, 2010

Everyone in RA, like many companies, works at home after hours. Why should only sales be reimbursed for home internet? Also, would you not make customer calls in the day and CRM/emails at night anyway, so you can maximize your pay regardless. Or are you not selling, just taking orders?

Monday, January 18, 2010

So let me get this crystal clear; Siemens sells products and systems to Mercedes so BMW will never use Siemens huh ? I say again: Rubbish!

Sunday, January 17, 2010

The problem at Rockwell Automation is the over-the-hill executive Management staff that has been there forever. Somehow these guys are immune to change at RA. If Keith was smart he would clean house.

Thursday, January 14, 2010

I have been following this Blog on and off for probably 10 years. The one thing that seems to be constant is the rumor that RA will be sold. The only change seems to be who is going to buy RA this year. Without much thought, I seem to remember Eaton, ABB, Siemens, Tyco, Emerson, GE all about to purchase RA. I'm sure I'm missing 4 or 5 others. The bottom line is that while it is fun to listen and spread rumors, the reality is that we just don't know. Having been here over 20 years, if it happens, I'd be shocked. However, stranger things have happened.

Thursday, January 14, 2010

To the person who thinks Tata is just a car maker - I guess you also think GE only makes light bulbs! Look again there, sport. Tata is a very diversified company.

Thursday, January 14, 2010 - To "Rubbish":

May I pile on more? What the writer was referring to was a direct competitor like Tata, who is taking share from Detroit, Europe and Japan and then (if they buy Rockwell) would sell an automation solution into these manufacturers. Maybe this is why Rockwell needs to be sold. Apparently you do not understand market dynamics. Maybe Keith Nosbush should do his job, find a way out of the mess RA is in and stop writing about blogs he doesn't understand.

Wednesday, January 13, 2010 - In response to "What a lot of old rubbish!":

I wrote the post that you responded to. I work in a company that supply machinery to the automobile industry. So I can tell you that I know everything about gaining access to the production facilities of the automobile industry. In short, if you come from a direct competitor, you are persona non grata. Not so surprising really. The automobile industry is still enormously important for the automation suppliers.

Wednesday, January 13, 2010

What a lot of old rubbish! RA has been supplying equipment and services to multiple major auto manufacturers for years. Whenever RA impliments a system they gain significant knowldge about the process. If they then do a similair system for a competitor it doesnt stop them winning further business with the original customer. Also, the auto manufacturers, while still important, are no longer the be-all and end-all in terms of the automation market. Get real!

Monday, January 11, 2010 - In response to the speculations that Tata might acquire RA:

I have resisted it so far, but I have to respond to this. That a major car manufacturer purchase RA, would be a catastrophe for RA. It can look as an advantage at first, for RA to use Tata's plants as a safe place for both developments and an assured income. Problem is: Every other car manufacturer will shut the doors on RA. No car manufacturer will allow a competitor inside his plants to have a close look at their manufacturing facilities. With the importance of the car industry for any automation vendor, it would be the death-blow to RA.

Friday, January 8, 2010

Rockwell would be a very good fit for Tata Industries on a number of fronts. Internal applications for Rockwell technology in Tata's diverse industrial operations, a large services opportunity for TCS, and of course the Rockwell business itself, which has good upside potential in the emerging markets with the right leadership.

Thursday, January 7, 2010

I find it interesting about the discussion on a company in India purchasing RA. Maybe Mr. TATA will buy them - they certainly have enough mfg to capitalize on RA. Someone will buy RA and it appears it will happen in 2010. This will certainly cause some significant changes whatever happens. Hang on to your seats and enjoy the ride...

Tuesday, January 5, 2010

I work for Inaco & I think it is all good. The company has a diciplined sales process which is not everybody's cup of tea, hence those who cannot perform should not whine - just leave.

Monday, January 4, 2010

Interesting comparsion. Better Buy: Rockwell Collins or Rockwell Automation?

http://msn.fool.com/investing/general/2009/12/23/better-buy-col-or-rok.aspx?logvisit=y&source=eedmsnlnk0010001&published=2009-12-23

Sunday, January 3, 2010

I read this weblog with interest and chuckle. The truth be told, the parallels between RA and several of the other struggling controls companies (Invensys) are laughable. A total lack of direction and motivation, draconion micro-management of misunderstood metrics, RA lacks the realization that an opportunity is passing them by.

Have you read the article that is online called "15 Signs Your Workplace is Dysfunctional" (weblink below). Read it and post your results. RA is just another poorly managed disorganization which will be absorbed by some one with a vision (hopefully). As it is right now, the tires will spin with no rubber hitting the road!

Changes can come from the bottom up - so quit whining and start fighting back. For those of you at RA with a entrepreneurial vision, there will be lots of opportunity in the coming year. And for those who have forgotton what "entrepreneurial" noun means:

1. A person who organizes and manages any enterprise, esp. a business, usually with considerable initiative and risk.
2. An employer of productive labor. –verb (used with object)
3. To deal with or initiate as an entrepreneur. –verb (used without object)
4. To act as an entrepreneur.

15 Signs Your Workplace is Dysfunctional

Saturday, January 2, 2010 - Re - Friday December 18 entry - "Just so everyone understands the condo talk in Cambridge"

You spoke to the wrong developer.

Friday, January 1, 2010

Rockwell leases many buildings now; they used to own them. But, who do you think the group is that now runs these leases? Our building is leased - by whom?