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Continuous improvement in our plants means job security for our members. Our involvement in this process also provides the company with real cost savings. Negotiators found ways to strengthen this area, standardize processes and procedures, have joint input in continuous improvement and secure additional training. There will be a formal process in which we can show the company exactly how many dollars were saved through our collective efforts and to off set the task and create additional in-sourcing opportunities.
Continuous improvement a joint process
(See contract, Page 038A)
The continuous improvement process will now be driven by both the union and the company. The process will be standardized so that all plants are receiving the same information and training. These standards, which will include team leaders in all manufacturing plants, will be enforced by the national parties.
New work group developed
(See contract, Page 046A.)
A new work group will be established for highly automated areas. The Manufacturing Work Group (MWG) will be comprised of production and skilled trades members. The MWGs are designed to have the skilled trades and production workers work together on the same team, with each performing their respective responsibilities. This allows the team to work more closely to resolve manufacturing problems,resulting in greater job security. The company will not assign skilled trades team members to cyclical production work.
The parties will jointly develop training and skills curriculum needed for this innovative new work group. A new production classification and wage rate will be established and approved by the national parties.
Reduced ratio means more team leaders, jobs
(See contract, Appendix J 38A.)
Our members will have greater opportunities to drive the continuous improvement process through a reduced ratio between leaders and team members. This ratio is expected to be guided by Ford’s recognized standards for work groups, which is one leader for up to 10 workers. This is expected to also result in a significant increase in team leaders and in jobs for those who replace team leaders.
Team leaders who accept the new roles and responsibilities will now be paid an additional $1.50 per hour on top of their base pay.
Issue escalation means our voices will be heard
(See contract, Page 61C.)
The company will be required to use issue escalation, meaning unresolved issues from our members will first be moved through the local continuous improvement committees and, if necessary, escalated to the national parties, to ensure our input will be considered.
Training could lead to certification
(See contract, Page 46A.)
The company will be required to evaluate training needs and seek state or local accreditation for our members, if applicable to their jobs. The company has also committed to additional training for members and team leaders.
No job cuts for achieving efficiencies
(See contract, Page 47A.)
The company will be prevented from using against us our hard work in driving lean principles and continuous improvement by cutting jobs.The company will also be required to formally recognize the savings our work groups achieve as an off set against each plant’s annual task.
Employee resource coordinator jobs further defined
(See contract, Page 70C.)
The jobs of employee resource coordinators were redefined to help coordinators support the continuous improvement process and act as a resource to work teams.