fire engineer

software engineer

project engineer

apprentice mechanic

hvac technician

Johnson-Controls

My shift was the "5-day shift rotation pattern", which is the (mostly) daytime only shift pattern, which I believe is roughly defined as being any given 9 hour period somewhere between 7 AM and 7 PM. On this shift pattern, it is a 40 hour week which includes working 5 days a week total (sometimes including weekends). A typical day entails answering roughly 200 phone calls, give-or-take and dependent on your confidence, skill, and other sundry factors. This includes two 10 minute breaks and a 1-hour lunch break that can be no more than 4 hours apart, so this essentially means you're working day is 7 hours 40 minutes long in total. 

What I learned was how to use service booking software and alarm monitoring software. The software that's used for booking engineer visits is called SMS (Service Management System) which is a rather outdated, and occasionally slow, keyboard-only program that will most likely take at least 1 month to get used to using to the point of any reasonable confidence, at least in my experience. For the first month, it will likely be the case that you will be taking calls and panicking on getting the right thing done on this software as it is a bit of a learning curve. I will advise you to try not to worry (although I'm aware this can be easier said than done), try to be professionally assertive on the phone. Should the customer begin to get impatient, simply explain that you're new and still learning. I found that it genuinely DOES help to do this. The most common uses on SMS are booking engineers and technicians for a variety of purposes (breakdowns and routine maintenance mostly). When booking an engineer, everyone is required to read a short paragraph containing the terms and conditions for the call-out cost, which is dependent on the customer's 'service level' as to what they are charged for. For example, if a 'Service Level 3' customer calls and they have a low battery on their 'main alarm panel' (most likely the main box near their front door) then they will be charged for the engineer's call-out, sometimes the customer will ask about the charges and this can be a bit of a dealbreaker for any peaceful phonecall you were having, as the rates are in my view quite extortionate. Another common scenario that often angers/upsets customers is when an engineer has been unable to attend and no one from Johnson Controls (ADT) has made any attempt to tell the customer this and rearrange another date. What will happen on this call is that the customer will ask when their engineer is going to arrive as they have been waiting in all day or had to take time off work to wait. Upon reading the notes of the customer's callout what can often happen is that there are no engineers available for that specific day or the engineers that were available were too busy (for a number of reasons) to be able to attend. Otherwise, another common usage for this program is booking a customer's routine inspection.

The second program you will be using is called MAS (short for Mastermind Monitoring). As the name would suggest, this is the program that's used for alarm monitoring and everything associated around it, such as a customer's contact list (keyholders), the ability to place a customer's alarm 'on test' and the customer's alarm activation history. Now, with MAS, the most common use will be placing customer's fire alarms 'on test' and reading a customer's alarm history (usually when their alarm has gone off unexpectedly). This is a much more easy program to use, it can take a bit of time to learn the signal meanings, however. (Tip: If the columns on the alarm history are too narrow or wide for you, you will find that you are unable to widen them at first by clicking and dragging but you can press CTRL and R to enable widening, for some reason, one of the managers was reluctant to tell me this).

A skill besides learning the computer programs that you will learn is how to deal with Johnson Control's (ADT's) customers on the phone as you will likely take around 4000 calls per month. You will learn what is and isn't effective. Some of the customers can be rather moody and impatient, some can be just plainly angry and extremely challenging to deal with, some, however, are lovely and very patient. (Random observation: I would estimate that you get 2 to 5 calls per month where customers would break down in tears on the phone. The best way to deal with this is just to be as patient as you can and wait until they stop crying).

With the mangers, it can be very hit-or-miss with exactly what response you receive. Some managers can be rather abrupt or overly critical towards you if you have certain questions. Really, the more information you have to add to your question, the better the response will tend to be. I cannot stress enough how essential for this role it is that you're good at explaining potentially very complex situations to people from scratch. Think of it as building a house made of words.

since working for the company in 2011 I have found management to be disrespectful and manipulative. 

I fell ill while working at johnsons and needed to see my GP on a regular basis. I was shown no compassion and received surly attitude when requesting the time to see my GP. According to management I was not (and I quote) "on deaths door". but after much reluctance I was finally granted the time to see my Doctor. I received this treatment for quite some time. The attitude seemed to be that they couldn't care less about employee well being, and that you would have to bee seen as "dying" to be able to get sick leave. THEY DONT CARE AS LONG AS THEY HAVE BUMS ON SEATS TO ANSWER THEIR CALLS!

Training is a complete joke! I suffer from a learning disability that means its takes me much longer than normal people to process information.(meaning I may have to ask the same questions more than once to be able to fully understand-for example) 
Management were aware of my condition and sat me with other members of my team where I was made to feel uncomfortable, stupid and very small. My difficulties were not taken into consideration at all and received no other training from someone who knew how to teach someone with my kind of condition. I was just expected to get on with it!

And now to top it all off I very much felt that I was discriminated against for having sick leave because of my illness. I found that management where looking for any minor slip up in order to find any excuse to dismiss me from the company. kind of pathetic really!

The only thing that kept me sane was some of the employees there. and im sure they will agree with me that the only good thing about johnsons was pay day and home time!

I would NEVER recommend this company to anyone!!!

My first review ever and hopefully my last.
At first training was perfect, so much support but just went downhill so fast right after.

Went from 40 to 48 hours meaning earning went from £9.30hr to £7.80hr which is a huge blowback as other companies offer more pay and incentives for less stressful work.

The work itself is straightfoward, booking engineers, system tests, emails, transferring calls to relevant departments but here is where the issues arrive.

You cant do much as an advisor to help the customer affecting your quality such as engineer availability, speed of solving issues as alot of the problems require you asking questions to managers constantly resulting in longer hold times, and constant alarm system issues arising for customer causing frustration resulting in complaints making you feel stressed in the end.

Pros:
- managers will answer all questions you ask.
- location (i felt)
- active learning
- guaranteed work
- probation to learn from mistakes.
- secure premises
- diversity

Cons:
- stressful (mentally straining)
- holidays (haven't had one, make sure to prebook them 1 year in advance).
- minimum wage
- micro management (work nights for less stress)
- look forward to days off instead of the job
- abuse from customers
- unpaid sick day
- medium/high turnover
- advancement opportunity based on staff leaving.
- pay for holidays (they offer you more holidays but you will sacrifice that from your salary)
- terrible software (not user friendly, slow loading, takes longer to amend problems)

Apart from that this is what i typically would expect from a call centre. Minimum wage, overworked and look forward to going home.

A job, not career based.

A typical day is one of communicating at all levels, monitoring daily / weekly and monthly Targets as to Customer EDI ,
Monitoring and enforcing H&S requirements ,
Monitoring Productivity / OEE / MU /and Quality are at required levels with any issues being escalated to the relevant teams enabling Quick problem solving,
Mentoring Team Members and leaders so that they understand procedures and developed them to enable them to progress.

I have learned how to rationalizes situations and resolve them to get the best out of people and processes.

Management have been supportive throughout my time and have mentored me from the shop floor to my current role , they have been great friends as well as co workers .

The same can be said with regards to the Manufacturing team always a pleasure to see their happy faces from the start of the till the end, giving 110% to deliver the company and customer requirements.

The Hardest part of my job would probably have to be the disciplinary side of the role but enforcing discipline has to be done and I will not allow my personal feelings to get in the way .

The most enjoyable part of my job is looking at and implementing  continues improvement involving teams to create changes that increase profit improve visual appearance and product flow .

As a Temporary worker, I observed the Operatives daily work routine over a 4-week period. A typical working day starts on time, with all operatives at their workstations and the very demanding job of car seat assembly starts. The repetitive work is rotated regularly during the working shift, making it manageable but still hard work. All co-workers seem to work well together. The hardest part of the job is pulling the upholstery seat covers into place and securing them onto the seat frame. All workers complained about the pain in their finger ends after a spell on the upholstery process. The Team Leader often lends a hand on the line, to help out during very busy runs. The most enjoyable part of the job for the Operatives, was to get to the end of the day and achieve the daily target set. These are tough jobs for tough, dedicated people. I have submitted a CV myself as I am so impressed with the work ethic of this company.

The day was very busy with a mix of work required.  I would attend a department meeting, both taking the minuters and contributing, compile a monthly report for the Client, involving the use of Word, Excel and Powerpoint, showing charts and graphs as required.  Ad-hoc requests for letters or emails as well as dealing with any client requests as a matter of priority.  Also kept updated the staff sickness and holiday records and general filing.

I learnt how to prepare the data required, e.g. Key Performance Indicators and produce all the necessary charts and graphs.  I also learnt more about using Excel databases.

The Management were fair, very approachable and gave feedback when deserved, with praise for doing a good job. I found the Management Team were good to work for.  The workplace culture was led by the management team.  We all worked hard and enjoyed being part of the team and there was always time for fun and chat.

I thoroughly enjoyed my job and the most enjoyable part was the purpose in every day and the feeling of achievement when I met deadlines and kept up my standard of work.

Fast paced and demanding work environment heavily influenced by the economic climate and customer demand. I had a thoroughly enjoyable ten years with the Business and I genuinely feel we lead a major cultural change in respect of ER and IR by using good communication techniques, effective consultation and gaining the trust and confidence of employees. 

Working hard with managers and leaders to improve manufacturing processes, training and development and reward and recognition. This in conjunction with reducing turnover and sick absence and improving employee engagement by introducing new Occupational Health Service providers, employee counselling scheme and on-site physiotherapist. 

In ten years we changed the perception of the HR function from being remote to a fully integrated and fundamental part of the management team and leadership structure where no strategic decisions were made without its input.

Daily QA Inspection of Nissan car seats awaiting despatch. On watching the assembly of these car seats, I learned that there is a lot more inside a car seat than I thought. From the air bag fitted, high density pre-formed foam giving shape to back and base, to seat heater assembly ,metal frames, full adjustment controls for driver position comfort etc. The Team Leader is always at hand to give instructions and to sort problems at source. The workforce are hard working, dedicated and totally dependable, turning in for work every day, day-in day-out, often year-in year-out, as many of them have worked there for quite a few years. The hardest part of my job is the repetitive nature of the job and standing in one area for long periods of time. The best part of my job is the feeling of being part of the team responsible for the final quality finish of the finished product, which ultimately ends up in a Nissan customers' car.

Manage a culture change programme focusing on behaviours, including claims culture.
		Responsibility for business planning strategy as part of the Senior management team.
		Managed a strategy on retention & employee growth.
		Accountability for the site training and development plan including budget constraints. 
		Developed relationship with UNITE, now communicative and engaged.	
		Direct and improve active safety program, permanent chairman of the Plant Safety Committee.  
		Ensure robust and timely policy and procedures are rolled out, trained and adhered to.
		Manage commercial contracts in relation to on site vending, cleaning and security.
		Manage payroll of 350 personnel, 20% temporary workforce.
		Fulfill the role of Communication Champion for all Automotive Group Europe communications.
		Manager restructure changes, and insourcing talent and developing internal growth.
		Manage a reward and recognition programme, improving engagement.

Very much bothers me to work under pressure every day regardless of the results. For the last 11 years in the JCA learned a lot, for example: English in speech and writing, production takes place in a manner productive for the company and the people at the various courses, improving work process so that was effective for companies and people to achieve goals , in communication with people, etc ...
Management of the company is at a very high level, only the rules prevailing in the company are changing too fast without consulting employees.
To the hardest tasks in my job I classify carry out the production and achieve targets without a full crew, by sickness, personal problems etc ...
The most I like to learn new things at work thanks to which improving their skills and apply them in your productions, and thanks to the good performance of doubly motivated and wants more and more, because I am a very ambitious person :)

Top Job Titles	Average salary
Fire engineer 58 salaries reported	£16,514 per year
Software engineer 8 salaries reported	£34,725 per year
Project engineer 7 salaries reported	£18,966 per year
Apprentice mechanic 2 salaries reported	£15,600 per year
Hvac technician 4 salaries reported	£17,472 per year

Working at Johnson Controls: company overview and reviews

Johnson Controls

Johnson Controls ratings

Popular jobs at Johnson Controls

Salary satisfaction

Jobseeker tools

Employer Tools

Browse

Stay Connected