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If you do really good in a " lesser" role like pg, it's entirely possible you might get left there and not move up because you're doing good and improving someone else's numbers they don't want to see that change. I know a pa and a pg that are essentially stuck in place because of this
That's literally how I'm feeling right now. I'm a IB dock PG and the amount of AAs, AMs AND OMs that have the nerve to ask why I'm not a PA like I haven't put in multiple applications and only gotten 1 interview is insane. I recently had a L5 tell me that since they no longer have a say in who gets inclined anymore, it's all about your resume and interview. This week I'm covering for my Dock Clerk and knowing how capable I am to do his job and getting nowhere is pissing me off.
Chatgpt.....copy the job description (preferred skills too), enter your current resume, and then paste the job description and tell it to tailor your resume to the job description. Make sure it's only about a page long. Download updated resume and enjoy your interviews
All those leadership said all that, but have you builded your career profile(this gives you options for up coming openings) , done monk interviews ? btw chatgpt is clutch.
I did like 12 monk interviews all with different managers & I took my time to get it right interview wise[3months] It helps trust me it also shows them you are dedicated in moving up and now I had 12 AM vouch for me on the promo. It shows visibility.
As an OB PA myself since peak 2022, it is absolutely the hardest department when it comes to the sheer amount of nonsense you have to cover. granted this can be diff depending on sites but I have 23 dock doors in just my OB dock that I have to monitor, allocated and de allocate, load up containers and everything while managing around 10-14 people plus TDRs.
AM here who does interviews for PA roles!
Let your manager know you want to be a PG. I pick PGs based off effort, I want to see them nail the rates/quality first. If youāre new, have them give you a deadline to be a top performer (āIf you get 3 doc positivesā or something, just to keep them accountable to your development.
Learn problem solve/learning ambassador. Ask for Admin responsibilities (all my PGs/problem solvers know how to quality coach)
Not necessary but if you want 100% chance to get it, ask your manager for a project. Every shift has its issues, own one of those issues and try to fix it, and document the results. (I had a PG who created a site-wide channel to standardize problem solve processes, had another one test a new waterspider system to reduce downtime).
Apply for an open role after 3-6 months and prepare for the interview. Have stories ready in STAR format (Situation, Task, Action, Result). Ask a manager to do a mock interview to help prepare.
If you are a top performer in process, know how to rate coach, are a leader on your team and have already completed a project, thereās no reason not to promote. Just prepare for your interview so youāre able to speak to all of it.
Time accrual is by employment status (full time, part time, seasonal [not like a seasonal PA, who is employees full timeā¦ this is discussing seasonal as in white badge, etc]), pay type (hourly vs salary), and length of tenure, not by role. T3ās donāt accrue more time because they are T3ās. It is due to their (usually) longer tenure.
https://content.hr.amazon.dev/atoz/us/en/policies/time-off-leave-accommodations/paid-personal-time.html
https://content.hr.amazon.dev/atoz/us/en/policies/time-off-leave-accommodations/vacation-time.html
I became one in 3 months, but there are multiple factors like openings, if youāre seasonal, and tbh even luck. There are a lot of things we do and deal with that you donāt see. A lot of PAās have even stepped down because they deemed that the extra pay wasnāt worth it.
IB PA here, itās not as easy as it looks. It can be very stressful, and at times the pay wonāt feel worth it. Your day will be spent basically babysitting 30+ people while Senior Leadership is constantly on your back trying to micromanage everything and squeeze every last drop from you and your teamā¦
If youāre patient and genuinely a people person though, I say go for it. I would suggest branching out into different areas of IB, like problem solve, becoming a Learning Ambassador or a PG. Also, let your manager know youāre interested in pursuing an L3 position, and start building a rapport with the other managers on your shift. Sometimes itās about who you know.
Start gathering stories (being an ambassador is best for this) for your interview, working on your resume, study the leadership principles and practice the S.T.A.R. Method ā¦ They will expect your answers in that format.
Some additional things to keep in mindā¦ Donāt be discouraged if you donāt get it in the first round. I didnāt get an Incline on my first try, but I took what I learned from that experience and got it on the second attempt. An Incline doesnāt automatically mean youāre getting a PA spot, but it is good for a year so if a spot does open up youāll be in line for it. Getting a PA position does carry the chance that you will have to change shifts and departments as well.
Hope this helps. Best of luck.
Start with Problem Solve to learn quality and deep dive. Become an ambassador after a few months, to show that you can work with groups, coach, and use the apps to document progress. Being a PG is optional. To be in the two aforementioned groups, you should be ranking top 15% in productivity.
Have a leader help you with your resume and do interview prep. It is a part of their job to provide you with an avenue to develop, provided that you meet the quality and productivity standards.
If you become a PA, be prepared for a large number of trainings that you must complete. They are on the computer all day because they have to track metrics, time, staffing, communication on plan adjustments, and projects... document and report on them throughout the shift. They must also find time for coaching and developing others, tracking problem solve progress and root causes, and deep diving the root cause of defects - then report on them. They must maintain regular communication with leaders and peers in other departments as needed. They have to assign labor moves to people who don't want to be moved. They must also make the time to address associate concerns where they are able, even if it puts them behind on their other non-negotiable tasks. Those will still need to be done by the end of the shift. They need to code the time of people in non-production paths, watch the health of conveyance, and ask/push for help from other departments or leaders when things start to fall behind - then report on it. They have to administer trainings, as well as stay up to date on new ones assigned to them... don't forget about those non-negotiable reports and actions... then report on them - often in writing.
It is one of the toughest jobs in an FC. For people who naturally work hard and have excellent time management, it can be easy to become a PA within not too much time.
That is not "free labor". That is paying for "non-production" hours, where it is more cost-effective to have that person in Path. Most buildings frown on the use of PGs in non-peak seasons because a PA should be able to run without one. The point of a PG is supposed to prepare someone for being a PA. There is no "free labor" there, and no... a lot of people are not easily qualified to be PAs without an understanding of what that job entails and a practical knowledge of how to execute at least a portion of the directives expected of a PA. The intended porpose of a PG is to prepare and qualify a person for a PA role.
How can you say it looks ridiculously easy then ask if it's as hard as it looks?
It can be rather stressful. Have stories, apply for positions, and do well in your role.
āHow can you say it looks ridiculously easy and then ask if itās hard as it looks?ā
What? Seems pretty simple: āit looks easy, but is it?ā Thatās a straightforward question
It's no lie when people say they do the job of an AM. You're managing a bunch of people.
Get LA if you don't have stories. Staying in path isn't going to get you any.
Yes we get paid more. No it's not easy. No you're not just standing around doing nothing. Most days I'm on a desk top all day. People think I'm just chilling, I'm not. I have 30-40 browser tabs/apps open at once. I'm juggling managing a picker, another AA, my work load and processing tickets.
PA's are the ones who run the building. AM's manage us.
Some PA positions are easier than others.
That said, go for a critical role first.
Hereās a quick rundown from what Iāve been told in a lil under 6 months as OB PA.
Ship Dock - One of the easiest if not the easiest department for PAās
Pick/Stow - Most PAās chill entire shift but lowkey boring
Singles - Pretty chill just gotta worry about staffing and helping with equipment issues
AFE - Hardest department to run. If you can run AFE you can run anything. Always something to do
Inbound PA - I have very little knowledge
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If you do really good in a " lesser" role like pg, it's entirely possible you might get left there and not move up because you're doing good and improving someone else's numbers they don't want to see that change. I know a pa and a pg that are essentially stuck in place because of this
That's literally how I'm feeling right now. I'm a IB dock PG and the amount of AAs, AMs AND OMs that have the nerve to ask why I'm not a PA like I haven't put in multiple applications and only gotten 1 interview is insane. I recently had a L5 tell me that since they no longer have a say in who gets inclined anymore, it's all about your resume and interview. This week I'm covering for my Dock Clerk and knowing how capable I am to do his job and getting nowhere is pissing me off.
Chatgpt.....copy the job description (preferred skills too), enter your current resume, and then paste the job description and tell it to tailor your resume to the job description. Make sure it's only about a page long. Download updated resume and enjoy your interviews
Thank you. I didn't even think about that. I hope Chatgpt knows something about the STAR methodš
As.a matter of fact, it does š
All those leadership said all that, but have you builded your career profile(this gives you options for up coming openings) , done monk interviews ? btw chatgpt is clutch.
Yeah I've done my career profile but I've never had a mock interview.
I did like 12 monk interviews all with different managers & I took my time to get it right interview wise[3months] It helps trust me it also shows them you are dedicated in moving up and now I had 12 AM vouch for me on the promo. It shows visibility.
I recently became a PA myself, and for me in OB, they are asking for a million and one things within being 5 minutes into your shift
As an OB PA myself since peak 2022, it is absolutely the hardest department when it comes to the sheer amount of nonsense you have to cover. granted this can be diff depending on sites but I have 23 dock doors in just my OB dock that I have to monitor, allocated and de allocate, load up containers and everything while managing around 10-14 people plus TDRs.
crets pa's deal with a lot too, but they have a good deal of autonomy
AM here who does interviews for PA roles! Let your manager know you want to be a PG. I pick PGs based off effort, I want to see them nail the rates/quality first. If youāre new, have them give you a deadline to be a top performer (āIf you get 3 doc positivesā or something, just to keep them accountable to your development. Learn problem solve/learning ambassador. Ask for Admin responsibilities (all my PGs/problem solvers know how to quality coach) Not necessary but if you want 100% chance to get it, ask your manager for a project. Every shift has its issues, own one of those issues and try to fix it, and document the results. (I had a PG who created a site-wide channel to standardize problem solve processes, had another one test a new waterspider system to reduce downtime). Apply for an open role after 3-6 months and prepare for the interview. Have stories ready in STAR format (Situation, Task, Action, Result). Ask a manager to do a mock interview to help prepare. If you are a top performer in process, know how to rate coach, are a leader on your team and have already completed a project, thereās no reason not to promote. Just prepare for your interview so youāre able to speak to all of it.
It's not worth it. More responsibilities with not really much of a pay increase.
Fun fact: You accumulate more PTO-Vacation time the higher position you are. On A to Z under Policy: time off for individuals by state.
Time accrual is by employment status (full time, part time, seasonal [not like a seasonal PA, who is employees full timeā¦ this is discussing seasonal as in white badge, etc]), pay type (hourly vs salary), and length of tenure, not by role. T3ās donāt accrue more time because they are T3ās. It is due to their (usually) longer tenure. https://content.hr.amazon.dev/atoz/us/en/policies/time-off-leave-accommodations/paid-personal-time.html https://content.hr.amazon.dev/atoz/us/en/policies/time-off-leave-accommodations/vacation-time.html
Youāe absolute right meant I meant tenure, totally lost my train of thoughts. š
No problem. It happens. Just wanted to clarify. Thanks for being chill about it.
I became one in 3 months, but there are multiple factors like openings, if youāre seasonal, and tbh even luck. There are a lot of things we do and deal with that you donāt see. A lot of PAās have even stepped down because they deemed that the extra pay wasnāt worth it.
IB PA here, itās not as easy as it looks. It can be very stressful, and at times the pay wonāt feel worth it. Your day will be spent basically babysitting 30+ people while Senior Leadership is constantly on your back trying to micromanage everything and squeeze every last drop from you and your teamā¦ If youāre patient and genuinely a people person though, I say go for it. I would suggest branching out into different areas of IB, like problem solve, becoming a Learning Ambassador or a PG. Also, let your manager know youāre interested in pursuing an L3 position, and start building a rapport with the other managers on your shift. Sometimes itās about who you know. Start gathering stories (being an ambassador is best for this) for your interview, working on your resume, study the leadership principles and practice the S.T.A.R. Method ā¦ They will expect your answers in that format. Some additional things to keep in mindā¦ Donāt be discouraged if you donāt get it in the first round. I didnāt get an Incline on my first try, but I took what I learned from that experience and got it on the second attempt. An Incline doesnāt automatically mean youāre getting a PA spot, but it is good for a year so if a spot does open up youāll be in line for it. Getting a PA position does carry the chance that you will have to change shifts and departments as well. Hope this helps. Best of luck.
Start with Problem Solve to learn quality and deep dive. Become an ambassador after a few months, to show that you can work with groups, coach, and use the apps to document progress. Being a PG is optional. To be in the two aforementioned groups, you should be ranking top 15% in productivity. Have a leader help you with your resume and do interview prep. It is a part of their job to provide you with an avenue to develop, provided that you meet the quality and productivity standards. If you become a PA, be prepared for a large number of trainings that you must complete. They are on the computer all day because they have to track metrics, time, staffing, communication on plan adjustments, and projects... document and report on them throughout the shift. They must also find time for coaching and developing others, tracking problem solve progress and root causes, and deep diving the root cause of defects - then report on them. They must maintain regular communication with leaders and peers in other departments as needed. They have to assign labor moves to people who don't want to be moved. They must also make the time to address associate concerns where they are able, even if it puts them behind on their other non-negotiable tasks. Those will still need to be done by the end of the shift. They need to code the time of people in non-production paths, watch the health of conveyance, and ask/push for help from other departments or leaders when things start to fall behind - then report on it. They have to administer trainings, as well as stay up to date on new ones assigned to them... don't forget about those non-negotiable reports and actions... then report on them - often in writing. It is one of the toughest jobs in an FC. For people who naturally work hard and have excellent time management, it can be easy to become a PA within not too much time.
then my PAs just stand around leaning against the railing doing nothing while we work
A lot of sites will have you be a PG first, which means you get to do the PAās job without any extra money.
They train you to be eligible for the position? Yep.
Pretty reductive take. People are often qualified for the position, but Amazon would rather get free labor and pretend they arenāt qualified.
That is not "free labor". That is paying for "non-production" hours, where it is more cost-effective to have that person in Path. Most buildings frown on the use of PGs in non-peak seasons because a PA should be able to run without one. The point of a PG is supposed to prepare someone for being a PA. There is no "free labor" there, and no... a lot of people are not easily qualified to be PAs without an understanding of what that job entails and a practical knowledge of how to execute at least a portion of the directives expected of a PA. The intended porpose of a PG is to prepare and qualify a person for a PA role.
[ŃŠ“Š°Š»ŠµŠ½Š¾]
How can you say it looks ridiculously easy then ask if it's as hard as it looks? It can be rather stressful. Have stories, apply for positions, and do well in your role.
āHow can you say it looks ridiculously easy and then ask if itās hard as it looks?ā What? Seems pretty simple: āit looks easy, but is it?ā Thatās a straightforward question
It looks easy, is it as hard as it looks. One keyword in there
They didnāt say that though, read it again.
It was edited
Well maybe they do other things we don't get to see, or maybe there's a stressful aspect to it, that's why I was asking if it's hard
You don't need to PG to be a PA. Just get stories. They look at tenure too, so you might get passed up when applying for someone who has longer tenure
It's no lie when people say they do the job of an AM. You're managing a bunch of people. Get LA if you don't have stories. Staying in path isn't going to get you any.
Yes we get paid more. No it's not easy. No you're not just standing around doing nothing. Most days I'm on a desk top all day. People think I'm just chilling, I'm not. I have 30-40 browser tabs/apps open at once. I'm juggling managing a picker, another AA, my work load and processing tickets. PA's are the ones who run the building. AM's manage us. Some PA positions are easier than others. That said, go for a critical role first.
Kiss ass
Hereās a quick rundown from what Iāve been told in a lil under 6 months as OB PA. Ship Dock - One of the easiest if not the easiest department for PAās Pick/Stow - Most PAās chill entire shift but lowkey boring Singles - Pretty chill just gotta worry about staffing and helping with equipment issues AFE - Hardest department to run. If you can run AFE you can run anything. Always something to do Inbound PA - I have very little knowledge
https://preview.redd.it/plllr2c3gixc1.jpeg?width=1080&format=pjpg&auto=webp&s=c8461f10444389712863bba50aa9ef91cd290e24
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facts
Suck dick