STA (Supplier Technical Assistance) FCG (Ford College Graduate) Program - Supplier Quality Engineer Ford Motor Company Employee Review

4.0
5 Dec 2022
Recommend
CEO approval
Business outlook

Pros

Ford is in general a good company to work for. They provide good pay and decent benefits. Most coworkers are very nice and helpful. Work is very individual but there is a very tight-knit team structure within most groups. There are many cool benefits depending on your job role. If you travel a lot (ex. Site STA or Launch STA), you may receive more perks than otherwise.

Cons

Beware that the FCG program functions within a specific group. Within STA (Supplier Technical Assistance), you are allowed only one 1-year rotation outside of STA and two must be within STA. This is very limiting if you find that you would rather not work within supplier quality. The communication upfront was not clear with me. I did not know what STA was until my first day on the job. Prior to that, I was told that I was being hired as a technical specialist, which is not at all the case. Technical specialists are promoted after working many, many years within the company and developing specific technical expertise. Also, Ford has lately been reorganizing due to low profit margins and striving to compete in the electrical vehicle world. This means that job security is not great these days.

Explore other reviews about Ford Motor Company

5.0
25 June 2026
Recommend
CEO approval
Business outlook

Pros

Coworkers and managers are excellent.

Cons

Upper management is completely out of touch with the rest of the workforce.

1.0
15 May 2026
Anonymous temporary employee
Recommend
CEO approval
Business outlook

Pros

You get to say you work at Ford Motor Company

Cons

The only way they'll view you as a longterm investment is if they got you young right out of school- as an FCG or from CCS. They reward backstabbing and gossiping in the name of "survival of the fittest." They enable and encourage people like this to rot the company from the inside out. The people who are rewarded are those who can best cater to the emotionally unstable people in positions of leadership. They can't even lead- they either micromanage, or are passive aggressive in hopes that you can eventually read their minds. Neither is productive. Micromanaging wears away at anyone's agency and confidence. And passive aggressiveness doesn't move projects forward nor provide clarity. Take the time and energy you spend gossiping about the lost employee, and just communicate to them directly. That would yield faster results, and reduces stress for everyone involved in the long run. I don't understand managers who will gossip to anyone and everyone about you, but then claim they don't have time to talk to you directly and resolve issues.

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