Managers are traditionally considered leaders in terms of salaries in Russia. According to the recruiting portal Superjob, offers for top managers - directors of organizations and heads of major business areas - start from 220-250 thousand rubles.
The upper bar is usually hidden behind the wording "by agreement". This means that the salary depends on the qualifications of the applicant and will be supplemented by a bonus system for achieving certain results.
In some positions, the earnings of managers are close to a million rubles.
In second place are highly qualified specialists in the field of IT. Recruiters assure that this direction is more promising. Development Specialist mobile applications, who has proven experience, can, after 3–4 years of work in the industry, qualify for a salary to which a manager grows in 10–12 years.
Also among the highest paid professionals are airline employees. Managers (eg. technical director) offer from 300 thousand rubles, to the aircraft commander - from 350 to 470 thousand rubles or more, to the head of the flight attendant service - from 150 thousand rubles. In addition, airlines usually pay employees annual performance-based bonuses.
Recently, Aeroflot introduced lump-sum payments for the employment of flight personnel: the aircraft commander receives 650 thousand rubles, the co-pilot - 350 thousand rubles.
The highest paid vacancies in July in Moscow
- Marketing director / head of marketing department in a pharmaceutical company - up to 300,000 rubles.
- Financial director of a group of companies - from 260,000 to 300,000 rubles.
- Director of accounting, reporting and tax planning - up to 230,000 rubles.
- Head of the Procurement Department - from 200,000 to 350,000 rubles.
- Director of external logistics- from 200,000 to 300,000 rubles.
- Lead Python / TeamLead developer - from 140,000 rubles.
Top 10 industries with the highest average earnings according to Rosstat
- Financial and insurance - 68,593 rubles (the average salary of the most highly paid workers in the industry - 253,668 rubles).
- Mining - 66,973 rubles (197,326 rubles).
- Fishing and fish farming - 64,425 rubles (266,058 rubles).
- Activities in the field of information and communication - 57,601 rubles (207,307 rubles).
- Scientific research and development - 57,516 rubles (176,438 rubles).
- Professional scientific and technical activities - 56,250 rubles (199,302 rubles).
- Production of coke and oil products; chemicals and chemical products; medicines and materials used for medical purposes - 53,341 rubles (183,803 rubles).
- Repair and installation of machinery and equipment - 47,354 rubles (132,395 rubles).
- Construction - 45,941 rubles (139,270 rubles).
- Metallurgical production, finished metal products, except for machinery and equipment - 44,162 rubles (116,307 rubles).
Who has the best prospects
Good salaries can be received by both non-narrow (as, for example, pilots) and not the most experienced (as managers with long experience) specialists.
Superjob analyzed the offers of employers for employees with qualifications of at least an average level and work experience from one to three years.
Here is what the top 10 professions with the fastest growing salaries look like.
- Oracle Developer.
Annual salary increase: 21%.
Average earnings: 100,000–120,000 rubles. - Foreign exchange specialist.
Annual salary increase: 20%.
Average earnings: 55,000–70,000 rubles. - Chief designer.
Annual salary increase: 19%. - Head of software testing department.
Average earnings: 120,000–165,000 rubles. - Lawyer in international law.
Annual salary increase: 18%.
Average earnings: 80,000–120,000 rubles. - Head of Internet projects.
Annual salary increase: 17%.
Average earnings: 100,000–150,000 rubles. - Java programmer.
Annual salary increase: 14%.
Average earnings: 100,000–130,000 rubles. - Tax Lawyer.
Annual salary increase: 13%.
Average earnings: 70,000–110,000 rubles. - PHP programmer.
Annual salary increase: 12%.
Average earnings: 90,000–120,000 rubles. - Systems Analyst.
Annual salary increase: 11%.
Average earnings: 90,000–140,000 rubles.
As for the prospects, the Ministry of Labor of the Russian Federation found out that the most demanded employees today are skilled workers in the metalworking and engineering production, high-level specialists from the fields of science, culture, construction, transport (in particular, pilots) and lawyers.
Finally got together and wrote a post about how I worked at the factory.
Note: since my former colleagues would definitely not want to publish their photos on the Internet, I replaced all the faces with a portrait of Franz Kafka (which at the same time symbolizes all the hopelessness of the plant).
My first serious place of work (before that, there were, in fact, excursions to work) was a plant called JV Frebor. I devoted two and a half years of my life to him. And it was thanks to him that I realized that the head should be used not only for wearing a hat. A couple of years have already passed since I don’t work at Frebor, but this one. Probably, in this way he asks me to write a small article about him. Well, the factory, persuaded me, I'm writing.
Elegant New Year's plant. In the central “turret” (where the green pyramid is) was our dressing room. And the workshop itself is located about half a kilometer from the locker room.
So, JV Frebor(full name "Fresenius Dializotechnik Borisov") is a Belarusian-German joint venture for the production of medical equipment: droppers, catheters, dialyzers and others. In the early nineties, cunning Germans came to the conclusion that it was very profitable to open their own factory in some impoverished Eastern European country: work force it is cheap and environmental standards are not so strict. Belarus was chosen as such a country. Frebor located its workshops on the territory of another medical enterprise - the Borisov Plant of Medical Preparations.
They are chemical fiber molding operators. And what have you achieved?
The workshop where I got a job in August 2009 produced polysulfone fiber. This fiber was inserted into dialyzers, which are needed to purify the blood (those who are interested can google for the phrase “blood dialysis”). As far as I know, such production is the only one in Belarus. "On the fibers" man-made fiber molding operators work: four teams of 12-14 people each. Work in three shifts on a rotating schedule (four day, evening and night shifts). To receive the honorary title of apparatchik, you must first work as an apprentice for four months. And there was a lot to learn. So, I will try to tell everything in order.
There is a spinning line (we had two of them, but this is not so important) - a bulky metal unit about fifty meters long and about three meters high. At the beginning of the line there are special blocks, to which a pre-prepared solution of polysulfone and solvent is supplied under pressure. Many thin threads come out of the blocks, which fall into the precipitation bath with hot water. The filaments harden and then end up in the washing baths, where (as the name implies) they are washed. After washing, the threads end up in the drying chambers (I think you can guess what happens there). After this stage, the threads already become a full-fledged polysulfone fiber. This is where apparatchiks come into play.
To make it clearer to you what the apparatchiks are doing, I recommend watching this video (filmed on, in the center of the frame - me).
If after watching it has not become clear yet (or you have limited traffic and therefore video is an unaffordable luxury), then I will briefly describe the principle of operation. The fiber that is wound onto the drums comes directly from the last drying chamber. When the drum makes the required number of revolutions, it should be changed to an empty one. The drum with fiber is transferred to the table, where the beam is formed. Each segment of the drum is wrapped with a special film and adhesive tape, and then the bundles are cut off one by one.
The bundles end up on a conveyor that leads to the packaging area. All members of the brigade became packers in turn. The task of the packer is to visually check the quality of the bundle and put it into the box. After filling, the box was sealed and sent on a trip to other countries (or to the second floor, where dialyzers were collected for use in the Republic of Belarus).
So, why does it take four months to become a man-made fiber molding operator?
1) You need to learn how to sculpt normal beams: without folds, scotch accordions, bumps and other things. From the outside it seems that doing this is quite simple. However, when you stand behind the drum, tear off a piece of adhesive tape and take the film in your hand, you feel like a paralytic who is trying to restore the motor skills of his hands. At first, it seems that you will never be able to even just “sculpt bunches”. Not to mention doing it as fast as your colleagues. (For reference, a full drum of bundles needs to be molded and cut in about a minute and a half in order to have time to remove another, already wound drum).
2) Cutting beams also needs to be learned, but in comparison with modeling, these are mere trifles.
3) Learn to put the drum on the winder. In principle, in comparison with the following paragraph, it is not so difficult:
- You put the drum on the winder;
- You take out the "tail" of the fiber from the injector, push it into the spoke of the drum and tie it around a special fastener.
4) Learn to shoot the drum. This was very difficult for me. In order to remove the drum, it was necessary:
- Take the scissors with such a grip as in the photo;
- Turn on the injector where the fiber tail is inserted;
- Raise the fiber with your left hand, grab it with your right hand so that it passes through the blades of the scissors and the index and middle fingers.
- Quickly close your hand into a fist to cut through the fiber. In this case, one end of the fiber should be clamped in the right hand, the other should be inserted into the injector.
- Wave your foot near the photocell on the floor to turn off the magnetic lock of the drum;
- Remove the drum and take it to the table.
All these operations had to be carried out quickly and accurately. And we will eat and set the drum - Very quickly and Very carefully. After all, in the event of an error, the fiber will begin to get confused and wound around numerous shafts and combs. The peculiarity of the production of polysulfone fiber is such that it is impossible to say “pot, do not cook” (the fiber goes continuously, 24 hours a day). It is impossible to stop the line for five minutes, unravel the knot on one shaft and start the line again. Therefore, all corrections were carried out "live", that is, in the process of fiber generation. In the event of any entanglement, the fiber had to be cut off to the “jamb” so that one person could manually pull it (“pull the gut”), while the rest at that time cut off the threads wound on the shafts in order to restore the spinning line to work.
The operator "pulls the gut" in the shop. The final stage of filling the line.
It was especially cool when a break happened in one of the drying chambers. The operating temperature there is about 100-130 degrees. When opening the camera, it fell a little, but it was still not pleasant enough. And it was necessary to climb into this chamber in order to untangle the fiber. There was a great risk of getting burned if, through negligence, you touched any hot metal part inside the chamber with your shoulder.
Once a year, the spinning lines stopped for a couple of days for extensive preventive maintenance. Several times a year - for minor repairs. Breaks also occurred regularly. In all these cases it was necessary run the line to restart production.
I took a picture in the masters' room against the background of screens with the statistics of the spinning lines.
Operators are cleaning the washing bath before filling the line.
If I'm not mistaken, it usually took about eight hours to refuel the line, that is, a standard shift. This process required great skill and skill. The line was refueled by the most experienced apparatchiks (“fathers,” as they called themselves, or “old umbrellas,” as we, the younger apparatchiks, called them). I will not describe in detail the process of refueling the line yeah, I don't really remember him. I'll just draw an analogy. Imagine that you have a bundle of many threads, which with enough high speed unwinds from the reel without stopping. You need to run these threads through several hundred shafts and combs, and the threads should not get tangled on any of them. Hellishly monotonous, tedious and very responsible job - just one careless movement could ruin the work of one or two hours.
To diversify the hard factory life, we listened in the shop.
As I said before, fiber production goes on non-stop. Therefore, to ensure the efficiency of the line, four brigades were formed that went to work in shifts, according to a staggered schedule: three brigades divided the day into three eight-hour shifts, and the fourth took a rest at that time. Consequently, the days off for the apparatchiks were not Saturdays, Sundays and public holidays, but their own days off, which were determined by the schedule. Therefore, I met the New 2011 and 2012 years in the literal sense at work. But it is for all these difficult and uncomfortable conditions that I am grateful to the plant. If it had been much easier to work there, then I would not have plucked up the courage and would not have left there, but would have stayed there, drinking regularly and hating myself.
Lie down to take a nap.
It seems to briefly describe all aspects of the work. If something is interesting or unclear to someone, ask in the comments. If necessary, I will supplement this material with missing information.
And finally, a small meditative coub
Sociologist Aleksey Roshchin believes that today it makes no sense for businessmen to invest in industry; enterprises inherited from the USSR live out their lives.
The work of an industrial sociologist-researcher can be somewhat similar to a detective. So, at the request of the Moscow owners, I studied their metal products plant in the Russian outback. Its leadership complained, as it often happens in our province, about the problem of personnel, especially young personnel. They say that the work experience of most turners and machine operators at this plant is several decades, it is high time for many to retire, but it is not possible to recruit a young shift.
Young people, of course, come to the plant, many even with some experience, with diplomas from vocational schools, get a job as apprentices, they are soon entrusted with independent work - and practically no one stays longer, at best, for more than a couple of months. They grind the details for a while, spin around - and quit. Moreover, there is no need to regret their departure either, since they almost always work poorly, they either do not fulfill the plan at all, or barely fulfill it, they allow a lot of marriage, overspending of metal ... The administration itself has to part with some, despite the lack of workers.
It would seem that the situation is quite clear and familiar. Complaints about "modern youth" are now in " industrial Russia' are ubiquitous. Here they commemorate the general decline in the level of education in the country, and, of course, the complete collapse of the sphere of vocational education, the decline in the prestige of all working specialties. The moral and ethical image of the current young people also gets it: their current elderly masters and workers are often accused of self-seeking, inability and unwillingness to endure, to work hard; they say the same thing about young people in all corners of the country - they are, they say, spoiled, they think only about earnings, they are cynical, they do not care about working honor.
It could well have been expected that exactly the same reasons would be named at the hardware plant I examined. I, in fact, did not expect anything else - in advance, when I decided to still talk with the elderly workers, I prepared to hear another set of philippics about "there were people in our time, not like the current tribe."
However, the elderly machine operators, as it turned out, were in no hurry to accuse the “modern rotten youth” of all mortal sins and unwillingness to work. On the contrary: the personnel workers (who, as usual, no one asked about the situation - the plant management trusted reports and figures more) were quite friendly towards their students. And they were recognized for them - at least for the best of them - and a good working estimate, and the ability to work with metal, and excellent diligence.
But why, then, almost none of the young could gain a foothold at the plant? Why have their labor results been so dismal over the years? All the old turners perfectly imagined the reasons - moreover, they constantly talked about them to the management. But there they preferred not to notice their arguments.
Machines against people
And it was about the machines. All (!) Machines on this pretty large factory located in a large regional center, were made in the 1950s, at best - in the 1960s. They have already worked out their resource for a long time, they have worked out two, and some - even three (!) Life cycles. According to the old workers, not only a young, but also quite experienced, qualified machine operator could hardly “give a plan” on such a machine. The “old men” were generally sure that any expert from some Research Institute of Machine Tool Building would not hesitate to admit that such a machine is simply unsuitable for manufacturing any parts with the required level of accuracy and is suitable only for immediate scrap metal.
But did the old people manage such machines? They were rescued by a huge experience of working on this particular technique. They simply "felt" them, having worked on each for more than a dozen years. Willy-nilly acquired virtuosity. As one old turner said, his machine lost its setting and balance almost in the first 5 minutes after being turned on. However, the old man managed to “adjust” it right in the process of work, without stopping the processing of the workpieces.
Simply put, the work on the machines installed at that plant was one continuous, continuous circus, a circus performance. It is not surprising that young people were incapable of such a circus. It was not possible to master such ancient equipment in a month, or two, or a year. And in the process of development, one would also have to live practically from hand to mouth - since a worker who did not fulfill the plan could count on a salary of 5-7 thousand rubles at that plant.
I finally asked the workers - why did they tell me all this? Isn't it profitable for them to try to leave everything as it is? After all, it turns out that they are the only ones who are still able to squeeze something out of the plant's equipment, practically monopolists. The old workers disagreed with me: “What is the benefit?! they shouted. - Yes, if you only knew how tired we ourselves are of working on this junk !! How I want to work at least in the end on a normal one, good machine, which does not crumble on the go!
After graduating from higher educational institution many narrow specialists face the question of finding a place to work. If the diploma allows, you can receive a distribution to a factory or plant. Young specialists are not too eager to go to work in production. There is an opinion that it is not too prestigious and far from highly paid.
Is it so? There is a certain amount of truth in this, but not everything is so categorical. There are many people who successfully move up the career ladder, have a stable income and social protection from the state.
Disadvantages of working in a factory
- Lack of planning
If he talks about the career of a novice employee, he will have to work a lot and not always according to the designated schedule. Constantly changing standards and documentation make you spend all your free time if you want to prove yourself from the best side. Working overtime is also not uncommon in the factory. Be prepared that in the event of a major breakdown, you will have to go to your workplace in the middle of the night.
- Risk in production
Working at a factory often comes with a certain risk to life and health, even if occupational safety is a top priority for management.
- Movement control
Many businesses install cameras to monitor employees. This causes some discomfort.
- Dress code
Office workers must adhere to a strict style, and shop workers must be dressed in a special uniform.
Benefits of working in production
- Relative stability
Regular salary and social guarantees- an important factor when choosing a place for employment.
- Structuring the functions of each employee
At the enterprise, all employees perform their function. You will know the circle of your work and strictly adhere to it.
- Social package
The social package, as a rule, includes a medical pole, paid vacation and sick leave, official transport, and free meals are possible.
- union
An excellent organization in the enterprise that protects employees and helps protect their rights if necessary. The trade union provides vouchers to sanatoriums and children's camps, compensates for the expenses for the funeral of family members, for a wedding and the birth of a child.
- Factory polyclinics
If you have health problems, you can contact the free clinic from the plant, which it finances.
- Career prospect
There is an opportunity to express yourself and achieve success in your career.
Journal of personal finance I.Q. Review continues the “Reportage” column, in which our correspondents share their own impressions of various experiences labor activity. This time our correspondent Denis will tell how he worked at the plant. This review will be of particular interest to residents of megacities and "white-collar workers" who have never seen the plant up close and have no idea what is happening behind the gates of the factory checkpoint.
factory pipe
I live in Eastern Ukraine. Until 2011, I could not have imagined that I would have to work at a factory. For some reason, there was a stereotype (not only for me) that the plant is not the best place, with a small salary and zero prospects. However, it so happened that I happened to work there for about 3 years - not too much, of course, but enough to completely change my mind.
I left the enterprise in the middle of 2014, when the plant completely stopped due to (production required hundreds of thousands of cubic meters of gas per hour and great amount electricity). The enterprise is still standing, which is why about half of the employees have already left (about 4-5 thousand out of 9-10 remained). The rest receive minimum wages (1500-2000 UAH per month).
How it all started for me
In 2010, I entered the local vocational school: you could not go there at all and still receive a scholarship. It’s not that I didn’t have enough money - I went there, rather, for the company (two acquaintances did). Well, to have an extra "crust" - it can come in handy.
Upon completion of their studies, vocational school employs graduates at a local enterprise - a large chemical plant, which employed about 10 thousand people (at that time). Of course, when I submitted the documents, I didn’t even think about it, and after receiving my diploma, I immediately threw it somewhere on the table.
However, just a couple of days later, the curator called me and said that there were not enough applicants for employment (it seems that the vocational school had a certain plan - to “supply” some), and suggested that I submit documents to the personnel department (on a voluntary basis, of course, by force no one drove anyone to the factory). I was not officially employed then, most of my friends and acquaintances left for study and work. I decided to find out more - after all, you can pick up the documents if you wish, at any time.
First acquaintance with a chemical plant
The personnel department pleasantly surprised me: I came there for the first time and expected to be met by a pre-war building with dim rooms and bored pensioner grandmothers sitting in them. In fact, I saw a well-finished facade, spacious bright corridors, new furniture and a huge number of people (mostly up to 35-40 years old).
It was rather formal - the head of the OK asked about education (in addition to vocational schools, at that time I studied in absentia at the 3rd year of the faculty information technologies), work experience. The whole conversation took just a couple of minutes, after which he gave me a referral to one of the workshops (new arrivals were distributed to departments that needed new workers).
What is factory work
Factory work Briefly about the enterprise itself and the first visit to the workshop
As I already said, the plant where I worked is a large chemical enterprise, divided into workshops. Each of them produced different kinds products: potassium and sodium nitrate, urea, vinyl acetate, ammonia. In addition to production facilities, other departments were located on the territory of the plant: 2 or 3 repair shops, an instrumentation service shop (which deals with the verification and repair of control and measuring equipment), a power supply shop (responsible for the maintenance and repair of electrical installations throughout the plant), several - 3 or 4 - canteens. It also had its own hospital and fire department.
Previously - before the "perestroika" - there were more than 2 times more working workshops: glue, suitcases, polyethylene, and even rocket fuel were also produced here. Now, by the way, these workshops are abandoned, some are dilapidated. And all this - in the middle of the plant: I had to walk to my department past several huge buildings with broken windows, on the roofs of which grass grew.
Abandoned factory Impressions are contradictory - on the one hand, it all looks depressing: huge production facilities that employed hundreds, thousands of people are simply abandoned (due to unprofitability). On the other hand, it all looked monumental and exciting - huge buildings in which compressors were located, creating pressure in the pipeline lines connecting hundreds of tanks, tanks, boilers, columns. By the way, the first thing I remembered when passing by one of these workshops was the game "Stalker": the landscape was just perfect for its plot.
My own workshop, as mentioned above, produced vinyl acetate. In simple terms, it is a transparent liquid with a characteristic odor, which is used in the chemical industry to produce other substances. In particular, polyvinyl acetate and copolymers are obtained from it, which are used in the production of adhesives (including PVA), paint and varnish products, as well as for further processing.
After I got to the shop itself - and I had to walk from the checkpoint for 15 minutes - I had to see his boss. I had to wait for him - I came to the workshop early in the morning, a little later than 8, and at this time all the management was necessarily busy with something: handing out work for the day, accepting reports, signing documents, holding morning "five minutes".
How to get a job at a factory without work experience - interview
The boss turned out to be a man of 40-45 years old, who, by the way, wore ordinary overalls and a helmet (I thought I would see him in a jacket and shoes). At first I learned about education and experience, then I began to ask about what I generally know about chemistry. Fortunately, the day before I prepared: I spent about half an hour trying to remember the most basic knowledge on the subject (on the advice of a friend who also works at this plant). As it turned out - not in vain. The chief did not ask anything particularly complicated - he asked some question about pressure, about what air consists of and about the aggregate states of substances. I could not answer the first question plainly, I answered the following questions more or less clearly. By the way, as it turned out later, these questions did not mean anything: the boss just wanted to know how much the person sitting in front of him understood the subject in general. But even if I had not answered a single question, nothing would have changed - some workers have a minimum set of knowledge in chemistry, even with many years of work experience. Of course, development is encouraged, but not in a forced form.
The recruitment process
After this conversation, I was sent for a medical examination - to the factory hospital. By the way, it was carried out quite seriously, especially by an ENT and an ophthalmologist - those with vision or hearing problems are not accepted for such work (what if I can’t make out the number on the monitor or the liquid dripping from the crack in the pipe?).
The next day after the medical examination, I was sent to the supply manager. From her I got a uniform - 2 summer sets of overalls (pants and jacket, strong enough), 1 winter set (sweatshirt and pants), boots. They also gave out protective equipment: a helmet, goggles, 3 pairs of gloves (cloth mittens, ordinary and acid-proof gloves, earplugs, about a dozen disposable “petal” respirators and a gas mask with a bag.
Rubber gas mask Factory internship
After that, I spent about 3 months on an internship: I had to thoroughly learn the fixed stage, the norms of the technological regime, the management of the station, the procedure in case of emergencies, the principles of operation of the equipment and its start-up and shutdown ...
At first, it seemed to me that I could not cope - there was too much to master, and absolutely all this was unfamiliar to me. But in the end, everything worked out, however, I had to study hard enough, and I repeated the norms of the technological regime even at home - in order to remember all the numbers and limits. At the end of the internship, he passed the "exam" of the commission, which included the head of the shop and his deputies (there were 5 people in total).
Apparatchik position
Factory worker in a hard hat What does the operator do?
The task of apparatchiks is to control the technological regime. I was sitting at a special control station, the monitor of which displayed data on the ongoing process: temperature, pressure, flow. Together with me, 6 more people were doing the same: each of them controlled a certain stage. The technological process is quite complicated, and keeping track of each indicator alone is simply unrealistic.
Any deviation - even a couple of degrees of temperature - can lead to further changes. technological process which was unacceptable. If the parameters changed to unacceptable levels, we (operators) had to take action: adjust the flow of the medium, increasing or decreasing its consumption. This was done either from the control panel, or on site - with fittings, which were located on the pipelines.
What equipment do you have to work with
Monitors and consoles are not new, but not too old either - they installed equipment in the first half of the 2000s. The screens showed groups of valves with the readings of their sensors, as well as graphs, according to which the operator tracked changes in parameters. The remote control had a set of buttons (both with letters and numbers): with their help, it was possible to switch between groups of valves (of which there were about a dozen at each stage), schedules and control them by closing or opening the valves remotely.
All this was located in a separate spacious room - CPU (central control room). Here we received data from hundreds of sensors that were located on each pipeline, each device. The consoles were located in a semicircle - it turned out that the whole shift we were sitting six of us next to each other. In addition Duties included the following tasks:
- bypass, which was performed at least 2 times per shift (before the reception and before the delivery of the shift);
- control over the condition of the equipment on site (no leaks, integrity of thermal insulation, availability of fire extinguishing equipment, integrity of stairs and railings, and so on), which was carried out during rounds;
- maintaining a fixed area - a stage - clean and tidy;
- reporting of noticed malfunctions in the operation of equipment (leaks, absence of flywheels on fittings, deviations in sensor readings, and so on);
- filling out a shift report indicating the technological parameters at the specified hours (at 12 and 18 hours) and the actions performed (if any).
Work shift structure
In addition to the "ordinary" apparatchiks, who constantly sat at the control stations, there were 1-2 more people (also apparatchiks) free on the shift, who usually knew several stages at once. They replaced others when they needed to go out - to the toilet, eat, go outside (for a detour) or just be distracted - after all, it's hard to sit at the monitor for hours. In addition to them, in each shift there was also a senior apparatchik (who knew all the stages of the process and had sufficient work experience) and a shift foreman who sat at a separate station.
Thus, during the entire shift, there were 9-10 of us at the CPA. Production is continuous, so we had day shifts (from 8 to 20) and night shifts (from 20 to 8), regardless of weekends and holidays.
In addition to the technological staff (operators), other people worked in each shift: mechanics on duty (2-3 people), 1 electrician on duty, 1 instrumentation mechanic on duty and 1 laboratory assistant.
Technological mode at the plant - the basis of uninterrupted operation
Chemical factory If everything was in order according to the technological regime, we could be distracted (without leaving the station - no one forced us to sit the whole shift, staring at the monitor). Usually the work went as follows: we “took over” from the previous shift and spent the first half an hour looking at graphs, studying current sensor readings, reading reports and “five minutes”, at which we reported on the status of the stage to the foreman. If no work was planned, and everything was in order according to the regime, we either talked or stuck to smartphones. Closer to 10 and 2-3 o'clock (morning or night), people took turns to eat - for eating there was a separate room next to the CPU, which had a refrigerator, a water cooler and a microwave oven. Next to it is a bathroom.
They took turns going out into the street: at each stage there were certain processes that were controlled only on the spot. Yes, and a regular bypass was also required - you are too lazy, you don’t go once again - and the shift already refuses to accept the shift because of a leaking puddle of water or because of a frozen icicle on the pipe. So everyone went out into the street, about 2 times per shift.
Toward the end of the working day (or night) filled out reports. Apparatchiks from the next shift arrived about half an hour before the shift change. After completing their rounds, they came to the CPA to study the report before accepting the shift, to find out what was done at the stage, whether everything was in order, whether nothing was violated, did not break. Here I had to be extremely careful: if you forget to ask about some problem and you accept a shift with a deviation, you will have to eliminate it yourself and be responsible for it.
By the way, about deviations: if the technological mode did not go as it should, it was necessary to eliminate the problem as quickly as possible. The temperature increased above the norm at one stage (even if by 0.5 degrees) could “respond” with an increase in pressure to another, and so on – along the chain.
So the parameters were carefully monitored. It usually looked like this: you arrange your smartphone near the monitor and watch a movie (or read a book), glancing at the sensor readings every couple of minutes.
Salary and career prospects of a factory worker
Upon admission to the internship, I received about 2800-3000 UAH per month (at the rate of 2011 - about 12 thousand rubles). After passing the production minimum, the amount increased to UAH 4,500 (18,000 rubles). The figure could change - depending on the total number of shifts per month, on the number of night and weekend shifts and shifts that fell on holidays, on the number of stages that the apparatchik knows. For participation in various competitions (both sports and scientific competitions and championships were regularly held at the enterprise), they could add about 200-300 UAH more, and in case of victory - 500-600.
Career growth at the factory
Senior apparatchiks and shift foremen received, of course, more - 7-8 and 9-10 thousand on average. up to certain limits, it depended only on the person himself: it was possible to learn and pass one more stage, then another, and so on. If an apparatchik mastered 3 stages (including his own), he was entitled to an increase of another 1000 UAH - so many studied additional duties just for the sake of it. Well, in addition, those who knew several stages could become senior apparatchiks, and then masters. For this, however, real work experience at each workplace was also needed.
Team Impressions
I repeat, in each shift (by the way, there were 4 shifts in total), 9-10 apparatchiks worked, who were in the same room for 12 hours. Together they worked, ate, bathed, went to the checkpoint and went home. Here, like it or not, you have to get to know everyone, and get to know them very well. We talked with the rest of the shift personnel - locksmiths, an electrician, a Kipovian and a laboratory assistant, but less often - they went to the CPA for a short time.
Who works in factories today
In my shift there were 4 people under 25 years old, 2 more - under 30, the rest - 35-40 years old. The most "adult" was 43 (in 2011). In the rest of the shifts, the ratio was approximately the same: half of the shifts were young people who knew 1-2 jobs and worked for 1-3 years, the rest were older people and with real experience (after all, even 1 year of work does not allow you to thoroughly study at least one stage).
Since we all had to spend a lot of time in the same society, there were no special conflicts, at least not openly. Yes, there were those who treated certain people too well, but this was not demonstrated in any way. Firstly, this spoiled the atmosphere in the team, which really interfered with work. Secondly, on night shifts, somewhere from 3 to 6 in the morning, it is very difficult to be attentive and focused. If you communicate with the rest, it is much easier to fight sleep than to sit with your face buried in your smartphone. So everyone in the team did their best to avoid any conflicts.
Factory "team building"
Various joint events were regularly held - we (including the foreman and senior apparatchiks) celebrated birthdays and other holidays together, went out into nature, played football, paintball. They usually gathered either in one of the not too expensive establishments, or they went to visit - one of us did not have a family, but he had a fairly large house.
No one was embarrassed by the age difference of 10-20 years. Of course, we, the youth, treated our elders with respect, called them by their first names and patronymics, and observed certain limits of decency. There was even a kind of "bullying" - we were sent to clean up the territory and make rounds. However, this was done not so much because we are younger, but because it is simply dangerous to leave less experienced workers without supervision at the CPA.
Several times conflicts occurred outside of work. Gatherings were usually accompanied by the drinking of alcoholic beverages, and in such situations people stopped following what they were saying. Almost every second event ended in a verbal skirmish. In my memory (for 3 years of work) 2 times it came to a fight.
The same was true for the other shifts. By the way, we also developed quite good relations with them: we had to communicate during shift changes, and many were friends with each other. At least 3-4 times a year, large gatherings were organized, to which everyone who was not on shift at that time came. The authorities also pulled up, which also maintained friendly relations with the "working class". In general, we can say that our team was excellent, quite friendly and welcoming.
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