Culture

To be recognized as the best in the world at what we do!

Logan is a principle based organization. These principles provide a foundation for how we make decisions and provide a tool to monitor our own behavior. It is up to team members to incorporate the principles into their daily work lives and interactions with one another.

• There is nothing more important than our safety.
• Treat all resources like management resources.
• We expect to employ mature, responsible people.
• Success of the individual and the organization are interdependent.
• Continuous improvement is paramount.
• We have a participative business, not a permissive business.
• Back-to-face confrontation is not acceptable.
• We are accountable for our actions and our words.
• Specific decision-making boundaries exist within the organization.
• We exist in a dynamic business environment.
• Employees are accountable for understanding and supporting business decisions.

The Logan Aluminum selection was designed to attract, empower, develop and retain highly motivated, team-oriented, risk conscious employees.  The selection process includes aptitude testing, skills testing, behavior-based interview, assessment center that evaluates 14 behavioral characteristics, team interviewing and an extensive new hire orientation.

Our total rewards system is designed to attract and retain employees by providing a cost-effective compensation and benefits package and rewarding team members for both the development of individual skills and the positive contributions to the performance of the team, business unit and Logan Aluminum.  This compensation system is comprised of Pay & Progression (the more you learn, the more you earn for technicians, and Merit Pay System for Staff positions.  In addition to compensation, we offer full benefits including medical,  prescription, dental, 401K, life insurance, short and long term disability insurance.

The Logan Appraisal system operates with a peer based appraisal process, to assure that the highest level of quality input is available, a common understanding of expectations is achieved and exercised, continual improvement becomes the focus, and teams take ownership of performance issues.  The system consists of peer appraisals for all operating and general technicians, and uses Pay & Progression Point System.  Our staff position appraisals consist of a work plan and review, which uses competencies, goals and assessments.

Operating Teams hold a 30 minute meeting at the beginning or end of each shift.  In addition, Administrative teams hold weekly or monthly meetings.  Team meetings are a catalyst for both team leaders and team members to communicate business information, resolve day-to-day issues and actively involve all team members in the business.

The Logan Aluminum STAR Concept is an integral component of the Logan work system.  As a part of the team management philosophy, team members are assigned management roles within their teams.  These roles are rotated among all team members and help with the growth and development of the team and the business.  Logan’s STAR Concept includes responsibilities for Safety, Quality, Personnel, Production and Administration. It provides the framework for the team to be self-managed.

The Logan Education Development (LED) System supports the vision of a well trained, flexible workforce.  It operates as a Corporate University, offering 600-800 internal classes and 40,000 training hours each year.  We offer instructional sources, both internally and externally, that covers a variety of areas including technical, safety, behavioral and team skills.