The success of Logan Aluminum is derived from its Work System. The foundation of this Work System is our principled and values-driven teams and their ability to manage the business. Each day team members make decisions that directly impact safety, quality, customer satisfaction, productivity, reliability, and cost.
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.
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.
Team meetings offer a forum where all team members are actively involved in communicating business information and resolve day-to-day issues. Operating teams hold 30-minute meetings at the start and end of each shift. Administrative teams hold weekly or monthly meetings.
The Logan Aluminum STAR Concept is part of a team management philosophy that provides the framework for self-management. Roles are assigned to peers within each team who are responsible for Safety, Quality, Personnel, Production and Administration duties. These roles are rotated among all team members. This supports the growth and development of the team and business.
The Logan Education Development (LED) System supports the development of well-trained and flexible workforce. It operates as a Corporate University, offering 600-800 internal classes and 40,000 training hours each year. It offers instructional resources, both internally and externally, that cover a variety of topics including technical, safety, behavioral, leadership and team skills.
