Hello all again.

Unfortunately I’m back to ask the people questions that aren’t seeming to be answered properly (or making things confusing for me.)

So, I guess for the record it seems like people who already had/have a bachelor’s degree (prior to working here) cannot apply to get an Associate’s or getting credit-bearing certifications. It seems like the only options are just career pathways in Career Choice.

I’m having trouble seeing and understanding what Non-Credit Bearing pathways are available that I can utilize.
I’m coming into a problem where every time I use the “School Discovery Tool”, I’m being referred back to certificate bearing programs.
I don’t know if it’s just me not knowing how to properly use the page, but I’ve spent time talking and trying to hear back from someone in HR about this issue and have only been told to “just use the school discovery tool”.

Brother (or Sister), I’ve been trying but I clearly cannot apply to any of the ones recommended as they are “credit-bearing”. 🫩

Has anyone done any Non-credit pathways? How is one able to find them in the Career Choice tab? Any advice or suggestions will help. Specially with maneuvering through the “School Discovery Tool” properly (if there’s a way).
Genuinely trying to get my life together and use what I can.

I’ll attach what I had been told by someone on Live Support if that helps (or adds to the confusion.)

I hate to ask the sub once more, but I’m genuinely looking for answers and maybe help someone else on the same boat (or unknowingly boards it in the future.) 🥀

Warehouse, delivery station, etc. locations in Phoenix, AZ, that allow the Amazon approved headphones & have a Mon - Thurs 0700/0730 - 1730/1800 shift???

Any recommendations?

ETA: for an internal transfer; asking specifically about the rules around the approved headphone & availability of a certain shift.

Not all locations have the shift available, and most locations don't outright advertise their headphone policy.

So, I’m currently in the process of using my career choice benefits and there are a lot of things I’m starting to hesitate on and question.
I’d like to clarify that I already have a bachelor’s degree that I got prior to working for Amazon. Now I’m looking into getting an Associates if it’s even possible.

My situation is that the community college I have in mind is listed on the eligibility page. The problem is, I’m being referred to choosing one of the listed programs most that I’m not entirely into or familiar with.

I’ve been told by the A-Z AI helper that I am eligible to get an Associates despite having a Bachelor’s (taking the info with a grain of salt- it’s Ai, after all.)
But the program I’m interested in taking in my local community college is not listed.

For reference, I want to get a Paralegal Associates/certification.

I have already applied to the College and met with an advisor, have been cleared to register for classes.
The payment is the problem as the paralegal option isn’t listed, but the recommended/given Amazon career paths.

Has anyone gone through a similar situation or dilemma regarding their career choice options that weren’t listed?

Am I actually stuck with just getting these options?

I’m a bit confused and heavily concerned with the career choice process and would appreciate help.

(I attached what I normally see when requesting a tuition payment/general outlook of the choice in school.)

UPDATE: I managed to speak to someone in the A-Z HR Live help desk. From what I’ve been told, people with a Bachelor’s Degree cannot pursue to get an Associate’s degree using career choice.
This is what I’ve been told in writing:

“Per policy, employees with a Bachelor's degree are not eligible for Associate or Bachelor's degree programs - regardless of whether the degree was self-funded or obtained before joining Amazon.
Clarify the eligibility rule: Any completed degree counts toward an employee's education level, regardless of funding source.
Since you hold a Bachelor's degree, your education level is classified as "Bachelor's degree," which restricts you to Coaching, Language, HS/GED, and Pathways programs only.
Note on the Paralegal program specifically:
Even if you were eligible for an Associate's degree, Career Choice does not cover graduate degrees or post-Bachelor's certificates. The Paralegal Associate's degree itself would still be blocked by your education level.
Offer alternatives: You can explore Pathways programs available to you through Career Choice, and can check the School Discovery Tool..”

This is not really the news that I wanted to get or hear, but I guess it rests the case on the matter. I hope the information is found useful to you all as well. If you guys have any better luck to maybe find a loophole on the matter or not, it would be appreciated. 😓

Bandera nacional, tengo una incógnita, se me presentó una oportunidad como SSD shift Área Manager Jr. la posición implica el irme a Mty, he visto comentarios tanto buenos como malos, pero en ocasiones el nombre apantalla más que otra cosa, estoy entre esta y otra oportunidad, aunque algo menos llamativa a nivel como Amazon, igual sigue siendo buena para mí economía actual, pero que me dicen los que ya han trabajado en Amazon?

i was really depressed and super sleep deprived after working nights for 6 months (im already prone to insomnia) and it all was beginning to really effect my relationship so i just fully shut down and stopped showing up and didnt communicate with anyone. that was a year and a half ago though and ive recovered and am in a much better place in many aspects of life so im considering reapplying but i dont know whether im even eligible or not.

im going to call amazon ERC tomorrow but im still curious if any of you have had similar experiences and whether you were blacklisted or not.

Do you guys share a breakroom with Whole Foods? Do you have to follow any of their policies?

Purpose of this post:

·       To show sortation (SC)associates looking for a full-time job what to expect when transferring to a fulfillment center (FC)

·       To describe the work environment between the two

·       To give SC associates to transfer to an FC as one of the options if their building does not have full time positions available

·       To prepare SC associates who are transferring to an FC on what to expect

DISCLAIMER: I do not intend to breach any form of sensitive information on this post. All of what you see in this post will be general information friendly to Reddit. No confidential material is being breached here.

DISCLAIMER #2: I am aware that every FC is different from one another. I am only speaking from my experience. This is also a very informal post, so don't expect anything "professional" out of me. I'll speak informally because this is Reddit.

I've made a longer version, but I wanted to cut it short.

You can choose whatever topics you want to read.

TOPICS:

-Differences between FC and SC

-Scheduling

-Leadership Structure

-Break times: SC vs. FC

-Productivity and Quality expectations: SC vs. FC

-Types of FCs you may be working in

-Department recommendations if you're an SC AA that wants to transfer to an FC.

-Time off

-Benefits

-My FC is big and it's like a maze. How do I know where to go?

Differences between FC and SC in terms of what each building does

FC:

• Unloads, stows, picks, and packs inventory to SCs or DSs
• Huge buildings
• First Mile

SC:

• Sorts packages into pallets, carts, or shuttles based on destination
• Third of a size of an FC
• Middle Mile

Scheduling

[FC]:

• Full-Time (main schedule)
• Reduced-Time (RT)
• Part-Time
• Flex

Shift patterns at an FC:

• Four 10s (FT)
• Common Four 10 schedule patterns
  • Front Half (FH) (Sunday - Wednesday): day or night
  • Back-half (BH) (Wednesday - Saturday): day or night
• Rare Four 10 schedule patterns
  • Front or back half swing shift (think of it like TWI-NIT)
  • Swing shift is the shift that bridges day and night shifts.
  • You'll either be working most of the day and less of the night and vice versa
  • Goal of the shift: to increase productivity for faster customer delivery
  • Swing shift time examples
  • 3pm - 1:30am
  • 3:30pm - 2am
  • 1pm - 11:30pm
  • 11:30am - 10pm
  • Early morning shift (Usually for ICQA at Traditional non-Sort (TnS) sites
  • Time 4:30am - 3pm
  • Donut shift (Monday - Tuesday, Thursday - Friday)
  • Friday - Monday (N) day or night
  • Thusday - Sunday (L) day or night
  • Monday - Thursday day or night
  • Saturday - Tuesday (M) day or night
  • Tuesday - Saturday day or night
• Standard FC time example for Day and night shift (Inbound and Outbound)
  • IB days: 7am - 5:30pm
  • OB days: 7:30am - 6pm
  • IB nights: 6pm - 4:30am
  • OB nights: 6:30pm - 5am
  • Some site's start times for IB and OB are different, but those times listed on the first 4 bullets above are just the most basic examples
• Three 12s (RT)
• Three 10s (RT)
  • Thursday - Saturday
  • If 12 hour shift, usually it's during the night, but in rare cases can be during the day. Not sure if FCs have RT shift during the day anymore, however.
    • Example of 12 hr RT shift time: 6pm - 6:30am (IB) and 6:30pm - 7am (OB)
• Five 6s (RT)
  • Tuesday - Saturday
  • Wednesday - Sunday
  • Thursday - Monday
  • Friday - Tuesday
  • Saturday - Wednesday
  • Usually for 2 periods if your site has periods instead of quarters.
• Two 10s (PT)
  • Saturdays and Sunday nights or days

FC Scheduled Extra Time (SET):

• Formerly known as Mandatory Extra Time (MET)
• Enacted when there's going to be a lot of units to process during the week
• Called the week before it activates, and your schedule will change within a day
• The FC could decide whether it's the whole building, IB, OB, or for a specific shift pattern for IB and OB.
• FT and RT AAs have SET, but Flex and PT do not.
• On the schedule you want to select in HiTS, it will list an OT day(s), that's your SET schedule
• SET can either be:
  • Five 10 hour shifts (50 hours)
  • Five 11 hour shifts (55 hours)
  • An extra hour on your shift (44 hours)
  • Six 10 hour shifts (60 hours)
  • Or whatever your site decides

FC schedule codes and what they mean:

1st letter = Represents whether you work day, night, swing, or flex shift

• Examples
  • D = Day shift
  • N = Night shift
  • S = Swing shift

2nd letter = Represents what days of the week you work

• Examples
  • A = Front half
  • B = Back half
  • C = Donut
  • N = Friday - Monday
  • L = Thusday - Sunday
  • M = Saturday - Tuesday

Numbers = Your OT day

• 1 = Sunday
• 7 = Saturday
• You can figure out the rest

Now, let's make up our own schedule code:

·       NC7. N = Night shift. C = Donut (Monday, Tuesday, Thursday, Friday). 7 = OT day on Saturday.

·       DB1. D = Day shift. B = Back half. 1 = OT day on Sunday.

·       Whether you get accepted into the shift that you choose or not, you will receive an email about the schedule you chose, and the code for that one.

[SC]

·       Basic Schedule patterns:

o   MOR = Morning shift

§  Times for MOR shift examples:

·       2am – 6am, 3am – 7am

o   DAY = Day shift

§  Times for DAY shift examples

·       8:30am – 12:30pm, 9am – 1pm

o   TWI = Evening shift

§  Times for TWI shift examples

·       2pm – 6pm, 3pm – 7pm

o   NIT = Night shift

§  Times for NIT shift examples

·       7:30pm – 11:30pm, 8:30pm – 12:30am

o   WD = Wrap down

§  Times for WD shift examples

·       11:45pm – 3:45am, 12:15am – 4:15am

o   Drip Shifts = WD shifts for all the regular shifts mentioned (MOR – NIT)

·       At an SC, you use shift choice if you want to change your shift schedule. FCs don’t have that.

o   FT or PT AAs (T1s) can use this feature

·       SCs have the ability to flex up and down an hour

·       4 hour shifts.

·       No flex scheduling

·       No RT

·       Mostly PT, but FT is very rare to get.

·       Depending on the site, Some SCs have heat maps for which shifts need the most people or not.

Leadership structure

[FC]

·       Each building is split up into different departments

o   Department umbrellas: Inbound (IB) and Outbound (OB)

§  Think of each department as a different type of Sort Center.

·       Structure of operations from top to bottom:

o   Site leader (L7)/General Manager (GM) (L8)

§  Oversees all of the departments.

§  The GM usually has a General Manager’s Assistant (GMA). They usually either have their own office or their own cage.

o   Senior Operations Manager (SOM) (L7)

§  In the Sort Center mindset of things, think of these people like miniature site leaders for this department.

§  Usually in charge of financial decisions and other big things

§  There’s one for each department, although it’s incredibly rare to have another SOM that works nights.

·       Inbound

·       Pick/Count

·       Outbound (packing side of things)

·       Ship dock

o   Operations Manager (OM) (L6)

§  4 for each department.

·       1 for FHN

·       1 for FHD

·       1 for BHN

·       1 for BHD

o   Area Managers (AM, L4 and 5)

§  2 or 3 for each department, in whatever shift pattern they work

o   Process Assistants (PAs, L3/T3)

§  2 or 3 PAs for each department, in whatever shift patterns they work as well, but they are hourly. They clock in 30 minutes early to prepare with their AM.

·       Labor Share: The process of sending a cross-trained associate from their home department to another.

o   Sent either in the beginning of, middle of, or near the end of a shift.

o   Think of it like going from one Sortation Center to another

o   How it works:

§  Way 1: One department asks another department. The other department pulls up a list of people who are trained in that department. They usually try to do the low performers first, then the top ones

§  Way 2: One department asks the flow desk. The flow desk then communicates through the other department and asks them how many they are trained in that department. Then the other department sends AAs to that department.

[SC]

§  Structure of operations:

o   1 site lead (L7)

o   4 – 6 OMs.

§  1 for DAY-TWI

§  1 for TWI-NIT (rare, depends on site)

§  1 for NIT-WD or NIT-MOR

§  They usually either are on the floor overseeing production

§  They check in with AMs

§  Talk to T1s if necessary

§  Make moves to the AMs when needed

§  In office doing admin work.

o   2 – 3 AMs per day or night team on either FH or BH. Some working TWI-NIT or MOR-DAY, whatever your site has.

§  Could have 1 deliver feedback

§  1 leading the whole shift and deciding whether the shift flexes up or down.

§  1 involved in yard audits

§  They sometimes assist the PAs or line/team leads when needed.

o   3 – 4 PAs (or more) running different areas per shift for day and night teams

o   Some SCs have SOMs and GMs, but it’s rare. Also depends on the site.

§  If you move from one area (like the lanes/chutes) to another (like non-con, problem solve, inbound), that’s not labor sharing. Reason: those areas do not have more than one AM overseeing it. Just one PA/line/team lead for each area.

o   The metrics for each area at a sortation facility are not that deep compared to the ones for each department at an FC.

Break times SC vs. FC

[SC]

§  No set breaks

§  Usually it is decided on a shift plan, whether it be emailed or a piece of paper that the PAs, and all of upper leadership sees.

§  By hour 3 of the shift, that’s when break is decided.

§  The lead AM decides on a break time, and the flex call 2 hours within the shift.

§  Breaks are paid 15 minutes.

o   SCs follow the 2.5 minute walk, 10 minutes to take break, and 2.5 minutes back. HOWEVER, scan-to-scan does not exist. Attendance is usually relied upon.

§  Scan to scan means that the first item that you scan at the start of break time counts as your break, and then you have 2.5 minutes to the breakroom. 10 minutes to take your break. Then 2.5 minutes to get back to your station and start to scan something at the 15 minute mark.

o   In SCs, a PA or an AM will announce whenever break is over or not, and will announce the flex call and how much volume the site has to process.

§  Work 2 SCs, well in between shifts counts as your unpaid break.

o   Unpaid break for double shifts at an SC, ranges from 30 minutes, up to 2 hours and 30 minutes, depending on the flex call.

[FC]

§  Set breaks

§  No announcement for when break time is over. You’re just excpected to follow the scan-to-scan rules.

o   Write ups occur if you’re way too late from your paid break. AMs and leadership are mostly lenient on that though.

§  2 types of break patterns

o   Paid 15, unpaid 30, and one last paid 15

§  If your site has this pattern, then your shift will be split into quarters.

o   Unpaid 30, and then paid 30

§  If your site has this pattern, then your shift will be split into 3 periods

·       For the periods, each one is like a tiny shift.

·       1 period can last as short as 2 hours, and as long as 4.5 hours. No break in between them (unless you’ve won some type of competition for your department.)

o   Whether you have quarters or periods, your site may have what’s called a Safety Rotation/Job Rotation.

§  Purpose: To prevent injury from repetitive motion. Especially if you are in pick.

§  Some sites do not have this feature

§  Pattern for job rotations

·       Periods:

o   2 periods of your home department, and 1 in your cross-trained one.

o   2 in cross-trained, and one in home

·       Quarters:

o   3 in home, and 1 in cross-trained

o   2 home, 2 cross-trained

o   3 cross-trained, 2 home.

Productivity and Quality expectations:

[SC - Productivity]

§  Relaxed

§  Whether your site says there’s a rate or not, there’s always a rate. They don’t announce it since they could just flex the shift up or down depending on how strong of a leadership they are.

§  PAs and AMs only want to see if you’re working

§  Fast worker? The whole building will definitely notice you. T1s will be like “Oh my gosh. You move so fast” and will even make fun of you. PAs will want you more. AMs may have you in one area based on rate (L4s specifically.) L5s and up won’t say anything much

[SC – Quality]

§  “Eh”

§  The SC will only worry about failed moves/errors if you made too many of them.

o   Too much miscans/missorts? Coaching time and write up time!

o   Didn’t complete the whole WSSW process correctly? Waterspider permissions removed temporarily or permanently!

o   Made 8 failed moves staging? Coaching and write up time!

§  Pallet building quality is frowned upon by the DSs, USPS people, and maybe other SCs, but hey, what can they do? They gotta send it out somehow.

o   Even though quality is kind of “eh” at an SC, you can say that productivity and quality kind of balance out. Again, even though there’s a plan, the lead AM could decide on whether to flex the building up or down no matter how fast or slow you go.

§  Learning curve levels and veteran curve levels do not exist at an SC. However, time to proficiency (TTP) in path exists.

[FC – Productivity]

§  Whole lot to explain here, but I’ll just explain the basics.

§  Rate is calculated in many different ways:

o   How many units you’ve processed per whole shift

o   How many units you’ve processed per hour

o   How many units you’ve processed per period or per quarter.

§  PAs will come to you about rate every now and then

o   Top performer? Not as much

o   Mid? Maybe

o   Bottom? YEP!

§  If you were performing poorly, you’ll get written up (what r/AmazonFC people call, “the bottom 5%”

§  Different learning curve levels. The lower the curve level, the lower the rate. The higher the curve, the higher the rate.

o   Ranges from LC1 (40 hours) to LC5 (160 hours).

§  Rate is only worried about in LC3, which is 80 hours.

§  Veteran Curve = How long you’ve worked in the building.

o   I don’t know much about lengths

[FC – Quality]

§  Very emphasized depending on department

o   Examples:

§  Pick: 3 false pick shorts = write up

§  Count: 3 wrong counts = write up

§  Stow: 3 misscans = write up

§  If you are doing quality correctly during the shift, if you’ve seem to make too many quality errors before they are counted as accurate or inaccurate, your PA or PG will come to you and ask if anything is ok or not.

§  Every week, your AM will deliver either positive or negative feedback regarding quality, productivity, or if written up, behavioral.

o   Example: “Hi Jimmy! You’re in the top 10% for productivity. Congrats”

o   Example 2: “Hi Johnny! It shows that on [insert date here] you’ve been doing [insert wrong-doing here].”

§  In example 2, they’ll tell you whether you’ve received a doc coaching, or a final.

§  4 write-ups for productivity, quality, or behavioral = promoted to customer.

Types of FCs you may be working in

§  AR Sortable: You’ll be stowing, picking, or counting from kiva drives taking the bin directly to you. Packing types may be different.

§  AR non-sortable: Same as sortable, except for big and bulky items

§  Traditional sortable: You’ll be moving to different aisles, either stowing, picking, or counting. Packing and ship docking should be the same

§  Traditional non-sortable: You’ll be driving PIT trucks: Order Pickers (OPs) being the very prominent ones. You’ll be stowing, picking, and counting from very narrow aisles (VNAs), and wide aisles. You’ll either be stowing/picking/counting from drawers or bins, or even from pallets. If packing, you’ll be packing from a cage that a picker has made. They’ll have yellow totes too depending on the site or depending on the pick. Packing and ship docking may be slightly similar but different from sortable FCs. Usually, non-sort FCs use clear tape for their packing. Some even have an automated tape machine.

o   The OPs go up to 50 feet in the air.

Department recommendations if you want to transfer from an SC to an FC:

1.      Ship Dock if you still want that “SC” feel

2.      Stow, pick, and pack singles if you want to be left alone (especially at AR FCs)

a.      Pick if you really want some slight exercise while being in one spot

b.      Stow if you want your brain to be relaxed a little

c.      Singles if you want to be in one spot all the time

3.      Count (ICQA) if you don’t want anything rate based, but quality based. Also if you like to take your time

4.      Pack flow (AFE) if you want slight communication between your packers or sorters.

If you want indirect roles for whatever department you’re in, that’s fine too. The good thing is you won’t be focused on that as much because there’s no rate. You’ll also be labor tracked too.

Time off

§  Since FCs are FT mostly, you’ll get Standard PTO (formerly known as vacation time).

o   2 hours and 10 minute increase (well, for me at least)

o   Maxes out at 160 hours

§  Flex PTO maxes out at 48 hours unless you’re in a different state.

§  UPT still the same

Benefits

§  Benefits will likely increase. You’ll have health benefits if you work FT.

§  Not much to say, other than you can even choose other benefits that are offered through Amazon Benefits.

My FC is big and it’s like a maze. How do I know where to go?

Upon arriving in the building, show security your badge. Afterwards, they will have you enter inside of the building, and you will be directed to the training room/day 1 room, whatever your site has. You’ll either be given a tour or you’ll just be thrown into your department with only a slight tour on where the bathroom is, breakrooms, exits, etc.

If you have gloves from your previous site, keep them! You will not have badge access to the PPE vending machines until day 3. It will take a while for you to get processed.

When you take your break, remember where you are going, and how to get back. Especially if you are taking your break in your vehicle. The moment you clock in or the moment you get back from your paid break, you have 5 minutes to be at your station making your first scan. If it’s been past 5 minutes, then tot will start to accumulate. An AM will warn you about this when they see it and if they know you’re new.  

Your Ambassador will show you where you need to go, and how to find your stations, and so forth.

Conclusion

Well, that’s all I have. If there’s any FC AA that likes to add anything, feel free to comment. Any other questions, feel free to comment as well.

In Arizona, Amazon does not pay out PTO at end-of-employment for flex(x) employees, so it’s use it or lose it. I heard that it’s possible to use up PTO in a shift that you aleady worked, like “double-dipping” so to speak. Does anyone know how to quickly use up, say 50 hours of PTO, like triple- or quadruple-dipping or something like that? Or is there another way to quickly use up PTO? Thanks.

Ok, so I have some Learns that I need to do. My manager said I can do them from home, but I told him that they require me to do it on the clock, it'll even ask me if I'm clocked in. (Half of them do anyway. The other half will launch, but I don't want to chance not getting paid. There was one time I did it at home and I didn't get paid).

Now, my workmate was telling me that you can still do them from home and get paid, because that's what happened for them. But I told them that I was told by HR we have to do them on the clock.

So what is the consensus? Did they change the rules or what?

Hi everyone,

I recently interviewed for a Seasonal Benefits Administrator role at Amazon.

During the interview, the interviewer seemed positive. After almost every behavioral story I shared, he gave encouraging feedback, asked follow-up questions, and the conversation flowed well. At the end, he said I would receive feedback soon.

However, the very next day my application on Amazon Jobs changed to "No Longer Under Consideration," and I received the automated email saying we have decided not to progress with your application for this role.

I've also come across a few comments online where people claimed they saw "No Longer Under Consideration" but were later contacted or selected, although I'm not sure how accurate or common those cases are.

Has anyone here personally experienced this?

Hi everyone,

I recently received an interview for a Transportation Analyst position at Amazon, and I’m trying to prepare as thoroughly as possible.

I’ve been reading different Reddit posts, but I’ve found mixed information. Some people describe the role as mostly operational and Excel-based, while others mention SQL, KPIs, carrier performance, and transportation metrics.

I’d really appreciate hearing from people who have interviewed for or currently work in this role.

A few questions I have:

What was your interview like?
Which Leadership Principles came up the most?
Were there any technical questions related to Excel, SQL, or transportation metrics?
Did you have to solve case studies or analytical scenarios?

What does the day-to-day job actually look like?
If you could go back before your interview, what would you study or prepare differently?

For context, I currently work at Amazon in Operations, so I’m familiar with warehouse processes, CPTs, trailers, dock operations, and working with Operations teams. I’m trying to understand how much technical knowledge is expected compared to operational knowledge.

Any advice, interview experiences, or study recommendations would be greatly appreciated.

Hello guys, I worked in an Amazon Warehouse and I left 2 weeks ago. Today is my final payment but there is a certain amount missing.

I don't have access to the A to Z anymore and in alumni there are no documents at all. I looked everywhere but I can't find any documents.

How is that possible, where do I have to look for it?

And where can I reach someone to help me?

Thanks for reading, have a good day!

I've been a Learning ambassador at 2 SCs, and am currently an ambassador for pick at my FC. Here are some similarities and differences between those two:

Similarities

-The ambassador training for both SC and FC are the same. In fact, the test that future ambassadors have to take twice is literally the same thing.

-The subjects of what to look out for when training people are literally the same

-The standings expectations of ambassadors are literally the same as well. This includes behavioral and etiquette that they need to follow as well.

-Trainers may want you at any given time, whether it be the beginning, or middle of a shift.

-You have to be approved by your direct AM to become an ambassador

-You can't have active write ups

-You can't have low UPT of whatever your site decides

-The Ambassador code of conduct, although slightly different from each other, both have the same expectations

-Both train new hires, rehires, and transfers, and are involved in performance audits. I'm not sure if LAAP audits exist in the middle mile network, but they are a thing that regional learning wants for new hires in the first mile network. Back in my day, Apollo audits were a thing when I worked at an SC.

Differences

SC:

-There's no such thing as a "Learning Curve" or a "Veteran Curve" level. That does not exist within the Sortation Center network.

-Requirements are that you have to have been working at Amazon for more than 60 days, no low UPT and no active write ups.

-SC Ambassadors will be trained in all of the process paths except for TDR and PIT. The critical roles that SC AAs will be trained for are problem solve, donations and waste processing, and in very rare cases, POD/pallet audits and even container loading.

-In SCs, there are 2 levels of ambassadors: Ambassador I and Ambassador II. Ambassador II slightly have the responsibilities of a trainer while Ambassador I does not. Not sure about FCs.

-At an SC, you will be involved in a whole lot of things. This includes:

--Training new hires on their day 2 and 3 if it still exists (Ambassador II trains on Day 1)

--Training transfers either from FCs or other SCs

--Training AAs in many different roles

--Helping your trainers with certain training materials they are crafting

--Using the laminators for certain projects trainers are doing

-- Process Retrains

--Training on anything that's updated within a process path at your site (for example, air dunnage turning into paper dunnage for problem solve)

--Being used in projects by the AMs

--Going around and coaching AAs as they scan at the chutes/lanes if there's a need for it

-Back in the day, there was a chime group chat for ambassadors. Now there might be one for slack.

You'll be needed by your learning team a lot if you are reliable, or whether you're reliable or not. There's a whole lot that goes on being an ambassador at a sortation center since you are trained in virtually all of the roles.

FC:

-VC 5+ or 10+

-Good standing in terms of productivity and quality

-You're not really used as much since there are ambassadors for a specific department.

-If ambassadors want to be an ambassador for their cross-trained department as well (for my site, at least) they have to ask their learning trainer to do it. May also require approval by the direct AM as well.

-There's not really much responsibility being an ambassador at an FC. It's way easy compared to being at an SC. For me at least. However, it might depend on the department, because I have heard that ship dock training is really hard. Not sure how true that is.

-Responsibilities (at least for my department) include:

--Training new hires

--Training people from singles

--Retrains

--Retrain Check-ins

--LAAP audits on random people for whatever reason

-At my site, instead of going to learning first for assignments, I go to my direct path, and then my AM or PA will send me a FANS message to go to learning for any cross-training or new hire or even regular learning related things. A trainer even told me that my AM had to notify me.

-The AMs control which ambassadors to send and which ones not to send. My AM can even send FANS to me if I am in singles and training is needed in pick. I then have to go to singles leadership and tell them my situation. It sucked for singles, but oh well.

What's the takeaway on this post?

Simple: Being an ambassador at an FC is a cakewalk compared to being an ambassador at an SC. At an SC, you're doing a wide variety of training and assignments, and AMs use them as pawns, while at an FC, there's not much going on.

My AM or PA call me over to learning whenever I am needed instead of learning to call me. That's only because the trainers are communicating to my AM/PA first, then they send me a FANS message to me if I have to go to learning. That's nothing even much.

When I worked at an SC, my trainer(s) would chime me in the chat directly and give me assignments. Very rarely was I taken if I was ever in a critical role like container loading or problem solve.

So in general, being an ambassador at an FC is way too easy. I'm not even doing much. There's less of a responsibility. SC is a whole different ball game.

So I got offered an Area Manager position and it’ll be my first real job. Trying to wrap my head around how this role is actually seen in the real world.

Like is Area Manager considered a solid position with good growth and pay, or is it kind of seen as “below” office/corporate jobs? I keep going back and forth on this

Some things I’m trying to figure out:

**•** Is this a good first job to build a career on, or should I be starting somewhere else first  
**•** Does it actually lead anywhere (regional manager, director, etc) or do people get stuck  
**•** How’s the pay compared to corporate roles once you’ve been in it a few years  
**•** Do office people kind of look down on this role or is it respected

If anyone’s done this job or started their career as one, would love to hear how it went for you. Just trying to figure out if I should take this or wait for something else.

The AC units on our roof are leaking water everywhere in the warehouse. Last night we had 3 different places with trash cans stationed to catch the water. This happens every summer that I’ve been here.

i got a noti sent to my scanner saying i was selected for midshift vto when i didnt sign up for it at the kiosk does that mean my scanrate was to low or i was doing bad. bc ive had one of the ops guys come and tell me how good ive been doing lately

I am currently a blue badge full time at a fulfillment center, but I am considering going flex. If I become flex, are there some disadvantages I should consider, such as maybe limitations to benefits? I think Career Choice, at least, becomes reduced.