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DynCorp International Photos
- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
I worked at DynCorp International full-time (More than 3 years)RecommendsNegative OutlookNo opinion of CEORecommendsNegative OutlookNo opinion of CEO
Working out of Fort Worth office provided good sr. leadership visibility. Very patriotic company and does a great job recognizing veterans and their contractors operating in harms way. Programs are not very technically complex but the missions are unique and can't help but provoke a strong sense of patriotism. Program locations around the world provide interesting travel opportunities (Afghanistan, Iraq, GCC states) for those who enjoy frequent travel. The former CEO did a good job creating an intentional culture and reshaping the mindset of some leaders. Have opportunities to wear many hats if you are motivated. Like most places, your experience will largely be shaped by your boss and immediate peers.
Constant redirection is frustrating and makes it difficult to get anything done. Often seemed like just when started to get traction, the direction would change. Reinvent the same wheel over again in every different color... Leadership was slow to make strategic decisions; No raises for last 3 years...although understandable given the financial pressures. Although much of old boys club has been weeded out, some leaders still promote and reward unprofessional, incompetent, and/or hostile behavior, which often isn't addressed until something blows up. Very little work-life balance...everything is needed and needed now mindset, just so it can sit around and languish (for months, even years) waiting for senior leadership sign off. Virtually no automation...surprising for a company this large. Very poor communication...the oldest/largest "start up" I've worked for.
Advice to Management
Upper management has a tendency to shoot the messenger so they miss out on the truth from the people who care, and promote the political animals with CYA mindsets instead. Est by example a culture that advocates and rewards truth vs. political expedience. Create formalized succession programs/career development.... Address employee concerns re: company health head on so you don't lose the good people to the frequent layoffs....pull the layoff band aide off at once vs. frequent quarterly/semi-annual mass layoffs that hurt morale.