DynCorp International

  www.dyn-intl.com
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DynCorp International Reviews

Updated August 19, 2014
Updated August 19, 2014
334 Reviews

3.4
334 Reviews
Rating Trends

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S. Gordon Walsh
5 Ratings

Review Highlights

Pros
  • Good pay even though you are in a war zone (in 25 reviews)

  • Hours of operations, Great people to work with, "By the book" maintenance (in 10 reviews)


Cons
  • Upper management does not know what is going on or how to run the program (in 11 reviews)

  • Being away from home, but that's expected when signing up (in 6 reviews)

More Highlights

Employee Reviews

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  1. 1 person found this helpful  

    Horrible Company. After two years, I am only glad that the paychecks come on time.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Air Traffic Controller  in  Kabul (Afghanistan)
    Former Employee - Air Traffic Controller in Kabul (Afghanistan)

    Pros

    I've never had any pay issues.
    THe company pays to get you into and out of theater.

    Cons

    Local management is often incompetent. Site leaders seem to rise to leadership through attrition rather than any qualifications or skills. Site leaders are often not qualified and use poor leadership techniques (e.g. micromanagement) to hang onto their positions and enforce rules that often seem arbitrary.

    Contract bidders underbid highly skilled, technical positions (Air Traffic Control) and overbid support positions (Airfield Operations), resulting in the former being paid at a higher rate than the latter. Moreover, the low pay results in a disproportionate number of marginally or un-qualified personnel on contract, or personnel who have difficulty getting jobs in the US because of undesirable personality traits.

    Redundancy at all levels. Training documents must be reproduced for each level because operations at varying levels are not effectively communicating with each other. Certifications that are not pertinent to positions are copied and kept on file by the company.

    The benefits package is weak, especially for a multimillion-dollar corporation with over 100,000 employees.

    Advice to ManagementAdvice

    Do a better job of vetting site leadership. Ensure that pay scales are congruent with industry norms (Air traffic Controllers with DI make an average of 30k below industry norms).

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
  2. 3 people found this helpful  

    Corporate employees are lemons who exist only to be squeezed.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee  in  Fort Worth, TX
    Current Employee - Anonymous Employee in Fort Worth, TX

    Pros

    Decent salaries and the working class employees are mostly good people who want to do good work.

    Cons

    DynCorp is owned by the private equity firm Cerebus who does not understand the business that DynCorp does nor has any interest in doing so. Their only interest is in squeezing as much as they possibly can out of DynCorp and its people. Innovation is non-existent as is employee morale. Since Cerebus has purchased us, company benefits have dried up. Employee raises are gone, insurance premiums have increased dramatically every year, training dollars are always the first to be cut from budgets, and even simple morale boost benefits such as blue jeans on Fridays have been eliminated. You are spoken to and treated as if you are lucky to even have a job. Employees work constantly under the threat of an oncoming reduction in force (RIF) and after each one, you are asked to work harder to make up for the missing personnel.

    As the US government reduces defense spending, DynCorp's prospects for growth and even sustainment are grim. The company has not positioned itself for this circumstance and is suffering because of it.

    Advice to ManagementAdvice

    Honestly, I cannot imagine any words will help. Even a small appreciation of your employees would be beneficial. Forgo your executive bonus program to reinstate merit increases for employees Invest in them with training dollars. Give them a reason to want to stay here. As it stands today, every employee I know is currently looking for outside employment. Aside from a paycheck, you have given no one a reason to stay.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  3.  

    Proposal developer

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Proposal Writer  in  Falls Church, VA
    Former Employee - Proposal Writer in Falls Church, VA

    Pros

    You do get paid for the hours you sit there.

    Cons

    They are so stuck in the past! Needless to say, there is a terrific amount of turnover in their proposal group.

    Advice to ManagementAdvice

    Lessen the pressure to get a response done and more time working on quality.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
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  5.  

    Great pay, but prepare to have skin the thickness of kevlar, in order to deal with morons and management

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Logistics Coordinator  in  Lashkar Gāh (Afghanistan)
    Former Employee - Logistics Coordinator in Lashkar Gāh (Afghanistan)

    Pros

    Pay
    Working with US and foreign military

    Cons

    Working 84 hours a week
    Working in dangerous places of the world, such as Afghanistan
    Management without the actual management experience, fired or transferred from other companies/locations, demoralizing the crew.
    Extremely beurocratic way of doing things.
    Promotion based uniformly on who you know and what friends you have - merit is at the bottom of the list.
    Hiring of unqualified/inexperienced crew, who through connections and intimidation reach management positions.
    Lots of harrassment and downrite racist behaviour towards racial and ethnic groups.

    Advice to ManagementAdvice

    Management in KBR brought the company down, and now they have all transferred to DynCorp.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  6.  

    It was not what I expected

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    Pros

    Excellent Pay, excellent holidays, and benefits

    Cons

    Unorganized, employees only care about themselves.

  7.  

    COMBS Site Manager

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - COMBS Site Manager  in  Columbus AFB, MS
    Former Employee - COMBS Site Manager in Columbus AFB, MS

    Pros

    Good benefits that started right away
    Great in the beginning as long as you hide the problems
    Meet some great people

    Cons

    No backing from upper management
    After 2 months since I left--still owe me 5K
    You become the enemy once you give your notice
    The more you give--the more they take

    Advice to ManagementAdvice

    You ask for someone's opinion then just let it go in one ear and out the other

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  8.  

    CEO has no respect for IT.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - IT Employee  in  Fort Worth, TX
    Current Employee - IT Employee in Fort Worth, TX

    Pros

    Pay is the only positive

    Cons

    Working for DynCorp International, DI and especially in IT can be compared to the TV show survivor. Pick your allies carefully and trust no one. Immunity can be gained if you have the right relatives in DI. Some very strong technical employees have been laid off in IT b/c they didn't want to play the game anymore. Large percent of the remaining technical employees are looking to leave because of the decisions the remaining IT Directors, CIO and CEO have made. CEO Steve Gaffney believes DI IT should be run on a skeleton crew, just keeping the lights on, like IAP where he came from. To make this happen Steve Gaffney believes 50-60 hour work weeks are to be expected as the norm for exempt employees. Watch for parts of IT to start being outsourced to the cloud and third party vendors to help make this happen.

    Advice to ManagementAdvice

    Good luck.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  9. 1 person found this helpful  

    Pathetic Excuses for Leadership, Zero Ethics, No hope for the future

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Middle Management  in  Fort Worth, TX
    Former Employee - Middle Management in Fort Worth, TX

    Pros

    The company hires some of the best talent in the industry, so they definitely know how to spot and recruit talent. They also tend to pay very well, to a degree.

    Cons

    However, after hire, the company treats its employees so poorly that they cannot stay. The best employees are replaced by the boss's entourage from other companies. There is ubiquitous and well-posted Social Contract that is absolutely not followed by anyone above the position of Director. The respect is all faked (lots of "Sir" and "Ma'am") but there is no cooperation between heavily-siloed departments and open contempt from senior leadership for the middle managers and employees. The management style is by threats and intimidation. So-called Management Incentive Pay is held hostage for Yes-men only and can be withheld on a whim or to get someone to resign.

    Advice to ManagementAdvice

    Forget the sideways, used-up retired generals and bring some real business leaders in there. Take ethics complaints seriously, instead of retaliating and then sweeping the complaints under the rug.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  10.  

    Former Employee of DynCorp

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    Pros

    Pay is good, employees work hard and do care. Ability to dive into new technology or philosophy is very good.

    Cons

    Management, Directors, CEO are horrible. They Promote a system of core values, but ultimately fail to live up to these same values. The same people who promote this system could care less about their employees. They do not listen to employees nor do they have any rational thoughts and have absolutely zero leadership skills. Same DI for the last several years. Nothing has changed.

    Advice to ManagementAdvice

    Advice to people who pump money into DI. Get rid of DI Ceo, Get rid of senior leadership. Start a fresh group of leaders who believe what they put forth and deliver results. Management is in meetings all day long and is never visible, they have no clue to what happens at DI.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  11.  

    A political battlefield that always kept me on my toes.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - IT Support Specialist  in  Doha (Qatar)
    Former Employee - IT Support Specialist in Doha (Qatar)

    Pros

    Good vacation package, but worse than KBR under the same contract.

    Cons

    Where to begin...

    The pay was bad compared to other companies. The benefits were bad compared to other companies. Depending on the site manager--so this varies widely--they sometimes are not willing to work with individual employees with issues. This company underbids contracts so bad they are often under-staffed and under-funded so bad they run a constant risk of losing contracts they have obtained.

    Advice to ManagementAdvice

    Pay better--you pay for the quality you get. It shows on the overseas contracts, too. You want to know why there is such a high turnover rate? You don't have well enough for people to stick around because you underbid every contract overseas that you obtain! Then you shove LEAN 6 SIGMA down everyone's throat like it's the word of God here to help the customer, when it's only there to help the company stay in the black for the entire year.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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