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Sikorsky Reviews

Updated March 28, 2017
45 reviews

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Bob Leduc
6 Ratings

45 Employee Reviews

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Pros
  • Very good employee scholar program, a lot of opportunity to further education and skillset (in 26 reviews)

  • Employee Scholar Program allows for a certain number of hours to study while at work (in 24 reviews)

Cons
  • Work life balance is broken - not enough resources to drive the results the business needs (in 17 reviews)

  • The winter is too cold and the cost of living is highly expensive (in 9 reviews)

More Pros and Cons

  1. "Tool parts attended"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Parts in Coatesville, PA
    Former Employee - Parts in Coatesville, PA
    Doesn't Recommend
    Negative Outlook

    I worked at Sikorsky full-time (Less than a year)

    Pros

    Good job didn't last long

    Cons

    Laid off the company change hands

    Advice to Management

    None


  2. "Poor Management"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Senior Technician in Beacon Falls, CT
    Former Employee - Senior Technician in Beacon Falls, CT
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    I worked at Sikorsky full-time (More than 10 years)

    Pros

    Easy job with a lot of overtime and good money.

    Cons

    No one wants to make improvements. Very little work to do and no management support for anything. All work is job specific, no cross training.

    Advice to Management

    Tell people what you are going to do to improve efficiency, don't wait to be told. Get all your people involved and make it a team effort Don't be afraid if someone else has an idea.

  3. Helpful (5)

    "Not a happy place if you dont know the right people"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Coatesville, PA
    Current Employee - Anonymous Employee in Coatesville, PA
    Doesn't Recommend
    Negative Outlook

    I have been working at Sikorsky (More than a year)

    Pros

    it provides a pay check

    Cons

    This place clearly operates by the old proverb of "It's who you know NOT what you know".

    The benefits are horrible.

    They laid off the best suited people for various jobs and selected unqualified people to replace them.

    The communication is non-existent.

    If you have a complaint, there is no one you can turn to. Intimidation & retaliation are real!!

    Advice to Management

    Management should say a thankful prayer for their inflated paychecks and who their friends are.


  4. Helpful (7)

    "Road to nowhere"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Coatesville, PA
    Former Employee - Anonymous Employee in Coatesville, PA
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at Sikorsky (Less than a year)

    Pros

    The full time A&P mechanics are among some of the best in the industry to work with. The professionalism, and demeanor of the crews on the floor are with out a doubt second to none. The engineering groups are also first rate professionals, extending any help at any time with out hesitation.

    Cons

    Programs, Operations, and Quality Assurance management are out of touch. Serious lack of communication between senior management. Senior operations management lack experience to efficiently execute deliverables on time in a commercial aviation environment. Meetings to extend to additional meetings with out resolutions. Extremely Hostile work environment, and when issues dealing with direct attacks on employees, racial, stereotypical, and demeaning comments should have been addressed and corrected by HR and business practices office, only to go with broken promise and with out resolution.

    Advice to Management

    In the best interest of Lockheed's investment. The senior management team of Sikorsky Coatesville should be evaluated, as well as Moral and Ethical investigations on BPO and HR representatives.


  5. Helpful (10)

    "Sikorsky Coatesville PA. ATROCIOUS LEADERSHIP, COMPLETE FAILURE!"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous in Coatesville, PA
    Current Employee - Anonymous in Coatesville, PA
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at Sikorsky full-time (More than 3 years)

    Pros

    401K offered and matched up to 6%. Employee Scholar Program currently offered is beneficial, although it has changed drastically in 2015. Middle Management works hard to ensure direct report employees are taken care of to the best of their ability. Original Keystone Helicopter Managers that survived the Sikorsky buyout are some of the best in the business, but limited remain due to recent layoff in September 2015. The remaining maintenance techs and avionics techs that survived the recent layoff in Sept 2015 are some of the best in the business.

    Cons

    Senior Leadership is not checked in, and have run this once powerful asset into the ground in the Commercial Helicopter Production/Completions group. The senior leadership position in Operations was filled with management from the northern facility, with no experience in Corporate Aircraft Production/Completions. Absolutely zero time by this position is spent on the floor with middle management and technicians to ensure a positive team atmosphere. Nepotism from Operations Senior Leadership has invoked fear and confusion by bringing in former friends from previous leadership roles within the business located outside of Coatesville. Operations Senior Leadership conducts business by intimidation, screaming and yelling in meetings, and expectations are not at all understood due to lack of knowledge within this position. The senior leadership in Operations has incurred severe ethics violations which have been egregious violations completely ignored by the H.R. group as well as the B.P.O office due to the impending layoffs known by senior management in September of 2015. The H.R. group is not at all engaged with the employees, and their focus is to ensure Senior Management as well as the company are protected, at the cost of the employees. The recent layoff in September of 2015 was carried out in extremely poor fashion, and some of the most experienced managers and technicians were let go without regard to seniority or performance feedback scores. Nepotism was clearly evident with the recent layoff in September of 2015, as several of the "new" managers that were brought in by the Operations Senior leadership, with less than one year of tenure, were kept, and managers as well as employees that were laid off had experience levels that far surpassed any experience by those retained. Communication by Operations Senior Leadership is extremely poor, and the "silo mentality" is clearly evident. The recent layoff in September of 2015 was conducted in poor fashion, and over 200 highly experienced managers and technicians were laid off. Severance packages were given with specific details expressing that re-hire would invoke forfeiture of severance awarded, yet minority employees were re-hired without re-payment of severance. The S-92 and S-76D production have dwindled to less than 1/4 of the normal production of previous years, and the Light Helicopter Program is an abomination which was completely ignored by Operations Senior Leadership, and the existing manager, an employee with high accolades and experience, was subsequently laid off due to the lack of attention by Operations Senior Leadership. Managers with many years of military and corporate production experience were laid off with no regard to their tenure or performance evaluation scores, and their positions have been filled with the remaining non-experienced employees with no experience in production aircraft builds. The recent layoff was blamed on oil price reduction reported by senior leadership, yet the new S-76D aircraft deliverables were extremely late, with customers backing out of contract due to production dates being pushed out by Operations Senior Leadership's inability to manage the process. The business is a revolving door, and loss of employees by attrition is abundant. Current employees are looking for gainful employment elsewhere since the recent layoff, and communication by senior leadership is non-existent. The recent layoff in September of 2015 has affected some of the most highly experienced employees in a negative way. The families of these employees have been adversely affected, and the careers of some of the most experienced employees in aviation have been ruined due to the lack of leadership and insight by HR and Operations Senior Leadership. Middle Management has had to fend for themselves, and constant criticism by Operations Senior management is the norm. Senior Leadership within the Quality group is atrocious. A once powerful team of some of the best in aviation have been brought to their knees due to the mentality of the current senior leadership. This is not a company that is recommended for a future career in aviation anymore. It has been ruined by those that cannot seem to understand that the customer comes first, and the employees on the floor are the most valuable asset. The HR team is pathetic, and the BPO office is an abomination. Until the senior leadership is purged, this is not an employer of recommendation for anyone looking to enter or further their career in aviation today.

    Advice to Management

    There is no advice that can be given to the Senior management team as the leadership by intimidation mentality is still in existence. Lockheed/Martin is now left to pick up the pieces of this once powerful organization built by some of the most experienced aviators on the Eastern Seaboard, once employed by Keystone. Learn that taking the hundreds of years of experience gained by some of the most experienced of aviators on the Eastern seaboard means that we know the business, and will help you to grow. Corporate helicopters are much different from the Black hawk builds. We are not "cookie cutter" in our processes, but are used to "turning on a dime", and know how to make it happen. You are not at all "checked in" on how it's really done, and laying off the hundreds of years of experience and filling those vacancies with inept in-experienced employees from other departments such as ACE will get you nowhere.


  6. Helpful (5)

    "Engineers take caution - Coatesville"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Senior Engineer in Coatesville, PA
    Former Employee - Senior Engineer in Coatesville, PA
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Sikorsky full-time (More than a year)

    Pros

    Did not ask for current salary when interviewing/offering.
    401K plan matched nicely.
    Employee Scholar Program allows for a certain number of hours to study while at work.
    Buyout from Lockheed Martin may offer opportunity.
    Tons of guiding process/procedures available from UTC, which will surely be just as strong from Lockheed after the buyout. Same goes for availability of resources (software, training, etc.).

    Cons

    Hostile work environment based on a culture of fear. Terrible work/life balance (70-80+ hour weeks were a norm), and pay was relatively lower when you consider the amount of overtime that was considered expected for salaried employees.

    The turnover at Coatesville was very high - well over 50% for groups like Finance, Quality, Improvement (ACE), Operations, etc. Stress was pretty high all the time, and it's tough not to take home. Many commented on sleeping issues. It's very difficult to get any steam going on a team to meet strategic goals when people are leaving so often. Overall, employees are pretty negative and have a chip in their shoulder - so driving any kind of motivation is difficult.

    It's very difficult to rise within engineering leadership internally, and most mid-level leaders are brought in from the outside (Boeing, Bell, AW, etc.).

    HR takes no action to address the hostile environment. They know who the problem people are, but don't want to make waves. They close issues based on what is easiest, not what is right or best for the company, long term.

    Management strategy is a bit schizophrenic. Expect to be pulled off of one priority when you're nearly complete, to be put on something else that doesn't seem important, only to find out that other people are doing the same thing and being assigned by leaders that didn't coordinate, only to get chewed out for not completing the first effort that was re-assigned or cancelled.

    Between the unrealistic expectations for work, the ultra-high level of accountability, and hostile work environment - it is a very difficult site to endure, let alone enjoy.

    Advice to Management

    Lockheed Martin could really improve performance at the site by clearing out some of the top leaders, and getting rid of the culture of fear and ultra-high accountability. Lockheed should crack open the books and take a fresh look at some of the ethics and behavior investigations, or lack thereof, over the past few years. They need to interview frontline and mid-level staff.

    People get more done when they feel respected. When people do things out of fear, they will do the work with just enough quality to pass it to the next person, so they aren't involved in the blame.

    HR - quit handing out Performance Improvement Plans like candy. If a leader is trying to get every one of their employees on a PIP over the course of a year, that's a red flag that the leader has issues - not the reporting employees.

    People don't have to work so hard - and more can get done - by getting organized and prioritizing/coordinating correctly.


  7. Helpful (1)

    "avionics"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Coatesville, PA
    Current Employee - Anonymous Employee in Coatesville, PA
    Doesn't Recommend
    Negative Outlook

    I have been working at Sikorsky full-time (More than 3 years)

    Pros

    you get paid, not much more then that

    Cons

    program management has no clue how to build acft. threats threats threats, have to be in the good old boy club to get ahead.

    Advice to Management

    fire them and start over

  8. Helpful (1)

    "Not a place for experienced, good engineers"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Stress Engineer in Stratford, CT
    Former Employee - Stress Engineer in Stratford, CT
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Sikorsky full-time (Less than a year)

    Pros

    Flex time, parking is good, nice offices (albeit tiny cubicles), escalators (for my knees) 20 word min is reduce loud for filling out this web form.

    Cons

    People of three years and twenty+ years treated as though they are the same

    Assumptions of your technical expertise made in a knee jerk fashion

    No managing of engineers, just technical data

    Very little communication especially in expectations

    Very unique jargon is assumed to be universal and an understanding of it determines how your competence is viewed

    There is an elitist view that they know and can do more than anyone in the industry, my experience is very much counter to that

    Advice to Management

    Ensure communication is the key element when dealing with employees

    Ensure that a 'good old boy' network does not run off exceptionally qualified people


  9. Helpful (1)

    "Mechanic"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Mechanic in West Palm Beach, FL
    Current Employee - Mechanic in West Palm Beach, FL
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at Sikorsky (More than 8 years)

    Pros

    Good pay, for what you do here.

    Cons

    Management and supervisors have NO CLUE all that I have meet do NOT have any aircraft background and say I'll learn while I am here or don't need it my business degree will do. Crazy

    Advice to Management

    Leave


  10. Helpful (3)

    "UTC's step-child."

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Project Manager in Stratford, CT
    Former Employee - Project Manager in Stratford, CT
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Sikorsky full-time (More than 5 years)

    Pros

    Great product. Co-workers are nice, great working with a lot of brilliant minds. Location is great and they company at least tries.

    Cons

    Someone needs to manage the managers. There's way too many managers and they really don't know what they're doing. CMHP program was a disaster as they had incompetent management who wouldn't listen and created a very cutthroat environment. It's a true old culture and many of the higher ups are out of touch and you have to walk around on egg shells or fear losing your job. Human resources is a joke, they're scared of management and mostly talk but do little. They shove ACE down our throats but no one believes in it and the parking is terrible.

    Advice to Management

    Lose the egos, listen to the younger employees with fresh ideas. Stop making processes out of processes.


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