Bewertungen für Northrop Grumman, „upper management” | Glassdoor.de

Bewertungen für Northrop Grumman

Aktualisiert am 1. Okt 2019

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3.8
73%
Würden einem Freund empfehlen
90%
Befürworten Geschäftsführer
Northrop Grumman CEO Kathy Warden
Kathy Warden
171 Bewertungen
  1. Hilfreich (16)

    „Diversity”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Ehem. Mitarbeiter - Logistics in Baltimore, MD
    Empfiehlt nicht
    Positive Prognose
    Keine Meinung zum Geschäftsführer

    Ich habe für mehr als 8 Jahre bei Northrop Grumman gearbeitet (Vollzeit)

    Pros

    You will always get your paycheck and your benefits.

    Kontras

    They take the diversity thing way too extreme. Caucasian males and especially veterans will not advance to management. They review their employees on one scale that is made public to the employee. Then management have what they call a “9- square” review they also perform and they do not share this with even the employee. This square has all the employees under the manager listed in respective squares with 1... being basically not a good employee and 9 being “should be CRO” essentially. Then they have a diversity legend on the form. This diversity legend include 3 stars for a Caucasian female, 2 stars for a minority female, 1 star for a minority male and, you guessed it no stars for a Caucasian male. These stars are then placed in front of the employee names. This makes it so that upper management can see their “diversity” in their employees. The managers say they do not issue promotions based on this but it does not appear to be true to employees. This is why I chose to leave the company.

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    Rat an das Management

    Diversity and inclusion includes everyone. Not just people who you assign stars to. If it wasn’t that way then the stars and the ratings should be made public.

    Northrop Grumman2018-03-28
  2. Hilfreich (19)

    „Age Discrimination is BLATANT!”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Akt. Mitarbeiter - Anonymer Mitarbeiter in Baltimore, MD
    Empfiehlt nicht
    Negative Prognose
    Keine Meinung zum Geschäftsführer

    Ich arbeite seit mehr als 10 Jahren bei Northrop Grumman (Vollzeit)

    Pros

    It's difficult to give a positive review to a company that lacks understanding of their employees. Employees want to make a difference, but there are too many roadblocks for advancement for the baby boomers.

    Kontras

    Upper management is driven by productivity to achieve their financial bonuses. Worker bees are told there's no money for raises. Benefits are cut across the board.

    Rat an das Management

    "On fire to hire" is their new slogan. The company is pushing out the 50+ employee for millennials and interns. Age discrimination is blatant. Want to make a difference in mentoring the younger generation? Don't drink the kook-aid and respect the knowledge of the older generation to be able to pass on valuable information. Stop the age discrimination!

    Northrop Grumman2018-01-31
  3. Hilfreich (8)

    „Pros and Cons - for junior engineers”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Akt. Mitarbeiter - Anonymer Mitarbeiter 
    Neutrale Prognose
    Keine Meinung zum Geschäftsführer

    Ich arbeite seit weniger als einem Jahr bei Northrop Grumman als Vollzeit

    Pros

    Good up-to-front, 1st year salary. Many good, experienced/senior engineers are available - great for learning through Q&A. Most of the time, IPT's are very experienced and quick to realize what is going on in the program. Lots of opportunities and resources to learn new skills and methods. Many programs available for you to get in. Once each program/contract ends, your manager usually helps you... get into another program (depends on manager and/or your sector though). Good benefits - >>medical (value is declining over time, but still quite okay), >>DENTAL (especially great), >>vision, >>pension (have to stay in the company for 3 years, though), >>quite flexible and abundant PTO hours (3 weeks including 1 week off at the end of the year, and increases quite proportionally with length of stay at this company, but NO PAID SICK DAY), >>education support (have to stay in the company for 2 years since the date company pays for the class(es) in exchange) >>depending on your sector and your program, you might be granted a company laptop for you to work at home.

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    Kontras

    1. Lots of bureaucracy and mismanagement that often leads to program failure : >>Program management scared of reporting "bad news" to upper management and hide it until the program runs out of money - especially if they're the ones who caused trouble. >>Lack of diversity in program management section: management experienced in one or two discipline(s) only (the one(s) they've been working for their whole... life...), thus they really lack full understanding of how the WHOLE SYSTEM works (sorry to say, but even interns and junior engineers can see it...). >>For fast-paced programs, too many unnecessary meetings and documentation requirement exist. >>For fast-paced programs, company is NOT willing to pay as much as they need and usually start TOO late. >>>Upper management has very unrealistic expectation - thinks engineering problems are very easy to solve (as if it can be done with a click of a button when there were not enough software for the engineers to use!! They also were not willing to pay for development of such software...). 2. LOTS of unethical behaviors not caught and not punished, because it was done one-on-one/privately and not left on paper. > These are real-time examples: >>Example 1, lots of managers look behind your back secretly when they pass by your desk/cubicle. For some of these managers, even less than a minute-long talk is not allowed. When they catch their employees talking for few seconds, they use that as an excuse to give you more work and less staff support for your team. This is especially apparent for tight-budget programs. >>Example 2, some managers make junior engineers to do certain thing in certain method with very short period of time and they announce it to whole program members (without the junior engineer's consent). If it turns out that the methodology is wrong, they blame on the junior engineer for doing it wrong AND out of time. The manager then lies to his functional manager (who is also the junior engineer's functional manager) when he talks with the functional manager in his room. The junior engineer could not blame him, because the manager only directed him/her verbally, not through email (usually takes too long to explain through email anyway). >>Example 3, a fellow junior engineer stole another junior, but more senior engineer's effort/work (to make himself look better to the manager) and always criticize more senior engineer in front of his/her manager (again, to make himself look better compared to more senior engineer). >>Example 4, a manager tells junior engineer during one-on-one end-of-year performance review that he/she has to work more "green time" in order to get highest score on performance review. The junior engineer is already overwhelmed (physically and mentally) with working overtime for his/her HIGHLY under-staffed section of program. Also, this is supposed to be illegal and the whole program contract is supposed to be terminated by the government if the government finds out about this. >>>FYI: The highest score yields only 3.0% to 3.5% increase in salary, which barely meets inflation. The score is only given to very few people among 100's of employees. 3. VERY HARD to get one level promoted - your level of expertise, your contribution, and length of stay does not matter. >>Company always find a reason to NOT increase junior engineer's salary, making the junior engineers to leave. >>Average salary increase rate is 2% - 2.5% per year for engineers - they can get at least 10% increase when they move to another company!!!!! >>>Even after hearing about these, the managers still don't understand why more experienced, but junior level, engineers (level 2 to 4) leave...

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    Rat an das Management

    Read both pros and cons. Solutions to these problems are pretty obvious.

    Northrop Grumman2018-01-09
  4. Hilfreich (1)

    „Subcontracts Manager”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Akt. Mitarbeiter - Anonymer Mitarbeiter in Oklahoma City, OK
    Empfiehlt
    Positive Prognose

    Ich arbeite seit mehr als 8 Jahren bei Northrop Grumman (Vollzeit)

    Pros

    Great company with lots of opportunities'

    Kontras

    lot of red tape with upper management

    Rat an das Management

    People. It's about the people

    Northrop Grumman2017-12-11
  5. Hilfreich (6)

    „Engineer”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Akt. Mitarbeiter - Anonymer Mitarbeiter 
    Empfiehlt nicht
    Neutrale Prognose
    Keine Meinung zum Geschäftsführer

    Ich arbeite bei Northrop Grumman (Vollzeit)

    Pros

    Once you self teach yourself the basics of the job, it becomes almost thoughtless process. Simple remedial tasks where it seems like groundhogs day everyday, but at least it makes the work week go by super fast since it is like a competition who can do the task quicker.

    Kontras

    Company focuses on shareholders and not the employees building the product. Benefits and raises primarily go to the upper management, while the pay increases for engineers and technicians are made such that it offsets inflation, while still being the minimum required. A majority of what an engineer is self-taught, no real guidance from mentors or formal training.

    Rat an das Management

    Actually advance people around the expected time table if they are actually performing at the next level. Statistics show low retention of employees and especially veterans due to lack of promotion to the next level.

    Northrop Grumman2017-12-11
  6. Hilfreich (1)

    „Goofy Managment, Great Coworkers”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Ehem. Mitarbeiter - Aviation Structural Mechanic in Lake Charles, LA
    Empfiehlt
    Keine Meinung zum Geschäftsführer

    Ich habe für mehr als ein Jahr bei Northrop Grumman gearbeitet (Vollzeit)

    Pros

    The mechanics, inspectors, leads and supervisors on the floor do not hesitate to stop what they are doing and lend a hand. Supervisors and leads are loyal to their crews, and even some of the project managers are too. Pay is good. Benefits are too.

    Kontras

    Site upper management (Lake Charles facility) has made a lot of policies and programs that get in the way of productivity (a lot, too), and they do nothing to improve or replace them with better solutions, despite suggestions from those on the floor. Facility is a production turned maintenance facility, and many of the production practices are still attempted to be used to do maintenance, which is ineffective.... Access to maintenance manuals is a pain. Be prepared to work a lot of O/T (but all aviation maintenance is like that. Not NG specific)

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    Rat an das Management

    Update your procedures on the floor to reflect the maintenance function of the site. Make the publications easier to get to (like .pdf). Remove programs that are ineffective and wasteful (like the current RFID tool crib) and replace them with something effective and less time consuming (bar codes, move the crib to a location where it is better suited).

    Northrop Grumman2017-11-22
  7. Hilfreich (1)

    „System Administrator - Comm”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Akt. Mitarbeiter - Systems Administrator in Boulder, CO
    Empfiehlt
    Neutrale Prognose
    Keine Meinung zum Geschäftsführer

    Ich arbeite seit mehr als einem Jahr bei Northrop Grumman (Vollzeit)

    Pros

    Self Motivated and low key work.

    Kontras

    No direction from upper management ever.

    Rat an das Management

    Get a plan or some kind of goal.

    Northrop Grumman2017-11-10
  8. „Amazing Opportunity!”

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    • Work-Life-Balance
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    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Pricing Analyst in Los Angeles, CA
    Empfiehlt
    Positive Prognose
    Keine Meinung zum Geschäftsführer

    Ich arbeite seit mehr als 3 Jahren bei Northrop Grumman ()

    Pros

    The company offers great perks and insights into the industry. Amazing!

    Kontras

    Upper Management needs to tie to the subordinates more often.

    Northrop Grumman2017-10-30
  9. Hilfreich (1)

    „Great Company and Future!”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Akt. Mitarbeiter - Mechanical Technician in Rolling Meadows, IL
    Empfiehlt
    Positive Prognose
    Befürwortet Geschäftsführer

    Ich arbeite seit mehr als einem Jahr bei Northrop Grumman (Vollzeit)

    Pros

    Company, Culture, Co-workers, and Work.

    Kontras

    Can be difficult to reach out to upper management.

    Northrop Grumman2017-10-25
  10. Hilfreich (8)

    „Great Company - Not so Great Anymore”

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    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Ehem. Mitarbeiter - Security Specialist in Richmond, VA
    Empfiehlt nicht
    Negative Prognose
    Keine Meinung zum Geschäftsführer

    Ich habe für mehr als 10 Jahre bei Northrop Grumman gearbeitet (Vollzeit)

    Pros

    Good pay and benefits Loved the job I did

    Kontras

    Upper management unethical and immoral HR ignores complaints of harassment or hostile work environment HR/Ethics takes up to a year to investigate issues, if at all "Good ol boy" network is alive and well Unethical and immoral practices seem to be rewarded and ethics and morals are punished. If you don't ignore the unethical and immoral they will try to make you quit and if you don't they will find a reason to... lay you off.

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    Rat an das Management

    Corporate management needs to pay closer attention to what is going on at sector level. They need to visit sites and take a day or two to speak to the employees in the trenches and not only be behind closed doors with select managers. If there are a lot of issues/complaints from a site there is a reason for it - you need to not sit on it and resolve things before business and good employees are hurt. You also need... to listen to your customers when they raise concerns and not blow them off.

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    Northrop Grumman2017-11-01
124 Bewertungen gefunden