CSC Project Management reviews

My mid-level management was clueless as to what was going on in the trenches. For example, they made decisions and enforced offshore resourcing without enabling us to set up the proper infrastructure to make offshore successful. It took at least a year to convince management a plan was necessary to set up the framework to enable offshore resources to effectively contribute to the client's IT projects.

The benefits are barely industry standard and are poorly implemented. There is no paid family leave and you only receive 2 weeks of vacation until your fourth year. CSC HR support is available via telephone but does not intervene on behalf of employees in issues with insurers. Annual raises barely beat inflation (usually about 4% if you receive an evaluation of a 2 out of 5 with 1 being the best). The raise system is set up so that there is a limited pool for each division, making it so that if one employee is well compensated his or her colleagues automatically loose out even if they are performing well. Bonuses are rare and usually are only given to management. If an employee works well over a 40 hr week (I've put in 95 hr weeks) his/her program manager may apply for him/her to receive a pay differential for 8 hours of work. Because CSC is so decentralized it's hand never knows what it's foot is doing. CSC does not do a good job of sharing knowledge between its groups. Each contract is an island that is ruled as its PM sees fit. The PM determines opportunities for advancement, the standard of professional behavior, and the standard of dress. I did work in one CSC office where "professional" women were held to a different standard of dress than "administrative" women and only men were permitted to dress business casual on Fridays. CSC has cut back its employee reassignment services (the support for finding new jobs within CSC for employees who've lost their positions due to a loss of a contract). At CSC it's every man for himself and employees should not expect job security.