Don’t even THINK about working for DCS! STAY AWAY! - Anonymous employee DCS Corp Employee Review

The Ridgecrest, CA office of DCS manages the Weapons and Systems Integration Support Services contract in support of the Naval Air Warfare Center Weapons Division China Lake. The contract provides technical and engineering support services for all of the Navy’s aircraft product teams at China Lake. DCS employees enjoy the significant challenges of this technical work that supports our nation’s Warfighters. We offer salaries competitive for our location and in-line with our Government counterparts. Employees participate in an annual merit increase program as well as a Bonus Incentive Program. We also offer a very attractive benefits package that we think exceeds that of any other employer in our local industry. Prospective employees come to the Ridgecrest office so they can get an idea of where we are, what we do, the climate and work environment. The vast majority of DCS employees work in secure Government facilities working side-by-side with their Navy/Marine Corps active duty and civil service counterparts. These facilities offer normal amenities such as parking, coffee, vending machines, lunchrooms, etc. As these facilities are the daily worksite for our employees, no mileage, car allowance, car maintenance, per diem, nor housing allowance is provided. DCS employees at China Lake conform to the Government’s “flex-schedule” with nine hour workdays with every other Friday off. Unsurprisingly, Ridgecrest, which is in California’s Mojave Desert, is sometimes hot, but our employees enjoy some of the most beautiful landscape in the country. As an employee-owned company, we believe that it is critically important to regularly assess our employees’ morale and job satisfaction. An Employee Engagement Survey is conducted annually to determine best practices to be leveraged, as well as to identify areas in need of improvement, to better shape policies and practices. Leadership development activities and requirements are based upon trends identified in the survey. All new employees are made aware that every manager has an open door at all levels in their organization. We assert this is an essential aspect of being available to receive, understand and act on employee concerns. In this way, no DCS employee should feel isolated or intimidated by their direct supervisor. DCS leadership visits each work site across the country semiannually. These visits offer all employee-owners a forum to exchange information and ideas with the CEO and COO regarding the health of the company, the latest successes and to review the Employee Engagement Survey results and planned actions.