- The first instance I can give is that of senior systems analysts going to client meetings with a broken lap top screen, although the processor was working, with a separate large vdu on a luggage trolley to plug into. This was because investment in tools for staff was shut off. Obviously the client was less than impressed.
- The second is of staff buying their own mobile phones because company phones were being withdrawn or not replaced. In fact in 6 of the years I worked at CSC I had to buy my own mobile phone and home fax equipment.
- There is also the story of the ex-head of BA Procurement who was head hunted to CSC UK being driven to tears time and again because of treatment received. In the end she left.
- Now add your's....................
Monday 11 July 2011
Calling anyone who has worked with CSC
There are tales out there of CSC managers bullying staff to work long and late with eventual impact on staff health, or for being members of minorities. Also of corner cutting, bad project management and much more. This blog is intended to capture all of these so that something can be done about it. Add your experiences and views as comments to this post.
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Your question experience of CSC Europe
I worked there for over 10 years. Initally the experience was positive. In the mid and late 1990's, CSC was dynamic and fast growing. The management agenda was winning new business, successful delivery to customers and managing the consequences of the high growth and constant change. There was a lot of focus on the impact of technological advances, market developments and the opportunities these offered to CSC. People were treated with respect and the working atmosphere was good. I felt I was trusted and that my efforts were appreciated. There were problems and frustrations too, but all told, working there was enjoyable.
Things changed around 2001/2003. Client needs, market conditions and competition slipped off the management agenda. Short term profit became the overriding objective. Instead of preparing the future, EMEA management started to micromanage this month's trivia. To boost short-term profit, investments for the future were curtailed; funding to generate medium term revenue streams stopped, winnable bids abandoned. Planned technical training sessions for specific customer delivery needs were cancelled by European HQ to reduce costs, without any concern for the consequences. They did not know which customer assignments we were working on or why our technical staff needed the training. They did not even bother to ask . They just cancelled the training. So it was no surprise that CSC missed the opportunities presented by the major market changes of the past 10 years. Its focus remained stuck on the customer needs of the 1990's and on expense cutting. Little wonder it has been overtaken by many competitors.
The treatment of people also changed. Respect for the individual employee declined. The behaviour of some senior executives was simply inappropriate and contrary to the values CSC claimed to espouse. For reasons we did not understand, CSC management chose not to pay attention to the complaints about what was happening. They did not seem to realise the negative business impact this created, nor why certain groups started losing many good people.
So that is my CSC experience. I have positive memories of my earlier days there, but in the end I was glad to move elsewhere . In the 1990's the company was viewed as one of the global leaders of the IT services market. Does any objective market observer see them as a market leader today? I think not. It is a pity. CSC had the potential to be an outstanding Corporation, but seemed to lose its way.
I was with CSC for almost 12 years to 2007. My experience was similar to Anonymous (July 14 comment). Over time I became more frustrated by the illogical ivory tower decisions and double standards applied by the top management in EMEA.
The European VP who ordered the training cancellations thought his own leaving party was a better use of company funds. He had people fly in from all over Europe for leisure activities, dinner and overnight at an expensive hotel......it was either Tylney Hall or PennyHill Park. But he wasn't even leaving CSC, he was just moving out of CSC in the UK. How much tech training could have been paid for out of that evening's bills?
We had constant travel bans dictated by the same VP. It was embarrassing to have to cancel customer meetings we, CSC, had pressed for and told the customer were important and/or urgent. But the same VP could be found flying round Europe in business class. And God forbid that anyone use their initiative and go low cost with EasyJet. That was against Finance policy, irrespective of the savings. .
I understood the need to cut discretionary costs. My objection was not to cutting costs, but to the fact that a VP Finance decided that field business teams with track records of success before his arrival could not be trusted to cut costs based on targets or business judgement. In his view, we needed detailed blanket diktats from Headquarters and constant detail monitoring of compliance for anything to happen. Finance acted as if they needed to protect the company from its business managers' so-called lack of judgement and innate irresponsibility.
About three years ago, the bonuses of all UK based staff were cancelled just before the end of a fiscal year (ie in many cases after they had been earned). This happened because the UK employment contracts said bonuses were discretionary, so CSC decided this meant there was no obligation to do pay bonuses. So they did not. I heard that the same VP Finance Europe got a personal exception just for himself. So his own bonus was paid out, because he claimed to have saved the company from damage created by the "irresponsible" business managers. It is a plausible story given the attitude within Finance. Does anyone know if it was true? If so, what an example of management leadership and teamwork!!
We should have seen the changes in management style coming to CSC EMEA when Royal Pavilion was built. The then EMEA President and the said VP Finance moved into a massive private space in the far corner of the top floor of the tower furthest from the site entrance, facing the gardens. Their space was laid out such that they could not physically see anybody else, nor could anybody see them. I can only guess what a psychologist would have read into that layout. Then they had a self-locking door built in the access corridor to their area. to make doubly sure there were no unwelcome interruptions of reality into their world. Recent events suggest they have successfully kept reality at a safe distance for some years now. .
Ex-CSCer in UK..
I think I know who you mean. The one who behaved like a hard tough guy when dealing with junior staff but was a fawning sychophant when faced with Mike Laphen.
I don't agree with the suggestion in the original post about CSC EMEA having bad project management. They had some good project managers, a couple of truly outstanding ones, a good methodology and lots of experience.
Most problems and deficiencies were caused by the CSC EMEA organisational environment, especially in case of projects which crossed organisational boundaries eg multi-country.
If one of these multinational projects hit difficulties, the Regional Presidents potentially impacted would figuratively run for cover and pull up the drawbridges around their own country's results. They would then each call for reviews of the project, uncoordinated reviews of course and covering only the bit of the project they were interested in. The objective of these reviews was rarely to help the project manager solve the problems, but more usually to find a guilty party and build a case that no potential loss or write-off should be attributed to their country. The project team would then find themselves being pulled in many different directions, much of their energy being diverted into dealing with internal CSC battles over parochial interests and how to allocate unplanned costs across the countries.
Then you had CSC EMEA HQ whose desire was normally to defer the write-off of unplanned or excess costs as far into the future as they could. Their approach was often to continually challenge the validity of the latest Estimate To Complete (ETC) and keep rejecting the results, sometimes by calling for more reviews. Their point was that until the ETC results had been agreed and approved, the costs to be written off could not be quantified. If you can't quantify it you can't write it off, so calling for more reviews helped postpone the fateful day when a loss had to be recognized.
The NHS saga has given an impression that CSC are incompetent project managers. This is unfortunate. CSC has managed many difficult projects to successful completion, but these did not make newspaper headlines. By managing to lose a couple of its best project managers, CSC has not helped itself recently, and need to address the reasons behind this. But all is not bad.
Now maybe you will say that what I have said just illustrates bad project management. I'd rather say that its project management suffered due to CSC EMEA's overall bad management.
I was once told by EMEA HQ to cancel a planned and needed 3 day technical training course.
I was told this was because doing training in the current business climate gave the wrong message to the organization; that Europe needed to show Corporate it understood the urgency of the situation and having people on training showed insufficient urgency.
The training was cancelled so we could all give Corporate the impression we were running as fast as we could, even if it was in ever-decreasing circles.
I generally agree with Old CSC PM. If I look around, I guess we're all just fed up being treated like the proverbial mushroom, kept in the dark and fed copious amounts of BS. The EMEA mentality for the last few years of deferring write-off's and pinning blame on expendable staff for the NHS contract has led to a bunker mentality which has paralysed what started out as an exciting and worthwhile project.
Don't get me started on training! Middleman you are so right.
Currently working in UK, all training cancelled after a call 2 months ago promising that would not happen under any circumstances. Travel ban already in place and we are still in Q1. Some good people about with good ideas, but the old guard are stuck in their ways and nothing will change easily. Would benefit from being broken up imho, too big to be dynamic. Share price is plummeting and key UK contracts are still not signed NHS/BAE/Civil Nuclear etc so who knows whats on the horizon.
One wonders how anyone on the technical side at CSC can really be considered as an expert if training is cancelled all the time. It says something for the staff that they soldier on and do the work and train in their own time at their own cost.
Do the customers know about this? they are paying for trained up staff and cannot be getting them.
The timing Anonymous mentions is surely critical, marking the departure of Ron Mackintosh, who had assembled a motivated and highly skilled team across Europe. His replacement being the manager who as CEO is now trashing the whole company rather than just Europe.
Among many things, I remember the cancellation of the Junior Consultants Conference - a really low cost conference of new junior consultants from across Europe, that served as such excellent motivation for the troops, who went out to customers and sold with their enthusiasm for CSC.
Or, that my manager - with a near $1bn budget had to ask permission (written of course) from the COO to fly. Obviously he could not be trusted...
Nevertheless I don't place blame on later EMEA management for "sycophancy". Knowing the individuals pretty well I'm more inclined to blame the man at the top - who sets the culture -so very badly.
CSC was a great place to work, if you needed to deploy a world quality solution to win business, you could be assured of finding a world quality person able and willing to help and what's more able to travel.
No longer, I'm out now. I recently brought a very large opportunity to the company, but it was more than apparent that it was a total waste of time, even if my ex-(and senior) colleagues wanted to pursue it they couldn't travel speculatively. This despite their being in one of the very successful divisions.
The stupidity of the blanket travel ban that must now be nearing its 10th anniversary.
How about Mike Laphen's family, son, daughter,and wife having free mobile phones provided to them for their personal use, to use anywhere in Europe, while the rest of us were under constant pressure to reduce our use of mobile phones ot uspport CSC's business. I recall my manager going through a long list of all the calls made by the people in his department and him then calling anyone who he deemed as using the phone too much to explain themselves.
We were supporting business, working all the hours god gave to win new business, travelling across Europe on cheap airlines, stay9ing in cheap hotels, eating sheap meals while his family lived off us.
I have to agree with Anonymous from 14th July. As a 17year CSCer in Australia I have seen the same decline. As an organisation whose product is "it's people" it has mutated to a Finance organisation backed up by a large "market spin" group.
Take a look at the number of staff surveys that are done and the typical executive response of ignoring the "elephant in the room". Take the survey and spin the hell out of the good points and don't address the hard ones.
Take a look at the programs it has going. All good spin but no substance. The Ethics Awareness programme. IF you have an issue that you consider is of an ethical nature, raise it with your manager....who generally can't do anything about it and so it gets "ignored".
The company reduces costs by reducing staff and investments in it's "product". It has lost leadership and the desire to make this a great company. As it once was.
Leadership now is all about the AMIPS and executive bonuses for meeting targets such as "reduced costs". There is no investment anymore in people and absolutely no management.
When I woke up and saw the decline in this once great company, I stumbled on the Cassandra blog and was made aware that the problem was not just limited to Australia, but it was a worldwide issue coming from the culture at "the top. The Cassandra blog has some interesting opinions on the behaviour in this organsation.
The only way this is going to change is if it starts at "the top".
I have been working with CSC for 10+yrs and still do. I've found it a great place to work. Training has never been a problem and has actually been encouraged as we have to meet targets for how many employees are certified.
I agree with the survey, management and cost reductions comments but i'd think most companies would have these same pressures/issues?
That said, it isn't the company it used to be.
I have worked for 4 and half years with CSC.
I believe its a great place to work with than any other companies.
The employee benifits are very attractive thana any other company will give. some includes like OYT(loan for car without intrest), OYC, Sabbatical leave etc.. no other company will give such..
And formost, technical improvement is very good with kind of training seesions conducted and also online training meterial provided in CSC portal.
Now CSC is growing in all cutting edge technologies like taking the initiative of Cloud Computing. As part of it established its 12 Could Data centers across the world and builded its own cloud labs..
In Single line, in future CSC will have big forecast and also become most admirable company to work with.
As a newby to CSC ( just under a year), I am amazed how the company survives, the inter politics and close protections of there own groups, is stopping CSC EMEA N (UK) from moving forward from the old ways. Until this is corrected CSC will continue to decline.. As for my experiance at CSC open promises, lack of training , Travel ban.. where will it end...
This company is a joke. No-one is allowed to travel unless it is chargeable to a customer, so all team relationships and management are losing out. You are still pressured to move around the country, network and stay in touch with your colleagues but will be told to pay for it out of your own pocket, being told it is 'investing in your own career'.
Everyone lives in fear of hitting the dreaded 'redundancy red list', so chase around for billing codes and billable work constantly, irrespective of whether they are qualified for the work they volunteer for.
Every penny is owned by the customer accounts who are dinosaurs who refuse to get involved in changing the way the company works.
No training, no travel, no bonuses (just $14m for Mike Laphen), no pay rises, no strategy. Plenty of upward-managing bullies though.
Mike Laphen gone
Thank goodness the Board of Directors removed Mike Laphen before he managed to completely destroy the company. Let's hope they show a bit more care, attention and common sense over the choice of his successor than they did when choosing him.
It's becoming shameful to be a CSCer. There were times working for CSC was decent but now it's a shame spiral. No training, no goals, my manager in the system left months ago and was never updated.
One crisis after another. Everything is fight fighting mode and zero strategy.
I was amazed at the opening statement of this blogg about the ex head of BA often crying because of the treatment received, from my experience this is a case of what goes around comes around, there were three complaints of bullying against this individual all of whom were eventually paid of including a pregnant woman and a man nearing retirement. If you survive in a bullying organisation by behaving in line with the culture you really cannot claim to be a victim later.
I do have to say that as a customer of CSC, I saw the above at first hand and do still witness manager yelling at their staff in our offices, we have complained and then we receive the appology, probably not the right direction for the appology
To the last comment.
I think you might be confusing the statement about the ex-head of BA Procurement. That is to say British Airways Procurement. She joined CSC to head up Euro Procurement but left after a short while due to bullying.
Thanks for your other comments.
Editor
Have you not looked at the 10-Q filling on CSC's web site? Look at the letters in the final pages of the report. Shameful example of paying double the salaries to two of Laphen's direct reports regardless of performance.
Training not cancelled you just have to 'justify' it......
Andy Williams marched out of the offices last friday...
His laptop not with forensics in the uk re the reporting issues
so the Finance Director of the Nordics in 2010 to current date, is moving to Sydney to take up the role of VP Finance & Administration for CSC Australia. Is this a promotion or a sideways move? What part did he play in the financial issues plaguing our Nordics region? Did he expose them or was he part of the problem or a quiet bystander who didn't call out our unethical behaviour? It would be freshing if our company treated us with more respect and told us what' s going on.
Great company trying to get through challenging times.
The bullying culture in CSC is now exported to India.
After female staff left the UK due to gender and sexist bullying a few years ago, the management at CSC still do not support bullied staff.
http://www.prweb.com/releases/2012/4/prweb9418567.htm
Computer Sciences Corporation Sued for Pattern and Practice Gender Discrimination and Harassment
Former High Level Executive Alleges That CSC Fired Her For Complaining About Gender Discrimination and Harassment
. At a time when our nation is debating the role of women in the work place and the issue of gender equality, Ms. Roeser’s lawsuit addresses the challenges faced by women employees, including the biases and stereotypes that exist in many companies.
Los Angeles, California (PRWEB) April 18, 2012
Today, a former employee of Computer Sciences Corporation (“CSC”) filed a gender discrimination and harassment lawsuit against CSC. The Complaint, which was filed in Los Angeles County Superior Court (Case No. BC482993), alleges that CSC, a multi-billion dollar company which provides information technology and business services to companies throughout the world, routinely paid women less than men and denied them higher-paying and more prestigious positions. According to the Complaint, CSC has a practice of retaliating against women who complain by demoting or removing them from their positions, withholding their pay, and/or firing them.
The plaintiff, Anne Roeser, was a high level executive at CSC, who, according to the Complaint, was subjected to pervasive gender discrimination and harassment by some of the Company’s Indian male executives who did not want to work with women and who openly stated that women should stay at home, take care of their husbands and raise their children. These Indian male executives, the Complaint alleges, were openly hostile to women, they made sexist and derogatory remarks about women such as calling them “girl,” “blonde,” and “white woman,” they demeaned the jobs held by women, saying, for example, that one high-level female executive’s job was merely to take clients out to lunch and go shopping with them, they refused to communicate with women about substantive work-related issues, and they behaved toward women in an aggressive, condescending and intimidating manner.
According to the Complaint, when Ms. Roeser complained about the gender discrimination and harassment and the alleged illegal conduct in which some of these executives were involved, she was demoted, denied earned wages, otherwise retaliated against, and told to stop complaining. When she continued to complain, she was fired. The Complaint alleges that among other illegal conduct, Ms. Roeser complained that the Company’s off-shore Indian employees engaged in over 6,000 instances of illegally accessing the private health and financial information of the patients of one of the Company’s largest health care clients in violation of HIPAA, the California Confidentiality of Medical Information Act, and the privacy rights of these patients.
Commenting about these allegations, Ms. Roeser’s attorney, Andrew H. Friedman of Helmer • Friedman, LLP, said, “Unfortunately, the glass ceiling really does exist at many companies. Hopefully, lawsuits like this one will shatter that ceiling and enable women to reach the same levels in corporate America occupied by men.”
Ms. Roeser’s other attorney, Michael D. Seplow of Schonbrun DeSimone Seplow Harris, Hoffman & Harrison, LLP, commented, “At a time when our nation is debating the role of women in the work place and the issue of gender equality, Ms. Roeser’s lawsuit addresses the challenges faced by women employees, including the biases and stereotypes that exist in many companies.”
If you have knowledge regarding Anne Roeser's allegations that she and other women were discriminated and/or harassed at CSC because of their gender, Ms. Roeser's attorneys would like to speak with you. Her attorneys would also like to speak with anyone who complained to CSC's Human Resources Department and failed to receive a satisfactory response.
Ms. Roeser's attorneys are:
Andrew H. Friedman afriedman@helmerfriedman.com
Helmer • Friedman, LLP
(310) 396-7714
www.helmerfriedman.com
Michael D. Seplow
mseplow@gmail.com
Schonbrun DeSimone Seplow Harris Hoffman & Harrison, LLP
310) 396-0731
www.losangelesemploymentlawyer.com/
There is an interesting omission from the normal list of senior CSC roles on the CSC web site. The one that is missing is that of Corporate Vice President for HR. Until September 2011 this role was held by Denise Peppard who seems to have vanished. Why after just 18 months at CSC has Ms Peppard left? Why has not public statement been made about this loss of a very person at a very significant time for CSC? Did she jump? Was she pushed? Did she see the bullying and micro-management reported on, and gave up?
reference the post on 23rd January, to be fair, the ex Finance Director of Nordics was brought in to locate, and then cleared up, a lot of the mess there.
I can confirm your suspicion of asked employees to work longer hours and no compensation being offered. You are never noticed unless you start fires. This is a good ole boys network and you aren't in it. Managers very guilty of this tactic are well known as high up as the CTO. As long as they bring in $$$ though they tend to look the other way. You are constantly pushed into areas where you are completely ignorant, billing the client as if you were a professional. Asked to lie about your experiences, and just make it happen. This business model cannot persist. I am waiting for a class action lawsuit against CSC for this conduct that will be the final nail in their coffin.
Adding to the above point made, they often pass around answers to certification tests in order to sell their employee's as certified and avoid an official costly training course. They can change top dollar and delivery bottom of the barrel service.
Plus ca change, plus c'est la meme chose. I worked for CSC when they took over the flight test contract at Edwards in the 80s. Was fired in the 'Peace Dividend'. There was a low level manager who would come in and say 'I want to %%$# you' or 'I want you to suck my ^@#@' to the women employees. When they complained, the response was, 'Its his culture'. Ah well, gotta love HR after that one. Age has given me the knowledge HR exists solely to maintain the company, not deal with the employees.
Best was I was working on some high frequency data for the B-1. It literally took 3 days to digitize the data, we were sampling at 10k per second, usual data rates were 20 per second. So we had to come up with entirely new ways to create the data. But, the 3 day threshold before I could run the plots was not one we could shorten. The Col in charge of our building had the idea that all data be out in 24 hours. I told my boss, ain't gonna happen. So he tells the engineers it will take 24 hours. They came to me, and well, its pretty much he lied. They didn't like it I would not lie to the engineers.
When I did RADAR calibrations before that, one of the guys (same low life above) and his boss would change the data before it was printed on the computer. This printed output was put in the reports. Look at the printout, matched the reports. But that was not what was crunched. We went up to the RADAR one night and hooked up a computer and ran the program straight off the RADAR and got way different answers for the calibration that was published. No doubt this is still going on 30 years later. But what the hell, who cares if a flight test RADAR is calibrated, right? (So when they asked me NASA is wondering why their Shuttle orbit data is dozens or more miles off from the Edwards data....without correct coefficients you couldn't find a problem).
As I see CSC come up in the press with another scandal, from not paying for overtime and forcing you to rewrite your time card, they were doing it 30 years ago.
Why the US Government or anybody else would hire them, well. Work for them, after a while you find promotions don't exist. Wages pretty much stagnate.
I am currently being redeployed and it is and has been an horrendous time so far , utterly clueless HR and resource management ,no jobs in Uk. Now closing 4 sites with 808 souls being displaced , and then on top of all that VR for 170, maybe short end of straw. Overall 1/ 10.
Is it true that are CEO has a pension of $81000 per month ?
And why has the new one got 100000 shares , so soon but there is no money ,no travel (again) ?
CSC India is no better .Neelam gil malhotra has no idea what she is doing ...thankfully her role has been reduced recently ...CSC Inda can do better if they replace her with an able HR leader
I worked for Mike Laphen at ISD Moorestown NJ. It was a good old boys network. Fortunately, I was in it for a while thanks to Bill Hoover's patronage. When Van Honeycutt took over, it was a new old boy's network and I wasn't in it. I saw first hand corruption with a number of retired military types taking over contract bids to their old commands. It was obscene revolving door corruption. They hired their military colleagues who were drunks and preyed on female employees. The biggest fraud was the JCALS contract. The management of that was incompetent but so was the government contracting agency. So everyone got a piece of the pie. Only the taxpayers got screwed. I left in 97. What had been a great place to work at in the early 90s deteriorated rapidly. Of course I saw the same deterioration at RCA which is no more.
Hi guys, i have just been offered a job at CSC (UK). I will be starting on the 29th April & after reading this i am a little apprehensive! Can someone please update me on what it is like/possibly have worked there previously. You can leave your message on here or contact me via 'Kik messenger' which is free to download/use. My KIK ID is 'Kikit112'.
To Anon from 14 April @2045
I suppose it depends on which account you are employed on, but in the main , the disaffection is company wide in the UK. Not very many happy bunny s , if I were you I would start looking elsewhere now. I think the company will be broken up and sold, or raise te prospect of a merger , to heighten the share price ( just like Misys). As most people I know are looking for the exit !
From early 2013, CSC Australia has retrenched more staff, based mostly in what they earn, to meet the numbers required by CSC USA. The staff is being replaced by staff in India at the best, otherwise is left to whoever is left to pick up the pieces. Quality of service anyone?
Due process? Accountability? (sorry, the person who did this job left CSC). And HR Australia is staffed in India now...
Worked for CSC for 16 years, intially was very good whilst on site, as soon as a staff memebr is not on site anymore they become invisible and an annoyance as the revenue stream above their head disappears.
All changed in 2000 after the hostile takeover bid by Computer Associates, the then board promised shareholders a guaranteed return. This is when benefits started to be eroded, promotions virtually ceased and pay rises became negligable.
Had to return the CSC mobile fphone in 2003 and had to use personal mobile for business related calls, by 2008 could not expense the calls from a personal phone and could not get a company phone.
Always raised blanket ETARs (Travel Requests) for flight as the same routewas taken each week on a long tem assignment, this was stopped and had to raise 1 ETAR per week and submit 1 expense claim per week which is a massive admin overhead when already busy travelling to a client site and working for that client. The people at CSC who come up with these crackpot procedures has obviously never travelled in their careers and the rules imposed on those that do are unworkable and ridiculous and give the employee a massive admin headache.
Training became a 4 letter word shortly after 2001, and was virtually non existant after 2006.
CSC let people teach themselves a new skill (java for example) with the pomise of a bonus when creditation was gained, the bonus equated to around 200 quid and the cost the employee paid for certification was 250 quid nice incentive there!!!!
There is a dirth of middle managers doing absolutely sod all except for dictating silly rules, like people return from site the employee is reminded how many hours their contracted hours are and they must do that number of hours. No mention for the unpaid extra hours these people do each week on site with NO recognition. If a weekly timesheet is submitted with 15 minutes under contracted hours the employee is soon contacted. But when a number of consecutive 50 hours timesheets are submitted nothing is said.
The long awaited CSC restructure is due and lets hope that all these useless middle managers are culled ruthlessly.
There is a rumor that CSC is now associated with a person who owned a consulting company in Cleveland, Oh located downtown. This person has been in Crain's Cleveland Business several times for tax violations. He quit paying his employees and committed fraud by not depositing 401k money that he withheld from their paychecks before he quit paying them entirely.
CSC while paying their chairman $24 million are in a 3rd lot of redundancy. 720 on top of 1000 already gone. The media haven't cottoned on to the fact that they are off shoring uk work to India and cheap labour camps in Europe. HR are sham, selection is malicious and based on manager opinion. The VP and CEOs of this nasty 3rd rate company should be ashamed of what they are doing - which isn't running a blue chip company, clearly they cannot do that.
Mike Lawrie Is.a charlatan. He is ripping out the beating heart of the company to hit a headline figure of head count reduction for the stock market and personally benefiting from the hood winking of the market. Teams with healthy amounts of work on the books are being forced to lose talented staff. The selection process for CR is wide open to abuse. Most of the people selected are those newest to teams unless its a graduate on a low wage with less experience, in which case such colleagues seem to escape the cull. They are paying lip service to helping redeploy staff and the external HR people who are supposed to help staff under CR consultation find roles are actually advertising any roles externally and paid a big fee if they fill a role with an external person. Interviews were already lined up for externals before the roles were advertised on the flakey internal role website. CSC seem to be getting away with transgressing UK employment legislation. I know of cases where the selection of who is going is blatantly wrong, where certainly some of the most productive team members have been chosen. The process has been rushed and I can not see service levels being met in the coming twelve months. Just watch the share price dive when clients walk away. The very people CSC said it wanted are being given the bullet. Those that moved role in the last year or two to gain new skills are the ones generally selected. Complete and utter madness.
Should we really be surprised that a company which has mis-managed itself into a swan dive, is also mis-managing it's redundancy & restructing programme?
There are a multitude of companies run from corporate America which seem to think people are just "costs", and that we exchange our time & knowledge for pay.
Whilst I understand that keeping a company lean so that staff have a healthy fear of job loss is a motivating factor, and can increase productivity, on it's own it engenders collective fear, low morale, and eventually defeats the object - when the threats are exhausted, there is nothing left to motivate and productivity plummets.
In order to counter this, you also need positive motivations such as:
Reward & Recognition
Positive Work Culture
Staff Engagement
Training
Communication & Collaboration
A business is a system, and if it isn't properly maintained, key sub-systems will start to fail.
CSC & like-minded corporates need to wake up before they become pariahs.
I worked for this company in Europe, and as others have already alleged, it was dire. As a female employee, we were sexually harassed from the moment we walked in. I know where one woman had a 'betting book' opened for her...to see which Sales'man' (no female sales people, of course) she would sleep with/be seduced by first. There was another woman who became pregnant by a married Director. It appeared as though if you were a male, in senior management, you had a (company given) right to pursue any female employee for your personal whim.
I was constantly sexually harassed, and because I wouldn't succumb to their advances was eventually bullied (by both male and female staff). I think the female bullies were the worst; because I was upsetting the status quo of the organisation and they feared losing their jobs/status/popularity. All in all, it was a horrific place to work.
Even the story of CSC India Management after restructuring is worst then ever before. Its more like a same old pig in a a new getup.People in various teams are leaving the company and their issues/concerns are not taken care off. Many of the positions are filled by the L5 person blindly by assigning Near or Dear ones who have no knowledge or have a bad past.
Due to this idiotic activity many experienced resources are at L8 and the juniors or people with less relevant experience became the leads. Here also leadership positions are getting filled by female candidates due to some unknown reasons or many a times manipulations are done.
This company is a big time crap & it was known in the IT world for its ill practices and after restructuring it became famous in its mismanagement, corruptions & fraudulent activities.
Experience with CSC NCMMIS Project Raleigh
I worked in the project for 4 years.
And yes all the time carrying my identity that I am a female. It was a great experience, although born in 1980s, I felt transported to medieval ages, Victorian patriarchy and animal capitalism cocktail.Racism, Sexism,Ageism taken to an extreme. Gender profiling is not a crime is the way to go. Indian managers and American managers guarded their territories in which females of any ethnicity were mere pawns to be traded or something.The work allocation was blindly gender based. The management was 100% male and the behavior of very senior male managers was outright unacceptable. Any old white guy is a scientist and if the female is young she is to earn money to shop. The culture was so derogatory, I felt I live in Taliban, Afghanistan or some other country infamous for barbarism towards women. Its hard to believe that such forces exists in 21st century America. I am shell shocked.
Watch this
http://www.nbcnews.com/video/nightly-news/50749586#50749586
I have just left CSC and can confirm in a lot of cases , all of the above, biggest issue is not just the large redundancies , which obviously dilutes the knowledge base, but talking into account the last couple of redundancy 'rounds' the issue of 'qualified' staff and the serious lack of ethics there will not be enough 'operationally qualified staff " to support any of the accounts and that also includes the high level restricted or secure sites around the world in any of the regions , I can't see CSC lasting as a proffessional company any longer than twelve to eighteen months
Well I've been at CSC for over 14 years and I've seen a lot of crap.
I've had 3 Female staff report on a staff member for sexual harrassement and nothing be done = actually they got picked on and their life been made hell until they quit. The one that did stick around finally got made redundant.
The redundancies that have been occurring for the past 18 months are ridiculous. Australian staff training O/S staff to take their jobs. How is that legal or fair.
Senior Management having no idea and making random ppl redundant all the knowledge left - ppl not recognised for their contribution and treated like crap - and shown the door when they were the ones helping CSC win business and keep clients happy.
CSC is making all the ppl redundant that are smart and have a work ethic and keeping all the dumb ppl - the ones that sit on their ass and do nothing but surf the net and check their golf scores or work on their renovations of their investment properties.
How is it fair the worker that was great / stupid enough to work 37 hours straight get made redundant and the employee who does 3 jobs a day if that and gives everyone around them the shits gets to keep their job.
CSC Senior Management have no idea and don't care about the workers / employees only about the bottom line and making the share holders happy. You are delusional if you think any other way.
CSC expects and is getting it granted - staff coming to work day after day - not knowing if they are going to have a job by the end of the day. All so some ass wipe in the USA can get his bonus.
The company is going to shit - and senior management deserve what they get - a company that has staff that have no idea and no knowledge and need everyone else to wipe their ass or teach them how to do their job.
Hopefully they keep getting rid of the smart ppl - so the can stop being driven insane by the dumb ppl they have decided to keep.
Find a another job dude! Why you bother with CSC. You cannot get job outside, can you?
no shit...
I worked for CSC Australia for 6 years from 2006 to 2012 which is when the redundancies started. I moved off to a different organisation and was so glad that I did. All of the concerns and complaints listed here about EMEA are exactly where CSC Australia is now (and has been for the last 12-24 months). I still catch up with some old colleagues and was told that Branko was in town today issuing more redundancies. I can't believe that nearly 2 years down the track it is still going on and still so constant. One person mentioned that 1 day on the bench makes you eligible for redundancy right now. I do wonder if this is a storm that CSC will actually be able to weather...
We put in shoddy solutions, for global companies in the UK - everyone involved knew they were bad. They were not fit for purpose, and we were told to cover it up when the companies probed with the correct questions as it "would open a can of worms". Basically through CSC cost cutting and really bad project management (not using project managers, and ignoring the experts we had in house for a cheaper solution). We told them, they had only paid for a bronze solution. We didn't have enough staff, and the ones we did have were bordering on nervous breakdowns. We were disciplined for making mistakes, but put out of our comfort zones, and had to rush everything we did. When we asked for more staff because we were at breaking point, they cut more jobs.
We are crushed by our hideous management, our clients deserve better
Hi,
I worked in CSC India for 4.5 years and had a horrifying experience with Indian Management.
My working hours were 9 PM to 6:30 PM but I was asked by one of the Project Managers (PARAG SARIN) to work late. i told that I use CSC bus to reach home in evening and so i leave on time like my colleague GEETA SHARMA. He told me that if I ask her to stay late he being a girl will start crying. The other manager PAWAN KUMAR SWARNKAR declared in team meeting that we do not know who is doing what we only know who is staying late in office. We will promote only those who stay late in office. When the Manaegement wanted to decrease strength MOHIT YADAV (another manager) told me if you stay here "YOU WILL GET FRUSTRATED YOU WILL NOT GET PROMOTION YOU WILL NOT GET APPRAISAL YOU WILL GET FRUSTRATED".
MANAGER "PARAG SARIN" told me during my one to one talk at time of appraisals "GO TO US AND VISIT PROSTITUTES". HE USED TO CALL MY GRADUATION COLLEGE OBSENCE NAMES IN HINDI (JAGRU COLLEGE OF ENGINEERING) AND PASSED OBSENCE REMARKS TO JUNIORS (PAPUU , PAPPLU). AT THE TIME OF TESTING POLICY CHANGES I TOLD MY MANAGER THAT THIS NEEDS GRETAER TESTING AND A MORE COMPREHENSIVE TEST PLANS, HE DIDN'T GIVE HEED TO ME. AND WHEN THE CLIENT SUED CSC FOR THE DEFECTIVE SOFTWARE, MANAGER PAWAN KUMAR SWARNKLAR BLAMED ME FOR IT SAYING I DON'T TAKE OWNERSHIP.
IN MY APPRAISAL REPORT SUMIT KUMAR (SENIOR MANAGER) USED TO SAY THAT I HAVE POOR COMMUNICATION SKILLS, I GET INTO DETAILS OF THINGS AND DONT HELP OTHERS. THAT WAS TOTALLY UNTRUE BECAUSE I TOPPED CBSE BOARDS - DELHI IN ENGLISH AND I USED TO HELP MY JUNIORS AS WELL. SENIOR MANAGER SUMIT USED TO COME TO MY SEAT THAT DONT WORK THAT HARD WHILe THE NEED Of THE HOUR WAS TO WORK HARD AND GET THE ISSUES RESOLVED. PARAAG SARIN USED TO SHOUT AT YOU WHEN YOU GO TO HIM TO DISCUSS A TECHNICAL ARCHITECTURE ISSUE. HE WAS THE TECHNICAL ARCHITECT AT THAT TIME. THEY USED TO BLAAME ME THAT I DO NOT SIT ON MY SEAT WHICH WAS UNTRUE. THEY USED TO GO FOR HOURS OUTSIDE FOR LUNCH DAILY DURING OFFICE HOURS AND SOME USED TO GO OUTSIDE OFFICE FOR SMOKING EVERY HOUR. WORKING IN THIS SHITTY ENVIRONMENT FOR MORE THAN FOUR YEARS LEFT ME INTO SEVERE DEPRESSION AND ANXIETY AND I LEFT THE JOB IMMEDITATELY..GIVING 18000 TO COMPANY...
CSC board and CEO are looking to squeeze every penny out of the company before they jump ship. Long term health has been sacrificed for short term stock gains. The CEO and team have cut every possible employee benefit from healthcare to vacation to try and boost the share price. Why? Cause the CEO and his team are dumping tens of thousands of shares to boost their own bottomlines. The is no respect for the employee or their quality of life. Don't ever work there. It's a career move that will result in a life sucking abyss from which you'll never escape.
I have worked for CSC more years than I remember, just to say it is more than 20 years.
The company used to be regarded as a good one to work for: not now. Roy Nutt, Fletcher Jones and Bob Patrick, would be disgusted with what their company and idea has been turned into, if they were all still alive.
When CSC was floated on the stock exchange, shareholders were interested in returns but also ethical business.
With the financial accounting practices under Laphen, I am surprised the major shareholders did not sell all their shares.
A takeover bid was made by Computer Associates in 1998. Van Honeycutt, the then CEO, fought to keep the company independent and afterwards launched a share buyback policy, so that CSC would be a major shareholder, to stop any future hostile takeover bids.
This would not be the case today, ii would have been sold to the highest bidder.
A press report was made at the time that stated:
"Honeycutt was proud that Computer Sciences was objective in its analyses of its clients' needs, whereas he viewed Computer Associates International as a vendor that always tried to force clients to fit the services Computer Associates International itself had to offer."
Pre Laphen era, we would receive regular letters and emails from the CEO, thanking us for out work and contributing to the success of CSC. This was such a moral boaster, it made people feel they were valued.
The ethos of what the company was meant to be has been lost. Laphen should never have been CEO, and was the worst decision that was ever made in the company's 50+ years history. Through his leadership the company died. In its place is a company that would be alien to the original.
There are three major swear words in the CSC vocabulary, they are Equipment, Training and expenses that is funded by CSC.
We are a computer company that are supposed to persuade our client to buy the latest equipment, buy how can we when have no idea of its benefits as what we use would have been scrapped long ago by clients. To get replacement kit we normally have to reuse ones that the client has given us to scrap.
One example was the time recording system. It was only replaced by a computer based system, instead of phone based recently. We were laughed at by the client and competitors as being a large global IT company that still used a phone based time recording system instead of moving to the digital age.
For CSC to survive it needs to go back to the old ways and not constantly trying to reinvent its self, this has happened some many time, I have lost count. They try an new idea, find it is crap and go back to the previous one. I no longer take notice of a change to the way CSC is run, as I know a few months down the line, it will change again.
Bill Hoover, our first CEO, had a saying "Part of it, Proud of it" The company used to see its employees as its greatest asset. This is no longer true, we just get in the way of "increasing shareholder value"
People joining CSC in the past were told it was a great company to work for. Today the exact opposite is the case. I agree with previous comments. HR is there to support management and not the staff. The current management put policies in place to reduce the cost of staff, stating its to make the company viable. Total BS.
If CSC was run as it was before, the Laphen era, they would see a huge improvement.
In the past we would have not suffered the issues that have been with the failed UK NHS contract. The pre Laphen CEO's would not have let that happen, they would have sent a director down to manage it, as they did when Bill Widmir managed the new UK Aerospace contract.
CONTINUED IN MY NEXT POST
CONTINUED FROM PREVIOUS POST
Things are so bad, they are reducing the number of building they own and are leasing instead. Half their huge European HQ is being leased. Hopefully the new CEO, will have studied CSC's history and bring it to what it used to be and stop the massive layoffs. In my opinion, he is also only in "increasing shareholder value". Inexperience and cheap staff will not improve the company or its revenue. The new logo is apt and has been referred to as CSC cutting corners. Lose its skilled employee at it peril. The path that CSC is going down, it will not exist in any form, 10 years from now. I am lucky, I will have retired by then.
I could put more in, but this is not a place to publish a Novel.
COMPUTER SCIENCES CORPORATION
RIP
New CEO Mike Laweri sucks. He is greedy person who can do anything to make sure he keeps on getting his bonus, even if CSC goes bankrupt. He is demoting employees incorrectly on the name of re-org, a gimic for salary cut in 2015. Shame on you Lawre.
They do not honour their employee contracts and ignore English employment laws. In 2010 they withheld payments to wages. After being taken to a tribunal and two appeals which they lost, they still haven't paid up. Apparently this $2 billion profit, 74,000 employees in 70 countries, doesn't have the time to complete the paperwork. Managers are total rejects and wouldn't last 5 minutes in a proper company. All the bets ones leave on transition or very soon after. http://www.employmentcasesupdate.co.uk/site.aspx?i=ed15623
I have worked for CSC for over 10 years and their Managers are Racist and Bullies, made my life hell
As a disabled US Veteran, I was let go because of my disability.
One of my disabilities is bilateral hearing loss and Tinnitus. My work was 100% phone work hosting SRT (tech calls)in a Major Incident Manager position. Mistakes were made due to not being able to understands some of the infomation being said on the calls. Some mistakes were made due to my hearing issues.
I worked for CSC from 2010 until 2011 in the save position I had worked for the previous company during transition to CSC. When the mandatory employment 1 year commitment from CSC was up, I was forced to find another job with CSC at half the salary doing the same job, but for a different area of CSC. My position was MIM (Major Incident Manager)working remotely under Debra R Brethauer and Jay Adams. This position lasted one year. The position was truly a sweat shop, where breaks and lunches were not allowed unless you had just finished a call, even then, it was ok to only go make a sandwich and bring it back to your desk. Any time off for religious purposes was not allowed (Ash Wednesday). Rotating shift work with sporadic rotations daily and weekly from day shift to graves to swing shift. Some of the shifts were 8 hours, some were 12 hours. shifts. Being terminated by this department was truly a blessing. Although it was 6 months before I could find employment, and exhausted $40,000 of our retirement savings to stay afloat, it was well worth being let go and probably saved my life by eliminating the high amount of stress and unnecessary badgering and harassment. God have mercy on their souls, providing they still have one and after selling out to the devil for promotions or money at the expense of fellow workers and veterans.
Oh Yeah, on more tip.
RUN LIKE HELL!!!
When CSC was first introduced to our company,we were very positive about the promises and weren't sure exactly how things would turn out in the end. The incentives to sign up with CSC, all looked good, with a $10,000 annual increase (see my earlier post about CSC terminating a disabled Vet.)
My advice is this, the moment you hear your company is looking at CSC 'to take the menial work off shore to free you up for more important things, RUN LIKE HELL because your days are numbered and so is your mortgage and family. It truly a case of rape and pillage. You have less than a 1% chance as a US employee, of staying with CSC after the 1st year is up. This is my opinion, I just wish I had known then, what I know now.
No doubt about it that CSC is a terrible company to work for. To CSC their people are regarded as lower than dog meat. In the end we are IT professionals. Keep up your knowledge base by taking classes on your own at a community college or check out free or low cost IT training. If people are not happy there just leave. In the 28 months I worked there it affected my well being. Getting laid off was a God send. If people left and let it be known how horrible CSC is then that's the best you can do.
Ex CSC Malaysia,I joined CSC Malaysia as a Operations Manager. I was recruited via a Human Resource company named Manpower. I was interviewed and hired by the Service Desk Manager, at that time a Middle Eastern man on secondment from CSC Canada. He was assisted by 2 local Indian Senior Managers.
The 1st month went well as my team was going through training. We gradually moved into production when issues started to arise due to shift work. Usual issues were attendance and timeliness. We were doing well as we had the opportunity interact face to face with our clients. I established a good repoir with the clients during their stay in Malaysia. It was even communicated to me personally by the Service Desk Manager and American Account Delivery Manager what a great job we were doing.
In the following weeks things started to take a turn for the worst despite me being at work everyday. Due to 3 or 4 delinquent individuals in my team things declined rapidly as others had to pick up their slack. I consulted the Night Shift Senior Manager with my concerns and was advised to send out termination warnings to those individuals.
In months to come, stories about the Service Desk Manager and his 2 Senior Managers came to my ears. They played favouritism among their OM's and pitted one against the other. How all 3 were involved with multiple female employees. They exchanged information about current and incoming female employees within themselves using CV's. They conducted 1 on 1 sessions with female employees to get close and probe them.
Manpower recruiter told me tales about the Canadian Service Desk Manager getting drunk in pubs and starting brawls. He was a big guy and had a bad reputation for his temperament. He intimidated everyone at work with his big build. Strong rumours about the Canadian Service Desk Manager taking kickbacks from Manpower to retain them as first choice recruiter.
On month 6. Manpower informed me via telephone not to go into the office just before my work evening as a 360 investigation was being initiated. This lasted 1 week. After which I was asked back for formal meeting with HR present. Canadian Service Desk Manager and Night Shift Manager fired away their findings and never gave me opportunity to speak. After which I knew it was pointless and decided to resign.
Prior to the meeting CSC customer contacted me outside of CSC and asked why I left abruptly? I asked what he was told by CSC? CSC told him I resigned due to personal issues! This was even before I attended the meeting.
What the Middle eastern Service Desk Manager never knew was the Night Shift Senior Manager had been blaming him for all the problems within the Service Desk staffing.
He would say F**K N***H, when I was speaking with him privately in the ground floor office during working hours. This is all his fault! He never let's his Managers get involved in the recruitment process. He just accepts all the rubbish that Manpower sends and we managers have to deal with it. The Night Shift Senior Manager also advised me strongly to stop entertaining the visiting clients. He said they can GO F**K themselves for DINNER! I was taking the visiting customers out for dinner during the permitted break times. I felt bad because nobody would help them. It was midnight and how would they know how to get decent food in PJ? Anyway they appreciated it and that is all I care as a HUMAN BEING!!
It was only later outside of the company, reasons were revealed to me by someone close to these 3 guys about my persecution. I was becoming too friendly with certain male employees which they did not favour and wanted to get rid off. Also becoming too friendly with female employees and were worried I would ruin it for them. I asked this person why 6 months? Why not earlier if that was the case? He said that Manpower had to get their finders fee 1st!
Bullied continually by boss in HR. No comeback as they were personal friend of UK HR Director. As an organisation specialising in outsourcing - our team was outsourced - it was managed so poorly that I heard about it by eavesdropping on a conversation between two colleagues in the pub. I was outsourced, never looked back. Awful time when it could and should have been an amazing company to work for.
Bump
Forgot to add on my last post, as I worked for CSC for nearly 19 years, I have gathered a lot of information, if more is required, just ask. If anyone else was fired due to being disabled, please post. I will also post the results of CSC's legal action against me. The laughable part is CSC has issued the action in the high court, in London, UK. They have got no hope, as with my disability, I am not permitted to travel that distance. I will be launching a Website that will have all the details. The address is vilecorp.com.
and now it starts again... 700 plus people (sorry pieces of trash) are being discarded. 50% of certain groups with their jobs being out on job sites already and no opportunity to apply for them internally. Watching this carefully as can't progress legally until its been confirmed I'm at risk
Do you know on the 11 June at Chesterfield CSC GIS are interviewing potential apprentices to fill technicall vancancies? If you have any doubts ask GIS Global Service Management Capability. Funny no one has officially been made redundant so how can technicall staff be replaced already? CSC an honest company?
A USA Experience... Females always need to carry a phone with them. From 2011 to 2013 i worked in CSC's SAP division as a young female consultant. After taking enough sexually charged texts and comments about "being the only hot one on the project," i left CSC. This was besides the short fused partner who blew up when someone used the wrong font. I got used to working with drunk/hungover colleagues, drugs stored in the rental cars and requests to lie to the client about project status. When I complained to HR about my manager and he found out, he made threatened me with things i don't ever want to repeat or say again. This horrible company did not provide any of their promised training when i signed on. We were routinely expected to work saturdays and sundays, but I did not go in for fear of harassment in an empty office. there were even rumors of csc management and clients going to an empty office and.... Maybe if they didn't spend so much expense money on sex, drugs and alcohol, they could afford a woman who wears clothes and can remember where she slept last night.
We are part of CSC Australia, we don't have any issues from the Managers, but some of the team members are bloody rude and discriminating.
We are working for one of the Huge SAP Projects belongs to Australian Federal Government, we got huge team at client site, one of our CSC ABAP programmer, she is bloody rude, discriminate people based on their origin, also she abuse most of the team members every where regardless of their origin, I surprise how she is in the in team and in the project since 3 years.
And she is not a great programmer either, we have great programmers in the team they all are very good with the subject and behavior with every one.
Worked for CSC for 3 years in the U.S. Made constant complaints of harassment about my PM to 4 different Business Managers and nothing was ever done. Left the company after being put on anti depressants for the daily harassment and filed an HR complaint with the HR in VA, then magically I had a timesheet fraud claim put in on me. HR never did a thing, that same PM was moved to a PM position in office.
I was constantly told to use my looks to get other teams over to work with my team because I was "hot". I was told I wear tight pants to get Men to do my work for me. I was told that the only thing I was capable of was answering the phones despite letters of recommendation from the customer for my work.
This is a good old boy company that feels they can harass females any time they feel like it and retaliate against anyone that complains. It was the worst time of my life working for them.
Damn, CSC is buying UXC in Australia.
This isnt looking good for UXC employees if this is anything to go by.
In US worked at Falls Church HQ supporting L2 of large division. Nearly all new employees leave within 2 years. Laid-off workers get 2 weeks severance in US. Medical benefits end immediately upon layoff.
I was close to senior management of company (L2 & L1). They all thought of employees as a drain on their money. They all demanded more 15 hour work days. This company is the worse company to work for in the Washington DC market. Sounds like the world after reading the comments.
There is absolutely no benefit to working for CSC.
DITTO! CSC is a puppy mill. They will fire(aka. RIF) you right before any large commissions are due. They will use and abuse EVERY employee...I managed large accounts and worked very close to L2 & L3 personnel, they will lie and do their best to NOT pay you. I have worked at 3 CSC competitors prior to be oversold to come here, NEVER have I seen the horrible treatment of employees and lies like here.
STAY AWAY and sue if they mistreat you and/or try to NOT pay your bonuses. Many lawsuits are underway and currently in process.
Run Away and run fast. Please do not let this company take over your IT Infrastructure, they are incredibly incompetent. The help desk is awful, level 3 techs are the equivalent of the keystone cops. They have no idea how to set up an Active Directory Structure that makes sense. Forget about group policy or the logical use of OUs. Project Management is a joke you'll be lucky if they are only 12 months late.
Only a fool would hire this company and only a bigger fool would work for them.
http://www.paed.uscourts.gov/documents/opinions/16d0850p.pdf
As a UXC staffer who has now joined the CSC family, all I can say is what a disgrace CSC is. A terrible place with poor process, impotent management and focus only on selling. No-one cares at all about delivery, quality or meeting commitments to clients.
CSC has taken UXC and is systematically wrecking it. Avoid.
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At the recent launch of DXC, Seelan Nagayam (Australia New Zealand lead) stated that although sales people sometimes make mistakes, delivery need to stop whinging and just get on with it. With leadership like this, is it any wonder the place is a disaster? This is the worst IT company I have ever worked for.
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Worked there for 15 years and loved the company. Laphen was an excellent leader and progressed up to the President position, but the acquisition of Dyncorp seemed to be frustrating as CSC leadership was often replaced by Dyncorp senior management. So thehe real problems began in the early 2000s with the acquisition of Dyncorp and its integration. CSC elected to place the executives in top positions with a $1M bonus to stay one year. This move included bringing in some people who were previous CSC employees who were unable to get promoted to VP had gone to Dyncorp and made VP and en were now brought back into CSC as VPs. Presidents of our divisions came from Dyncorp rather than CSC. The culture changed quickly. Some were good and others just stayed on to get their promised $1M bonus. Many of the management changes at the top of the Federal side were questionable.When Ron MacIntosh left CSC Europe, we lost a major leader. While there were still great opportunities, the financial management went to pot. Once Laphen left Europe to become CSC President, the leadership in Europe the senior leadership was ineffective and created a huge drain on the Corporation. CSC Consulting also lost ground in early 2000 with a major restructuring which left many projects unmanaged at a time when dot.com activities were failing and yet no one was keeping track of the accounts due to a complicated structure which left no one in charge of many accounts.
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