Cummins Employee Reviews for Mechanical Design Engineer

"Detailed account of being a mech design engr for Cummins from 1996 to 2007"

What do you like about working at Cummins?

"For decades, Cummins heavily invested in data technology, which makes accessing previous work, cataloging projects and gathering reference materials easy. The computer data systems & workstations were top notch; updated every few years. The work environment was just cubes, but they were clean, well organized and of high-end materials. The workers were helpful, and definitely professional and ethical. Many companies differentiate between its contract workers & its directs as far as company functions go; celebrations, holiday lunches, team building, etc. Cummins did not; I was one of them, and so there was a bond, and dedication and satisfaction."

Do you have any tips for others interviewing with this company?

"The above ratings of 5 out of 5 were for direct employees of Cummins. As a contractor I had no benefits, and little professional growth. I performed very well, and that is why I was at the rate I was. I did interview 2 different times for direct jobs over the years. They either had a better candidate, or suddenly the need changed, and they didn't want to take on anyone new.The interviews were totally by the book as far as professional attire and behavior and process. They usually have many candidates for any position, so you really better be outstanding to get the job."

What don't you like about working at Cummins?

"The worst thing for the direct employees was the performance rating system. Luckily as a contractor, I didn't have to endure it, but I heard plenty of complaints. It was a too simplistic 1, 2, or 3 rating, and if you got a 3 for two years in a row, you would most likely be fired. The problem was that there was a quota; there had to be a certain percentage of 1's, 2's, and 3's. It was ok for the first few years of its implementation, but then some of the 2's of last year had to be 3's. And so it continued. So even if these people were acceptable performers, they would be canned; the managers were hog tied by this policy."

What suggestions do you have for management?

"1) Issue a new performance rating system.2) Increase & broaden the HP offerings; if a 2800+ engine is sought, customers have no choice but to go with Cat or MTU or some other competitor.3) Diversify; MFG of something ancillary to diesel engines"