There are newer employer reviews for Northrop Grumman

 

I have had wonderful opportunities, and solid management with excellent accountability.

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Analyst in McLean, VA (US)
Current Employee - Analyst in McLean, VA (US)

I have been working at Northrop Grumman full-time (more than 5 years)

Pros

Constant drive to improve quality and efficiency; industry-leading emphasis on ethics and standards; great training opportunities; flexible work schedules and work locations depending on the specific job.

Cons

Can't think of any - I'm sure other parts of the company have issues that my sector doesn't.

Advice to ManagementAdvice

Stay objective in your evaluation of your people - don't be quick to judge based on one thing you see/hear - give your people the benefit of the doubt, and they will respect you.

Recommends
Positive Outlook
Approves of CEO

1808 Other Employee Reviews for Northrop Grumman (View Most Recent)

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  1.  

    vastly different experiences depending on group

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Systems Engineer
    Current Employee - Systems Engineer

    I have been working at Northrop Grumman full-time (more than 10 years)

    Pros

    -interesting work (at least for engineering)
    -good 401k match/profit sharing
    -good management across all programs i've worked

    Cons

    -ok benefits program
    -work can be tedious at times
    -moving around in the company, especially between sites, has proved to be difficult
    -the culture varies greatly from site to site, and also within sites... people in different groups working on the same program can have entirely different experiences
    -lack of paid training

    Advice to ManagementAdvice

    concentrate on developing top-tier talent more rapidly

    Recommends
    Neutral Outlook
    Approves of CEO
  2. 3 people found this helpful  

    A good place to start a career but a lot of luck is necessary to reach the best programs and upper echelon.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Software Engineer II in Baltimore, MD (US)
    Former Employee - Software Engineer II in Baltimore, MD (US)

    I worked at Northrop Grumman full-time (more than an year)

    Pros

    As a large company it provides various opportunities for engineers early in their careers to try out different roles and a position that fits with both their strengths and personality. The company is involved in full life-cycle product development from inception to customer delivery to maintenance so it is possible to participate in multiple stages of a product's path to creation.

    Those who perform well and aggressively seek out opportunities can find a rewarding career at Northrop. Once you exit the company it is a large and known company on your resume to point to in future interviews.

    Cons

    Access to the best opportunities requires a combination of luck and ninja networking tactics to get noticed by senior engineers or program managers.
    Top performers who are not vocal about their career aspirations can find themselves stuck on a project and with a depressed salary.
    Performance reviews are administered by a manager that meets with you at most twice a year. The review manager is a different individual then the employee's direct supervisor (likely an engineer) and program manager. The advancement process can seem slow and linear to the ambitious but this is common in most large corporations and not specific to Northrop.

    Advice to ManagementAdvice

    Streamline the process for approval of research projects and submission for outside publication. The performance review process should be administered by a direct supervisor of the employee. A manager that meets with an employee once or twice a year is likely not in a position to recognize or advocate for top talent.

    Modify the advancement process for engineers so title and pay is tied more towards performance, ability, and future prospects than to class year and graduate degrees.

    Reduce the layers of management and bureaucracy between the engineers and senior management.

    Recommends
    Negative Outlook
    Approves of CEO
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