CUMMINS BELIEVES IN A "HIRE-TO-DEVELOP" PHILOSOPHY.

 

What does that mean? The company wants to provide employees with the tools and feedback necessary to build a career – not just a stop along the way.

 

Here’s a look at some key concepts:

 

COMPENSATION AND BENEFITS

The well-being of Cummins employees is a priority at all locations. Compensation and health and retirement benefits are designed to be competitive within local markets and countries where the company does business. Cummins complies with the law everywhere and establishes wages independent of a person’s gender or any other demographic trait.
 

ONBOARDING

Employees get a full week of Onboarding to learn about Cummins’ culture and foundational initiatives such as the company’s Code of Business Conduct; Vision, Mission and Values and key initiatives such as Customer Support Excellence.
 

DEVELOPMENT OPPORTUNITIES

Cummins promotes a culture of career-long learning and development. The company offers many opportunities to help employees master their current jobs and look ahead to their next positions. These range from on-line learning to classroom-based opportunities outside the company.
 

CRITICAL FEEDBACK

New office and professional employees are introduced to the company’s Performance Management System during Onboarding. The system uses a web-based tool to ensure employees know their managers’ expectations. The tool facilitates the most important part of performance management – meaningful one-on-one conversations between a manager and his or her direct reports.
 

CAREER FLEXIBILITY

Cummins believes in career flexibility, knowing an understanding of engineering or science, for example, can be helpful in any number of areas at the company ranging from human resources to marketing and communications.
 

LEADERSHIP DEVELOPMENT

Cummins believes nothing is as career limiting as a bad boss. The company works hard to develop leaders who have mastered coaching and developing, open communications, goal setting, managing diversity and other key aspects of leadership. The company has courses, both online and classroom based, to help employees develop critical leadership skills.
 

EMPLOYMENT BY THE NUMBERS

Most Cummins employees live outside the United States.

  • Outside the U.S.: 57 percent
  • Inside the U.S.: 43 percent

About a third of Cummins employees have some kind of background in science or technology.

  • Engineers: 18 percent
  • Information Technology: 2.5 percent
  • Engineering or science degrees, but not in engineering jobs: 12.5 percent

About a third of Cummins’ workforce is represented by unions under agreements expiring between 2016 and 2021.

  • Employees represented by a union: 32 percent
  • Non-union employees:68 percent