case study

20 Jun 2007 - 16:22: Cummins

Cummins

Working with Cummins

Employee number: 4500
Industry sector: Engineering and Manufacture of Diesel Engines
Number of offices: 6 manufacturing plants, 13 service centers, 2 shared services
Year EAP started: 2000
Company objective: Corporate goal is to make people’s lives better by unleashing the ‘Power of Cummins’

Background

Originating in Columbus, Indiana, Cummins now serves customers in more than 160 countries. A global power leader reporting sales of $8.4 billion in 2004, this company is a corporation of complimentary businesses. They design, manufacture, distribute and service engines and related technologies including fuel systems, controls, air handling, filtration, emission solutions and electrical power generation systems.
Cummins’ values include creating the right environment for its employees through various methods, one of which is through its EAP package, PPC has been central to the implementation of these methods.

EAP Package

Tele Counselling
Face to Face counselling
Management Consultancy
Management Referral
General Information
Legal
Financial
Dependent
PPC - Askwell

Objective

Cummins have a code of conduct which states that respectful treatment of each other is the foundation of competitive excellence. The EAP is promoted to all employees as an independent and confidential working life support point.Their EAP alsohas a part to play by assisting, when requested, Cummin’s line managers with their team performance responsibilites.


Implementation

Cummins’ PPC EAP Package was launched at all site locations in 2000. Posters and cards were produced for Cummins, including a helpline card given to all staff as part of their induction process. The EAP has been consistently promoted using various vehicles, for example: onsite briefings, staff articles and line manager workbooks.
Over the past 4 years, PPC has also organised 5, 2 day training sessions to over 100 ‘Anti Harassment Counsellors’. AHC’s are Cummins employees who volunteered to act as a sounding board for anyone who believed they were being treated badly within the company. PPC also provided Network Sessions, which allow AHC’s to talk through issues raised by employees.

Evaluation

Current measures include a Diversity Audit every 3 years, and an Employee Survey is carried out every year to evaluate staff opinion. Employee Assistance data indicates that over the past 4 years, 208 significant employment issues have been raised by employees - 9 of which related to staff bullying. In this time, 58 cases have been clinically assessed and only 3 of the 9 cases. In the past 2 years no bullying cases have been assessed.
Testimonials taken from Cummins feedback forms include:
“It was good to talk to someone who would not be biased. I thought the whole service was superb.”
“It helps to talk to someone outside my family. The counselling helped to clarify my thoughts, gave me confidence to relax about my situation and to carry on rather than make a decision. A very professional approach, yet friendly and sincere and completely trustworthy. Many thanks for your help.”

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