WW redo

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North America

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[/vc_column_text][vc_column_text]Historically, DGC International has maintained its headquarters in the United States while operating overseas. This configuration has brought the “best of both worlds”to our clients. Our US affiliation enables us to provide industry standard management, regulatory, and Quality Assurance/Control services while capitalizing on excellent local sourcing for goods and services in our regional markets. However, with the acquisition of a significant stake in a company who provides data analytics services to our existing Federal client base, we are poised to offer more logistics, operations, and training services in the NORTHCOM Area of Responsibility.[/vc_column_text][/vc_column_inner][/vc_row_inner][/vc_column][/vc_row][vc_row full_width=”stretch_row_content_no_spaces” css=”.vc_custom_1539105854563{padding-top: 0px !important;padding-right: 0px !important;padding-bottom: 0px !important;padding-left: 0px !important;background-color: #efefef !important;}” el_class=”left-heading”][vc_column width=”1/2″ css=”.vc_custom_1535397709942{border-bottom-width: 150px !important;}”][vc_column_text el_class=”blue-heading dark-text”]

Exceptional Client Communication

DGCI knows that frequent and effective client communications are vital to successful business relationships. Therefore, when our first management team deployed to Kabul, DGCI immediately began organizing and implementing a tailored client communication plan. A key component of this plan was establishing a direct line of communications with DLA Energy and all of the Forward Operating Bases to be serviced.

This would help ensure that the FOB requirements could be met without delay. All relevant parties were provided with the contract particulars, and informed that managers would be available 24 hours a day, 7 days a week to address issues and requests.

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Employee Empowerment and Development

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Employee Empowerment and Development

The senior managers of DGCI spend significant time, energy, and focus on staff personal development and empowerment programs. These programs are both part of the DGCI culture and part of our documented business processes and procedures. Notably, these programs are intended for employees at every level of the organization, and extend equally to employees stationed in the United States and aboard. Employees at every level are actively encouraged to own their work, act autonomously, and accept responsibility. Honest failures are used as teaching points, not reasons for punishment –and supervisors and managers keep an open door policy that encourages transparency and accountability.

DGCI managers also educate and empower by their physical presence. Our entire Executive Management Team travels extensively –visiting DGCI operations and clients in the Areas of Responsibility to get an on-the-ground look at operations in these volatile and austere regions. While on location, they often train, solicit improvement suggestions, and participate in local charity outreach activities. All of these activities build a strong sense of corporate pride and camaraderie among all employees, and inspire them to both take charge of their own careers and assist others in doing so. Finally, DGCI encourages life-long learning, and works with each employee to establish a Personal Development Plan that maps out career and educational goals. This plan guides the formal and informal training that employees undertake, and will be reviewed periodically to ensure that both the company and individual are pleased with the employee’s progress. The company is extraordinarily generous in reimbursing tuition for business-related courses, and allows employees to flex their work hours to accommodate classes.

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Success Stories

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500 PR

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Ethics and
Compliance Risk

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