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Whether you’re just starting your career, or you’re an experienced professional opportunity awaits you at PPC. How far will you grow?
You’re One-of-a-Kind. Shouldn’t Your Workplace be the Same?
At PPC we thrive on collaboration, the sharing of ideas and solutions to meet the needs of our customers. Our success depends on individual determination, team innovation and corporate diversity. We welcome both the fresh ideas of recent college graduates as well as the tested experience of industry professionals. Join us and begin to put your talents to the test.
If you have visited our website in search of information on employment opportunities or to apply for a position, and you require an accommodation, please contact Amber Banks at 703-748-6458 or Amber.Banks@ppc.com. All requests for an accommodation will be handled on a case by case basis.
Equal Employment Opportunity / Affirmative Action Policy
Project Performance Company is committed to the principles of equal employment opportunity and non-discrimination and we believe every person has the right to be treated with fairness, dignity and equal consideration. PPC prohibits discrimination based on any protected status and retaliation for filing a complaint or providing information related to a complaint. It provides equal employment opportunity for employees and applicants without regard to an individual’s protected status; race/ethnicity, color, national origin, ancestry, sex/gender, gender identity/expression, sexual orientation, marital/parental status, pregnancy/childbirth or related condition, religion, creed, age, disability, genetic information, veteran status, or any other protected status. PPC will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship.
Project Performance Company prohibits harassment of any individual on the basis of any characteristic listed above. Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in: filing a complaint; assisting or participating in an investigation, compliance evaluation, hearing or other activity related to the administration of federal affirmative action regulations or any other Federal, State or local law requiring equal opportunity for individuals with the above referenced characteristics; opposing any act or practice made unlawful by such laws or regulations; or exercising any other right protected by such laws or regulations.
Project Performance Company maintains current Affirmative Action Plans which call for positive and affirmative action to ensure that minority group individuals, females, disabled veterans, recently separated veterans, other protected veterans, active duty wartime or campaign bade veterans, Armed Forces service medal veterans and qualified disabled persons are introduced into our workforce and considered for promotional opportunities. PPC has designed and implemented an audit and reporting system to measure the effectiveness of its affirmative action programs, to indicate any need for remedial action, to determine the degree to which objectives have been attained, to determine whether known individuals with disabilities have had the opportunity to participate in all Company sponsored educational, training, recreational and social activities and to otherwise measure compliance with our Plan’s objectives. The Vice President of Human Resources serves as the Company’s Affirmative Action Coordinator and she is responsible for monitoring compliance with this policy. She reports regularly to me concerning our progress. Our Human Resources staff is available to provide any assistance necessary to achieve our goal of equal opportunity.
However, these responsibilities cannot be carried out single-handedly. Senior management, as well as all managers, supervisors, and employees must share the responsibility for carrying out the Company’s Equal Opportunity and Affirmative Action Policy. Anything less than full and active support of both the spirit and intent of our policy cannot and will not be tolerated within our organization. We urge you all to work with us in making Equal Employment Opportunity a constant reality within our Company. With your help and support, Project Performance Company will continue to maintain its leadership role as an Equal Opportunity and Affirmative Action Employer.
I give my full support to this Equal Employment Opportunity / Affirmative Action Policy.
Paul Strasser, President and CEOtop