Employee Recognition Program Rules & Regulations

Transcription

1 Employee Recognition Program Rules & Regulations

2 On behalf of Industrial Solutions Group, we are very pleased to count you among our talented team. We truly appreciate your hard work and effort. We believe that each employee contributes directly to ISG s growth and success, and hope you take pride in being a member of our team. The Employee Recognition Program is a way for ISG to say, thank you. We designed the program to provide timely feedback with a variety of incentive gifts to those that perform above and beyond their job scope. Our goal for the program is to enhance our communications with you, in regards to recognition. Please read these rules and regulations carefully as the information contained herein will acquaint you with the Recognition Program and will answer many of your questions. The Employee Recognition Program officially begins on April 1, The criteria may change as the program develops. All modifications to the program will be communicated through written notices, online postings, future editions, and in some cases verbally. Sincerely, ISG Management INTRODUCTORY STATEMENT ISG supports and encourages acknowledgement and formal recognition of employee contributions, exemplary performance, and continuous service. This document describes the process for establishing our recognition program and providing awards to our staff. Awards will be appropriate to the significance or impact of the achievement or accomplishment. ELIGIBILITY Full time field employees that actively participate in performance criteria listed in these rules are eligible for participation in the Employee Recognition Program. Project Coordinators, Paramedics, and Clerks must meet performance criteria applicable to their positions. If an employee leaves our company, for any reason, they will be removed from the program along with unspent monies that they ve been awarded.

3 PROGRAM MANAGMENT Field Operations Supervisors (FOS) will manage the issuing of points. Logistics Coordinator is responsible for managing the online store, uploading of points, communicating changes in program, and storing recognition documents that account for every point issued through the program. Employees that wish to obtain information regarding an issue (with the Employee Recognition Program or their personal program account) should communicate with the Logistics Coordinator. The Logistics Coordinator will relay all issues to management. ISG s Management team will make the final decision in all matters to the program and employee accounts. FOS will fill out a point issue form, like below:

4 OVERVIEW OF PROGRAM The Employee Recognition Program will be divided into the following performance objectives with a percentage value associated with each: POINT SYSTEM The Employee Recognition Program is based on a point system. One point equates to one dollar. Each eligible employee has the capability of earning $500 from day of roll out (May 1, 2010) to the end of the year. Employees will be notified via , each time they are issued points. The points will be uploaded into your incentive e-store s personal account at The points will remain in your account until you spend them. You may accumulate points over the years, if you wish to save them for larger purchases. INCENTIVE E-STORE The uniform and incentive stores are provided to us by Action Specialties (see contact information below). Physical Address: 7915 West Highway 90 New Iberia, LA Website: Telephone: (Toll Free) (Local) (Fax) Business Hours: Monday through Friday 8 a.m.-5 p.m. (CST) You have the option to shop at Action Specialties incentive store in New Iberia. Please be aware that not all 2,800 items available on-line are available in their physical store.

5 The incentive store is accessed through the same site that you order your uniform shirts from, Enter by clicking on the tab at the top left hand side of the screen that reads, Incentive Store. The incentive e-store page offers the following: Home Page Information: o Total dollar amount issued to you through the recognition program o Link to the Employee Recognition Program Rules & Regulations Account Information: o My Profile- where you may edit your name, address, password, address, and other personal settings o Update Password- where you may update your password and/or secret question o Order History- view previously placed orders o My Program Summary- view the programs in which you are a participant Contact Us- provides information to contact the Logistics Coordinator who may help you with any program questions that you may have. You may also send an to the contact from this screen. Store Help- will allow you to submit questions to an Action Specialties representative that can assist with your ordering needs. Sign Out

6 MEASUREMENT TOOLS Performance Criteria= 45% The performance criterion makes up 45% of the Employee Recognition Program. The program s goal in regards to performance is to recognize high performers who consistently deliver quality work for our customers. Listed below are specific criteria that must be met to receive allotted points. For some of the sections under performance criteria, points will be issued on a quarterly basis. This means that you must meet 100% of the criteria below for each day worked in a quarter to receive the points. However, if you do not receive them in one quarter, your slate is wiped clean and you have the opportunity to earn them the following. For other sections under performance criteria, points will be issued at the end of the year. If you are 100% compliant for the year, you will receive the total allotted points. There is a maximum of 225 points per year ($225), which a single employee may receive for performance criteria. DAILY SAFETY REPORTS Daily Safety Reports(DSR) 1 per work day 15 A. Requirements: 100% compliance per quarter B. Per day worked= each day billed on your timesheet. DSRs must be complete and accurate. Open issues should be addressed and fixed in a timely manner and follow-up documentation given. BBS OBSERVATIONS Behavior Based Safety (BBS) Observations 7 per hitch 10 A. Requirements: 100% compliance per quarter B. Exceptions may be made for persons working shorter hitches. Contact your FOS, to make them aware, when this situation arises. BBS Observations must be complete and accurate and we encourage detailed comments. PROJECT INFORMATION SHEET Project Info Sheet 1 per hitch 10 A. Requirement: 100% compliance per quarter You must send your FOS a complete and accurate project information sheet at the beginning of each hitch. As things on your project change (Ex: phone number, equipment swap, persons in charge, etc.), you will be expected to send an updated project information sheet to include the change(s). COMMUNICATION Communication with FOS Prompt return of requested information Visit SharePoint 10 times per quarter Total 10 A. Requirement: 100% compliance per quarter B. You may receive a total of 10 points per quarter for complying with the above communication criterion. If communication via fax or is not feasible at your work location, you must communicate with your supervisor by phone. Communication with the office is of the utmost importance in order to stay

7 connected. You will be expected to find a source of communication to discuss alternative methods for submitting necessary paperwork (benefits, enrollment, etc.) to your FOS. As our communication with field employees increases, we will use the SharePoint (ISS internal websitehttps://indsg.securespsite.com/iss) site to share information. The site will house our company s policies and procedures, forms, memos, insurance information, links to frequently used sites and much more. SharePoint will also be used for additional incentive point opportunities; such as safety trivia questions, photo hunts, photo contests (Ex: submit photos of your work location, of your crew, or unsafe findings), human interest story contests (submit your funniest work story), etc. EMPLOYEE PROFILE UPDATE Employee Profile Maintain current profile at all times 30 A. Requirement: 100% compliance per year You must update your personal profile as your experience grows. Each employee is expected to revise their profiles upon; project completion, expansion of job duties, skill set advancement, training additions, and position change or promotion. Based on the information contained in the employee profiles (experience and skill set), we are able to better match persons with projects. Also, with each year of work in the oil industry as a safety professional, you become more marketable with opportunities for advancement and growth. TIMESHEETS Timesheets 1 per week worked 20 A. Requirements: 100% compliance per year Timesheets must be turned in on time, accurate and complete; to include, but not limited to: o Accurate dates o Complete information for time worked o List all necessary project codes, AFE and/or WBS numbers o Appropriate customer representative s printed name and signature Employees should submit billable time on separate timesheets from non- billable time. For example, training time should be submitted on separate timesheet from time worked in the field. Also, time should be separated by projects. For example, if you worked on two separate locations in one hitch, submit two timesheets. Employees that submit an inaccurate or incomplete timesheet will not qualify for the 10 points at the end of the year. TRAINING Training Maintain current certifications 20 A. Requirement: 100% compliance, based on requirement for position and level, per year. B. Having expired certifications or unexcused absences for scheduled training will disqualify you for any points regarding training performance. To receive these points each year, you must attend all trainings that you are scheduled for. If you are unable to attend scheduled training due to; a family emergency, you must return to work, or you are illthen you must submit a written explanation to your FOS (and doctor s excuse if applicable). You will be responsible for rescheduling training courses that you are unable to attend.

8 ISG SATISFACTION SURVEYS ISG Satisfaction Surveys Must return ALL surveys sent by ISG 20 A. Requirement: 100% compliance per year B. You must complete all 10 surveys submitted to your ISS address in a timely fashion to receive the 20 points. Each survey will expire 30 days after it is sent. Throughout the year, ISG will be sending you a variety of surveys to measure your satisfaction level with the company, policies/procedures, supervisor s performance, and much more. Everyone s feedback is important, so that we may improve areas of our business to be more successful. The surveys will be designed to complete with ease and will be sent to you via . The survey tool that we will be utilizing will allow for tallying of data, comprehensive reporting and tracking of surveys sent and completed. The results from the surveys may be shared with you on ISG s internal website, SharePoint. Positive Customer Feedback = 25% The positive customer feedback criterion makes up 25% of the Employee Recognition Program. The program s goal in regards to customer feedback is to increase positive customer service and satisfy our obligation to our clients as a contractor. Listed below are specific criteria that must be met to receive allotted points. For this section, points will be issued on a yearly basis. There is a maximum of 125 points per year ($125), which a single employee may receive for positive customer feedback. CUSTOMER FEEDBACK FORMS Field Feedback Forms 6 per year 50 Positive Customer Feedback 6 per year 75 A. Requirement: 100% compliance per year B. If you work on multiple locations (or for multiple customers) throughout the year, you may be requested (by your FOS) to turn in more than 6 field feedback forms. C. In addition to complying with submitting 6 completed field feedback forms per year, you may receive 75 more points for positive feedback from our customers. Teamwork= 25% The teamwork criterion makes up 25% of the Employee Recognition Program. The program s goal in regards to teamwork is to use our highly talented and loyal employees as recruiting and marketing tools. We trust your judgment and would feel honored if you recommended ISG, as a customer or employer, to your family and friends. There is a maximum of 125 points per year ($125), which a single employee may receive for teamwork. CUSTOMER REFERRALS Customer Referral Referral leads to a meeting 1 submittal of contact information 25 Referral leads to secured new work for ISG 1 submittal of contact information 25 additional B. If you submit customer contact information to ISS Administrative staff and it leads to a meeting, you will receive 25 points. C. If the customer referral/ contact information leads to secured new work, you ll receive an additional 25 points. EMPLOYEE REFERRALS

9 Employee Referral Successful 6 month employment 1 employee referral 25 Successful 12 month employment 1 employee referral 25 additional B. If your employee referral is hired and they successfully complete 6 months of employment, you will receive 25 points. C. If your employee referral completes one year of successful employment, you ll receive an additional 25 points. PROVIDING ASSISTANCE Assisting others beyond the call of duty Providing assistance as requested 5 B. To receive teamwork points, you must document and share with your FOS the details of the assistance that you provided. C. The points issued for this section may be modified based on the weight of the task. Examples: Assisting a co-worker: extending your hitch due to another employee s family emergency Assisting a customer: helping to conduct or organize an event such as an Incident Free Operations (IFO) session Assisting an FOS or office staff member: deliver necessary equipment to crew change location on a moment s notice CHARITABLE WORK Participating in charitable work 1 charitable act 10 To receive teamwork points, you must document and share with your FOS the details of the time you spent assisting charitable organizations in your community. High Level of Skill= 5% The high level of skill criterion makes up 5% of the Employee Recognition Program. The program s goal in regards to skill level is to encourage employees to further their education and broaden their talents. Listed below are specific criteria that must be met to receive allotted points. There is a maximum of 25 points per year ($25), which a single employee may receive for high level of skill. VOLUNTARY EDUCATION Voluntarily seek for further education 1 approved course 25 B. To receive continuing education points, you must successfully complete an advanced training course, paid for and scheduled by employee. C. Points are subject to increase or decrease based on the course content and it's applicability to our service line. EDUCATION & TRAINING AUDIT Education & Training Audit 1 approved course 25 B. To receive continuing education points, you must audit a CFETP training course(s) and present to the office with detailed feedback. C. Points are subject to increase or decrease based on the quality of the audit and presentation of information gathered.

10 D. Additional points will be awarded to those that suggest CFETP changes with an outlined plan for adjustments to enhance our employee s education. INSTRUCTOR LEVEL Instructor Level 1 approved course 25 B. To receive continuing education points, you must schedule, handle payment and successfully complete a train-thetrainer course(s) and present your certification to your FOS. C. Restrictions: To receive these points, the course must be one that would be instructed to ISS employees to enhance their skill set. Submit the course in question to office, prior to scheduling.

11 Disclaimer: No recognition program can anticipate every circumstance or question. As ISG continues to grow and the program develops; the need may arise to revise, supplement, or rescind any portion of this rules and regulations book from time to time and ISG reserves the right, as is deems appropriate, in its sole and absolute discretion to do so. Employees will, of course, be notified of any changes to the handbook as they occur. Industrial Solutions Group, LLC 600 Jefferson Street, Suite 1200 Lafayette, LA Phone: Fax: EDITION Last Revised: 4/27/10 By: Misty Ellison