The 3 E s Engineering, Engagement and ESOP Communications and Culture

Transcription

1 The 3 E s Engineering, Engagement and ESOP Communications and Culture Presented by: Josh Kirk Ashley Richardson Andrew Brummer Braun Intertec Corporation Minneapolis, MN

2 The 3 E s Engineering, Engagement and ESOP Introduction - Who We Are The Braun Intertec ESOP Program Ownership At Work (OAW) ESOP Education Group Engaging our Employees! Other Branches of OAW encouraging Engagement 2

3 The 3 E s Engineering, Engagement and ESOP Braun Intertec Corporation Intertec Inter-related Technologies Multi-disciplinary Consulting Firm in the Construction Industry Geotechnical Engineering, Environmental Consulting, Non-Destructive Examination, Building Sciences, Construction Materials Testing We ve recently expanded from 13 to 30 offices through several acquisitions in Employees vary from Engineers, Scientists, Architects, Technicians, Business Staff. Some have desk jobs, some work out of their truck and see an office only a handful of times a year. 3

4 4 The 3 E s Engineering, Engagement and ESOP

5 The 3 E s Engineering, Engagement and ESOP Who We Are: 100% employee owned through ESOP 30 Offices More than 1,000 employees at seasonal high Highly mobile, technical workforce

6 The 3 E s Engineering, Engagement and ESOP General ESOP Details ESOP Program began in 1995 Started as Ownership Transition from founder Jack Braun. 100% Employee Owned since people in ESOP Program 6 year Vesting Program We have seen Growth in Employees, Revenue, and Stock Price! Stock price has grown more than 200% since

7 Braun Intertec Net Revenue: $120,000 $100,000 $80,000 Thousands $60,000 $40,000 $20,000 $

8 Braun Intertec Stock Price: $140 $120 $100 $80 $60 $40 $20 $

9 The 3 E s Engineering, Engagement and ESOP We are consultants, we don t have a product to manufacture or sell. Our people are our most valuable assets. With our rapid growth over the past 5 years, Employee Engagement is a key to our success! 9

10 Work (OAW) Origins The Ownership at Work (OAW) committee was formed in 2010 as a subcommittee to the ESOP Advisory Committee to support our employee owners and to promote the benefits and advantages of Braun Intertec being owned 100% by its employees. 10

11 ESOP Education Committee Origins The ESOP Education Committee was formed as a subcommittee to the OAW group in

12 ESOP Education Committee Mission Statement: The ESOP Education Committee is a collection of motivated employee owners from all areas of our company whose goal is to educate and promote the benefits of employee ownership and its impacts on our company The Education Committee will develop an environment where employee owners of Braun Intertec feel empowered to contribute to our shared successes by educating and demonstrating the employee-owned advantage. 12

13 ESOP Education Committee Goals The goals set for the committee include: To help communicate the value of being a plan participant in Braun Intertec s ESOP. To help facilitate Ownership Thinking and participation. To help understand the advantages of being employee-owned. To help promote positive outcomes through employee-ownership. 13

14 Engagement Through Involvement 14 Other Committees Braun Intertec Foundation- Charitable Giving Focuses on Science, Technology, Engineering & Math (STEM) Education, Environment and Local Human Services Healthy Foundations- Health & Wellness Focuses on Promoting a healthy work/life balance through education and initiative

15 2015 ESOP Education Committee Bootcamp Purpose: To Educate a small group of Employee Owners who in turn would become ambassadors and use this knowledge to help educate the entire company through personal interaction. Items Discussed: 1) Engagement 2) ESOP History 3) Vesting 4) Valuation 5) ESOP Basics 15

16 Engagement Through Events Guess the Stock Price (Late April) Fun event, video contest The Big Stock Price Reveal! Winner of stock price contest (receives stock price x10) Best Guess winner at each office (receives amount of new stock price) 16

17 17 Engagement Through Events

18 Engagement Through Events Cheers to Ownership (October) A chance to raise a glass and toast fellow employee owners Review financial highlights Prizes, Games and Food 18

19 Engagement Through Events Vesting (January) Recognition for newly fully vested employee owners at all company meeting Ownership at Work Fleece Vest Letter from CEO 19

20 Engagement Through Events Consultant of Choice Award The program allows any individual who sees another individual acting according to the following general guidelines, to recommend that individual for the Consultant of Choice award. Setting the standard for excellence and innovation Inspiring and supporting the performance and achievement of others Positive attitude toward work responsibilities, co-workers, and clients Serves as a role model for others Work performance exceeding expectations Dedication and professionalism in representing Braun Intertec 20

21 The 3 E s Engineering, Engagement and ESOP Employee Service Recognition Celebration Held every year in February to acknowledge employees service to Braun Intertec Recognized for penta-anniversary (5 year increments) Events held at sites we ve worked on (TCF Bank Stadium, Target Field) Company pays for travel expenses for those being recognized. 21

22 Engagement Through Education ESOP Tips Campaign Educational Tips scheduled during the year. Mailers, Intranet Postings, Posters and s. Contest- What does it mean to be an employee owner? This is what employee ownership means to me, It s coming to a place knowing you re a part of a team. It s knowing that hard work and dedication go a long way, Because it benefits every employee owner, I see every day.. -Jeremy Waudby 22

23 Engagement Through Education Total Compensation Statements The main goal of using a total compensation strategy is to demonstrate to employees how much their efforts matter to the company. 23

24 The 3 E s Engineering, Engagement and ESOP 24 Other events in the works: Milestones Program Way to show levels of Ownership in office. Piggy Banks with Coins. 2 Cents at Work Continuous Improvement Program Some successes, but had trouble corralling ideas and running through our Operations Group Has worked best within individual offices and business units. Employee Recognition Programs Difficulty in meaningfulness vs. cost Didn t want to make it trivial, or break the bank. Individual groups have implemented their own programs

25 Questions? Presenters: Josh Kirk Ashley Richardson Andrew Brummer 25