• Take Ownership of your Position

• Dedicate Yourself to your Career

• Be Dependable 

• Understand, Meet, and Exceed Expectations of Others      

 Think about what a "Great Work Ethic" means to you.

• Have a Yes I Can Attitude.

• Interact in a positive way that says What you can do, not what you can't do.

• Treat others with respect.

• Understand what the customer wants and why.

• Go beyond what is expected by the customer.

• Deliver an amazing customer experience.

• Never be satisfied with mediocrity.

• Aspire to learn more.

• What did you do today that made you wiser, smarter, kinder more experienced than you were yesterday.

Your performance will be evaluated at 30 - 60 & 90 days. This is considered the training/probationary period.

Quarterly Performance Review & Bonus Program

Purpose

The purpose of our Quarterly Performance Review and Bonus Program is to align individual performance with the company’s Core Values and overall team success.

This system ensures that:

• Employees are evaluated not only on results, but on how those results are achieved

• High standards of teamwork, communication, and professionalism are consistently reinforced

• Bonus compensation is distributed fairly based on measurable performance and contribution to the team

Core Values

All performance evaluations are based on the following Core Values:

1. Always Be Improving
   Continuously developing skills, learning, and striving to improve performance and processes.

2. Communication
   Communicating clearly, timely, and professionally with team members and customers.

3. Positive Attitude
   Maintaining professionalism, composure, and a solution-oriented mindset, especially under pressure.

4. Great Work Ethic
   Demonstrating reliability, effort, accountability, and pride in workmanship.

These Core Values represent the standard of behavior expected from every team member and are the foundation of our culture.

Quarterly Review Structure

Each employee receives a quarterly performance score based on four inputs:

• 2 Peer Reviews
  Feedback from team members who work closely with the employee

• 1 Supervisor Review
  Evaluation from a direct manager or supervisor

• 1 Self-Review
  Employee’s own assessment of their performance

These four reviews are combined into a single overall performance score for the quarter.

Role of Peer Reviews

Peer feedback is an important component of the evaluation process.

Peers observe:

• Day-to-day behavior on jobs

• Communication and teamwork

• Attitude and professionalism

• Work ethic and consistency

Using multiple peer reviews helps ensure:

• Balanced and fair input

• Reduced bias from any one individual

• Accountability within the team

Peer reviews are not based on popularity, but on how consistently an employee demonstrates the Core Values.

Bonus Structure

The company establishes a quarterly bonus pool that is shared among eligible team members.

Each employee’s bonus is determined by their individual performance score.

How It Works

• Each employee earns a percentage of their available bonus based on their score

• Example:

  • A score of 85% = 85% of available bonus

  • A score of 50% = 50% of available bonus

This ensures that:

• Higher performance results in higher compensation

• Bonus distribution is directly tied to demonstrated behaviors and contribution

Performance Accountability

The bonus system reflects both strengths and areas for improvement.

• A higher score indicates strong alignment with Core Values and team contribution

• A lower score reflects opportunities for improvement in behavior, communication, or performance

Important:

• A performance score is not a permanent label

• It is a snapshot of one quarter

Each quarter provides a new opportunity to improve and increase performance.

Continuous Improvement Expectation

Employees are expected to:

• Review feedback from each evaluation

• Identify areas for growth

• Actively work toward improvement in the next quarter

Leadership will provide guidance and support to help employees improve performance and succeed within the system.

Program Philosophy

This program is designed to:

• Reward the right behaviors, not just outcomes

• Encourage teamwork and accountability

• Promote a high-performance, high-trust work environment

• Strengthen the company by aligning individual success with team success

Success in this system is achieved by consistently demonstrating the Core Values in daily work.

Summary

To maximize success within this program, employees should focus on:

• Improving skills and performance each quarter

• Communicating clearly and proactively

• Maintaining a professional and positive attitude

• Demonstrating strong work ethic and accountability

Employees who consistently live out these Core Values will be positioned to earn higher performance scores and greater bonus opportunities.