Andrews Sensor Company Policy and Procedure Manual

Andrews Sensor Company reserves the rights to change this manual at any point.

POLICY AND PROCEDURE MANUAL:

Table of Contents

  

	Page
OVERVIEW………………………………………………….…….…………..….	I
Company Statements………………………………..………….…..………………	II
Company Statements……………………………………………..………………...	II
Organizational Design Chart…….…………………………………...……………	III
Policies........………………….…………………………………………..…………..	IV -VI
References........………………….…………………………………………..…………..	VII

Overview

Andrews Sensors main objective is increase sales by 20% each year, for this to happen the Marketing department needs to have key things put into place to ensure this happens. Within this manual the employees will have a better understanding of the different company statements and goals, the five policies that support how the marketing department will achieve this goal, the employees that this will affect, key responsibilities of the employees in marketing, and the command structure within the organization.

SECTION 1. Company Statements

Andrews Sensor has been established since the beginning of 2018. Our company provides quality sensors used from recycled plastics pulled from our beaches and oceans.

Vision Statement

•       Recycling plastic in the world’s oceans will allow future generations for both marine life and humanity to enjoy, allowing the company to not just go green but to make some green $$$

Mission Statement

•       To create sensors that are innovative and leading in the technology field by using recycled plastics pulled from the oceans. This will reduce our carbon footprint while expanding the company in size and profits. In return this will create more jobs for citizens with fair wages and a favorable return for the company.

Purpose Statement

•       Each year the world is creating more and more trash resulting in our beaches to be filled with trash. Our company has paired with multiple organizations that go out each day to clean up our beaches. These organizations send us salvageable plastic that we in turn clean and convert into sensors that are sold to retail stores and online.

Philosophy Statement

•       Make Money - This is the foundation, so we can continue to pull the garbage and plastic from the oceans so are products can continue to be build.

•       Create Innovative Products - The sensors that are created are leading the technology field in design, functionality and price.

•       Stop Pollution – All of our products have recycled plastic that our employees pull from our very own oceans. It is important that we preserve the oceans, so our future generations can enjoy the beaches like we have and our elders before us.

Goals Statement

•       Become LEAN in all operations within the business.

•       Grow the company by partnering with organizations that are focused on cleaning up the oceans and beaches.

SECTION 2. PROGRAM POLICIES

The policies listed below are a brief overview for the Marketing department

What to include in this section:

• Recruitment Policy
• Time and attendance Policy
• Disciplinary Policy
• Quota Policy
• Performance / Promotional Policy

Recruitment Policy It is important for Andrews Sensors to find quality talent that will benefit the organization. The company will review the budget and evaluate the amount of work to be completed and adjust to hire new employees each quarter. If there becomes a vacancy within the department it is up to the managers to inform Human Resources, so a job description can be created, and Human Resources can start screening candidates, so the hiring managers can quickly fill the position. Once a candidate is identified by Human Resources, interviewed by the Hiring Manager, the candidate will have 48 hours to complete a mandatory background and drug test. Once results are back Human Resources will extend an offer and begin to coordinate training with the Marketing department. Persons affected: Human Resources, Hiring Manager each department, Finance department Approved by: Human Resources and Marketing Manager

Time and Attendance Policy All employees are expected to report to work during their scheduled times and be prepared to work their entire schedule. The employee will be considered late if he or she comes in 10 minutes after their scheduled time. Employees are not allowed to clock in more than 15 minutes prior to their scheduled. Any employee who does not show up to work without notification to their supervisor for a period of three days will be considered to have ended the employment relationship and will be voluntary terminated. The two types of absences that are defined when an employee does not show up for their scheduled time, excused and unexcused. SHRM defines them as follows: ”Excused absence occurs when all four of the following conditions are met: a) the employee provides sufficient notice to his or her supervisor, b) the reason is found credible or acceptable by his or her supervisor (see number 2 below), c) such absence request is approved by his or her supervisor, and d) the employee has sufficient accrued paid time off (PTO) to cover such absence. Employees must take earned PTO for every absence unless otherwise allowed by company policy (e.g., Leave of Absence policy, Bereavement policy, Jury Duty). [Company Name] uses a calendar year when determining an excessive amount of unexcused absences. (See number 2.) Unexcused absence occurs when one of the four conditions in number 1 is not met. If it is necessary for an employee to be absent or late for work because of illness or an emergency, the employee must notify his or her supervisor no later than 30 minutes after the employee’s scheduled starting time on that same day. If the employee is unable to call, he or she must have someone make the call for the employee” (SHRM,2014). If an employee is late and does not make the 10-minute grace period then they will receive 1 point on their record. For every unexcused absence the employee will collect 2 points. Collect 7 points in one quarter and the employee will be automatically terminated. After each quarter the employee will lose start back with zero points. Persons affected: All employees Approved by: Human Resources and Marketing Manager

Disciplinary Policy Andrews Sensors’ progressive discipline policy is creating a structured action plan to prevent employee’s negative behavior/performance and to improve the same behavior from happening again. It was created to be true to the company’s organizational values and best employment laws. Outlined are the steps for the progressive discipline policy. Please note that at any point the manager can skip disciplinary steps or repeat steps with Human Resources guidance and approval. Step 1: Counseling and verbal warning This allows the supervisor to work with the employee and allow the supervisor and employee to discuss the performance or negative behavior and to address any issues. The supervisor will discuss the policy that is violated and the corrective action that is taken. The supervisor will have 72 business hours to prepare written documentation that the employee, supervisor and Human Resources must sign so the employee understands the steps needed to improve. Step 2: Written Warning If the employee fails to correct undesirable behavior or performance the supervisor will take immediate action necessary to ensure the employee understands the policies that is not being met. A performance improvement plan will be implemented, and the supervisor will meet daily to ensure expectations are being met. The supervisor will have a prepared a pre-written statement that the employee, supervisor and Human Resources must sign at the time of the counseling. Step 3: Suspension and Final Warning If the performance has not changed or there is a safety incident that puts the employee or other employees in danger then the employee will be suspended without pay and immediately removed from the workplace pending the results of an investigation. If the infraction is performance based and the performance improvement plan has failed as a result of the employee then the employee will be terminated. Employees have the right to refuse to sign any counseling or can write a rebuttal. Supervisors must provide written documentation to Human Resources prior to conducting any performance related disciplinary issues. Supervisors must call Human Resources if there is a safety violation prior to any corrective action being taken and then submit a documentation in writing explaining the safety violation. Persons affected: All employees                    Approved by: Human Resources

Quota Policy All sales representatives have weekly, monthly, quarterly and yearly sales quotas they must meet. Failure to meet these quotas will be subject to disciplinary measures up to and to include termination. Daily: Minimum 10 new contacts via; cold calling, walk-ins, referrals, email campaign etc. and 3 new appointments. Weekly: 50 new contacts, 15 new appointments, and 3 new contracts. Monthly: 200 new contacts, 60 new appointments, and 12 new contracts. Quarterly: 800 new contacts, 240 new appointments, and 48 new contracts. Yearly: 9,600 new contacts, 2880 new appointments, and 576 new contracts. Compensation will be rewarded based on new contacts, new appointments and new contracts. New contacts: at goal will total $500 New Appointments: at goal will total $1,000 New Contracts: at goal will be total $3,000 Anything over goal will be a bonus of 4% of the sale Persons Affected: Sales Representatives and Sales Managers Approved by: Human Resources and Marketing Manager

Performance and Promotional Policy Employees will be evaluated quarterly on their achievements. At the end of each quarter employees will meet with their supervisors to go discuss their performance. Those employees that met their quota will receive a $500 bonus, any employee that exceeded quota receive a 4% bonus based on their additional sales revenue generated for the company in addition to the $500  bonus. Employees that exceed their quota for the year will be receive a promotion and be given a larger territory to their top choice that is available at the time. Employees that go above and beyond and exceed quota by 125% each quarter will be reviewed for a position as a sales manager and will be sent on a 5-day vacation at the company’s discretion to meet with the CEO and discuss sales tactics and process improvement plans for the marketing department. Persons Affected: Sales Representatives and Sales Managers Approved by: Human Resources and Marketing Manager

  

References

Attendance Policy #2 (2014, May 30). In Society For Human Resource Management. Retrieved May 8, 2018, from https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/cms_006834.aspx

Burks, F. (n.d.). Employee Promotion Policy Guide. In Chron. Retrieved May 8, 2018, from http://smallbusiness.chron.com/employee-promotion-policy-guide-40500.html

Progressive Discipline Policy: Single Disciplinary Process (2014, July 3). In Society For Human Resource Management. Retrieved May 7, 2018, from https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/progressivedisciplinepolicy.aspx