Created By: Paul H. Resources Director of Human Resources, Utiliscan Corporation
Purpose:
The following conceptual plan for growth and development is being prepared in response to an administrative request from the CEO, CFO, and VP of operations at Utiliscan Corporation. The aforementioned request was presented to the Department of Human Resources following the performance and analysis of a mandatory employee survey. This survey revealed unidentified levels of employee dissatisfaction and several concerns surrounding quality and safety improvements needs in our facilities. The survey was conducted over a two week period and was completed by all 240 of our current employees. This brief conceptual plan works to address specific changes that are needed to our systems, processes, policies, and activities. Although there has not been sufficient time to assemble accurate costs for the listed recommendations presented, each identified deficiency listed below has been presented with its recommendations in order of increasing estimated cost formulated by the Office of Fiscal Services. We have also worked to categorize each of the recommendations as a change to our company’s systems, processes, policies, or activities. Following receipt, review, and acknowledgment of this report, a meeting will be scheduled to discuss a specific course of action with listed priorities of improvement.

Identified Deficiency #1: * 78% of all current employees have identified themselves as being satisfied due to low levels of managerial oversight. Although this metric was a level of satisfactions it is concerning as it hints to a deficiency in our current oversight protocol. This compounded with only 30% of employees presenting issues with the quantity of work they are assigned. | CATEGORY OF RECOMMENDED CHANGE: Company Systems and Policies Recommendations | ESTIMATED COST: | RECOMMENDATIONS: * INCREASE SUPERVISION OVERSIGHT * Increase the quantity of well-trained and properly selected staff * Establish policy for ensuring that supervisors are held accountable for efficient and productivity. | Rationale: * Increase supervision will increase employee production and overall quality of work. Making supervisors more responsible for employee production will not only increase production but also company revenue. Having well trained staff will be a great to help train future managers. |

Identified Deficiency #2: * 45% of all current employees noted that they did not feel safe in their work environment. This is extremely concerning as it may lead to increase liability for the company. | CATEGORY OF RECOMMENDED CHANGE: Company Systems, Policies, Processes, & Activity Recommendations Included | ESTIMATED COST: 100,000 | RECOMMENDATIONS: * CONDUCT THIRD-SAFETY INSPECTION * PERFORM COMPANY-WIDE IMPLEMENTATION OF IMPROVEMENTS * CHANGES TO FUNCTIONING POLICIES * ENSURE MODIFICTIONS TO DAILY ACTIVITIES BY PROPER OVERSIGHT | Rationale: * Having great employee reviews on safely will allow managers and human resources officials inside knowledge on what needs to be fixed. Safety is a number one concern here at the company and having an external safely inspector will allow us to see other issues that have been neglected by current inspectors. |

Identified Deficiency #3: * 89 % of our current workforce notes dissatisfaction with the opportunities to improve their skills while working for Utiliscan. Additionally, 87% specifically noted that there were no promotional opportunities. | CATEGORY OF RECOMMENDED CHANGE: Company Systems, Policies, Processes, & Activity Recommendations Included | ESTIMATED COST: $120,000 | RECOMMENDATIONS: * MONTHLY SKILL IMPROVEMENT LECTURES BY GUEST LECTURER * MANAGERIAL SKILL TRAINING PROGRAMS * IMPLEMENT 100% INTERNAL PROMOTIONS POLICY * IMPLEMENT GAURANTEED PROMITIONS PROGRAMS FOR SENIOR EMPLOYEES (>5 YEARS) | Rationale: * As experts in their field our employees often seek out opportunities to maintain and improve their skills. The department of human resources feel that it is critical that we provide this opportunity for intellectual development and fulfillment. We recommended guest lectureships on the most up-to-date advances in the field. We also thought it is important to ensure that our managerial staff are skilled enough to train our employees on the job. To ensure this we would provide training programs to our managers. Internal guaranteed promotions of our senior staff and deserving employees would help to ensure our staff witness and receive first preferences for job openings within the company. The opportunity for advancement is crucial in our goal of maintenance and recruitment of staff. |

Identified Deficiency #4: * 74% of our current staff noted that they felt there was no relationship between work performance and salary benefits. This directly influences employee behavior and could possible lead to decreased productivity and outcomes. | CATEGORY OF RECOMMENDED CHANGE: Company Systems, Policies, Processes, & Activity Recommendations Included | ESTIMATED COST: $200,000 | RECOMMENDATIONS: * INCREASED MANAGERIAL SEMI-ANNUAL PERFORMANCE REVIEWS * IMPLEMENT RANDOM EMPLOYEE-EMPLOYEE REVIEW POLICY * OFFER A QUARTERLY ALL-OR-NOTHING BONUS BASED ON SEMI-ANNUAL/MONTHLY REVIEWS * IMPLEMENT ANNUAL BANQUET TO RECOGNIZE OUTSTANDING EMPLOYEES | Rationale: * It is critical that employees feel that benefits of their labor. If presented with an opportunity to perform at a lower quality for the same benefits it is quite certain that our employees would make that selection. To maintain proper records on the performance of our employees we should implement mandatory semi-annual evaluations. In addition, it is important that our staff feel a sense of quality performance to their co-workers. This ensures that employees work to high levels even without managerial presence. The annual banquet is to establish a yearly routine to recognize employee performance. The last and most expensive aspect of these recommendations is an all-or-none bonus. If the employees meet of exceeds 90% of expected performance based on the combination of the semi-annual managerial reviews. If the employees do not meet this expectation they receive no bonus which for the first year of the bonus should decrease the bonuses that are paid. |

Identified Deficiency #5: * 56% of our current staff feels our benefit packages are below average or poor. Benefits packages are critical in the retention and recruitment of skilled staff members in this already limited employee pool. | CATEGORY OF RECOMMENDED CHANGE: Company Systems, Policies, Processes, & Activity Recommendations Included | ESTIMATED COST: $10,000 | RECOMMENDATIONS: * FORMATION OF COMMITTEE ON BENEFITS IMPROVEMENTS SEARCH * CAMPAIGN TO INFORM EMPLOYEES OF UPCOMING IMPROVEMENTS TO OUR BENEFITS * IMPLEMENTATION OF OUR BENEFITS BACKAGE AT THE BEGINNING OF THE NEXT FISCAL YEAR | Rationale: * Benefits are going to be a very important part of Utiliiscan’s arsenal when it comes to employee retention and recruitment. Further evaluations of our current employees demonstrate that the loss of benefits is a major inhibitor of desired actions to seek new employment. This is one of the cheapest deficiencies for us to address. The formation of the sub-committee will be virtually priceless with the use of current staff. Insurers are eager to present competitive rates to companies and will be easy to rally for meetings and individual presentations. It is critical that we inform our employees of our attempts to seek better benefit opportunities thus, we are recommending a full campaign at our facility locations and via postal mail to inform them of our planned improvements. We hope this will cut losses to our current staff. |
Conclusion:
In conclusion, Utiliscan depends on our employees for the production of quality software for utility monitoring. We have to ensure that our employees are safe, well-satisfied with our employment, and willing to grow without employees. We have to work to efficiently to improve these recently discovered flaws in our company. Working quickly and efficiently is going to be key to the success of our company. Again, after you have the opportunity to review this documentation please call my secretary of Human Resources Bryan Lee at (555)-UTI-LISCAN to confirm. A meeting will be subsequently be scheduled to review this information and cement a plan of action.

For your Review:

Paul H. Resources
Human Resource Director
Utiliscan Corporation