the 3 e’s – engineering, engagement and esop€¦ · •braun intertec corporation • intertec...

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The 3 E’s – Engineering, Engagement and ESOP

Communications and Culture

Presented by:

Josh KirkAshley RichardsonAndrew BrummerBraun Intertec CorporationMinneapolis, MN952.995.2000www.braunintertec.com

• 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

The 3 E’s – Engineering, Engagement and ESOP

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• 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 2015.

• 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.

The 3 E’s – Engineering, Engagement and ESOP

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The 3 E’s – Engineering, Engagement and ESOP

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• Who We Are:• 100% employee

owned through ESOP

• 30 Offices• More than 1,000

employees at seasonal high

• Highly mobile, technical workforce

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 2007• 700 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

2010.

The 3 E’s – Engineering, Engagement and ESOP

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Braun Intertec Stock Price: 1999 – 2015

• 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!

The 3 E’s – Engineering, Engagement and ESOP

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• 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.

Ownership @ Work (OAW) Origins

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• The ESOP Education Committee was formed as a subcommittee to the OAW group in 2014.

ESOP Education Committee Origins

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• 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 promotethe 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.

ESOP Education Committee

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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.

ESOP Education Committee Goals

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• 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”

Engagement Through Involvement

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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) Engagement2) ESOP History3) Vesting4) Valuation5) ESOP Basics

2015 ESOP Education Committee Bootcamp

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• 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)

Engagement Through Events

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Engagement Through Events

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• Cheers to Ownership (October)• A chance to raise a glass and toast fellow

employee owners• Review financial highlights• Prizes, Games and Food

Engagement Through Events

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• Vesting (January)• Recognition for newly fully vested employee

owners at all company meeting• Ownership at Work Fleece Vest• Letter from CEO

Engagement Through Events

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• 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

Engagement Through Events

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• 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.

The 3 E’s – Engineering, Engagement and ESOP

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• ESOP Tips Campaign• Educational Tips scheduled during the year.• Mailers, Intranet Postings, Posters and

Emails.

• 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

Engagement Through Education

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Engagement Through EducationTotal Compensation Statements

• The main goal of using a total compensation strategy is to demonstrate to employees how much their efforts matter to the company.

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• 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

The 3 E’s – Engineering, Engagement and ESOP

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Questions?

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Presenters:Josh KirkAshley RichardsonAndrew Brummer