Best & Brightest Supplemental Information 2016

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2016 Supplemental Information

101 Best & BrightestCompanies to Work For

Supplemental Information

2016

&C O N S T R U C T I O N P R O F E S S I O N A L S


Compensation, Benefits & Employee Solutions

Employee Enrichment, Engagement & Retention

Employee Education & Development

Recruitment, Selection & Orientation

Employee Achievement & Recognition

Communication & Shared Vision

Diversity & Inclusion

Work-Life Balance

Community Initiatives

Strategic Company Performance

Additional Information

Contents


Compensation,Benefits

& EmployeeSolutions

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Hearing that E&V was not going to enact the “spousal provision” for the 2016 healthcare insurance renewal was such a blessing to my family. And, yes, I did cry when I heard the announcement! We didn’t have the money to get my husband’s work insurance because it was so expensive and not very good. My husband’s first response was “well, I guess I won’t have insurance and just pay the penalty”. This made me worry as we aren’t getting any younger! The dedication that E&V has towards its employees (and their families) is truly remarkable in this world when most businesses only think of the bottom line. For me, working at E&V has become overwhelmingly the best thing that has ever happened to me in my 30+ years in the workforce. I, unmistakably, bleed E&V!

Tracey DowkerAccounting Assistant

What We Continually offer... » 401K match

» Specialized Christmas gifts and bonuses

» Special outings to reward employees and encourage team building

» Special treats on holidays

» Hand-written notes from the CEO to employees and their spouses

» Encourage healthy living through discounts and motivation

» Provide outstanding health care coverage to employees and families


Please describe any innovative solutions your organization offers with regard to compensation and benefits.

At Elzinga & Volkers, we constantly explore new ways to reward our employees for their hard work and commitment while keeping costs and pay scale competitive with the market.

Getting Outside of the OfficeUnderwriting unique and fun activities outside the office and the normal workday has been a great way to reward our employees for their combined efforts. Some of our activities and outings in 2015 included:

» An all-expenses-paid trip to attend a Detroit Tigers game including a coach bus, fun activities and prizes, dinner and a ticket to the game. This outing was attended by 45 employees.

» Our annual family fun day at Michigan’s Adventure included over 200 attendees comprised of employees, spouses, kids and other guests.

» Our annual Girls Outing is a fun weekend event for all the ladies in the office at an undisclosed location. This outing provides the opportunity to spend time together outside the office. Activities included a personal-milestone activity, great food and conversation.

» Over 40 employees, loved ones and friends participated in the Warrior Dash obstacle course competition. » Our summer management meeting included a unique activity where six groups of employee’s visited local

non-profits to learn how they make an impact in the community. Each group shared their experience and E&V donated a significant amount to each charity. Although this was different from the norm, employees found this experience more rewarding than past playful activities.

Personalized Gifts of AppreciationWe were blessed again this year with strong business growth and financial strength that has allowed us to share the rewards with those who work so hard every day. This year we were able to offer the following:

» Cash bonuses including monthly rewards given to individuals for their safety knowledge. » Employees received a gift to open with their families on Christmas morning. Each gift was accompanied by a

hand written note to the employee and, in many cases, to the employee’s spouse. » Our company demographic age is young, so we always make it a priority to welcome new babies with an

E&V onesie and a gift card. » Office staff was given a specially treat on Valentine’s day when the CEO brought in two masseuses for a half

hour “spa” experience in the middle of the work day. » We are also excited to have celebrated major employee achievements, like the completion of a Master

Degree, with several employees this year. Beyond just tuition reimbursement, employees were recognized with a paid day off and special gift after their graduation.

» Estate planning assistance for employee to create a will.

Office Prank

E&V employees and families celebrating 3,000 consecutive days without a lost time

injury! Party in the park!

Chili Cook-Off


Outstanding Healthcare CoverageWe are very proud of our track record of keeping premium increase low and employee benefits high. We are happy to report that the 2015 renewal resulted in a very minimal increase in premium to employee. An increased contribution from the company, combined with our cultural focus on wellness, has softened the effect of rising healthcare costs on our employees.

As in past years, E&V continues to offer health insurance co-pay discounts of up to 30% are given to non-tobacco users. Smoking cessation programs, flu shots and TB testing are also offered free of charge to all employees and are administered conveniently at our offices. In addition, E&V was pleased to announce that the 2016 healthcare renewal would continue to include spousal coverage, which is a great relief to many employees.

We also continue to add services and benefits to our wellness program. This year, E&V added Rx optical membership to our healthcare coverage options. We also reinstated our gym membership reimbursement program for all employees and gave away exercise equipment including pedometers, weights and exercise balls and mats.

Employee Events from 2015 included: » Each employee developed a personalized info graphic we are calling

“U-Maps” that are used for goal making and benchmarking success

» 29 employees participated in the 2015 Wellness Program. This year was a 16 Week Fitbit Challenge. Participants received prizes for winning monthly team competitions and impromptu challenges. Reimbursement for Fitbit trackers was given to each employee who held up their commitment for these 4 months

» Referral bonuses in 2015 totaling $1,500 for referring 8 new employees.

» Chili cook-off and tailgate with prizes for Michigan/Michigan State game.

» Care packages with fun surprises were given to the ladies of the office on Valentine’s Day.

» Employees and families celebrated 3,000 consecutive days with no lost time injuries with a fun park party where they enjoyed dinner, live music, prizes and activities for the kids.

» Company-wide Stakeholders meeting, set up like a high-end convention, with team building opportunities and a report from our Executive Committee, field leadership, division leaders and department managers regarding the past, present and future business plans.

» 70 Random Acts of Kindness project in celebration of our 70th anniversary. We are sending our employees out into our community and will share stories from their experiences on our blog at evrandomacts.com.

» A fantastic Christmas party with more than $10,000 in raffle prizes, delicious food, a candy bar, live music and surprise entertainment. We also gave employees an opportunity to write personalized messages in Christmas cards to soldiers.

In addition to our many annual events, our plans for 2016 include: » Continuing wellness program with cash prizes

» A companywide stakeholders meeting, set up like a high-end convention with a team building opportunity open to all employees.

» Celebrating 3,500 safe days on December 15 with a company celebration

» Hosting our annual Safety Week (alive365) with free training and certifications for our trade contractors and an end of the week celebration for trade contractors who reached 365 Days with No Lost Time in 2015.

» Our president’s 50th birthday celebration

» Reimbursement for Financial Peace University and assistant with personal financial and estate planning.

» New employee assistance program

» Part of our 2015 health insurance renewal included the rejection of enforcing the “spousal provision” which would have forced some employee spouses off our plan, ultimately increasing their overall healthcare expense. We will not harm our employees for the sake of a small savings in insurance premiums.

Office Christmas Party


Enrichment,Engagement& Retention

“ “Since I work in the field, I look forward to receiving the “Savoring Our Successes” email every Friday. This is a great way for me to feel connected with what’s going in the company each week.

Scott WondergemSenior Field Manager

What We Continually offer... » Employee on-boarding process

» Employee Satisfaction Guaranteed

» “Savoring our Successes” board

» Friday celebrations

» Supporting personal & professional goals

» Company monthly meetings – breaking the blue/white collar perception

» Nationally recognized safety program -- 3,000+ days without any lost-time injuries


Please provide additional details regarding your organization’s initiatives to build a more engaged workforce and how your company demonstrates employee enrichment by treating them as a whole person (not just within their job functions).

A work/life “balance” implies that an employee is either engaged in work or family at any time, but with technology and the demands of a 24/7 business, we believe in a work/life blend. Our leadership team wants to be deeply engaged with employees so that we can help manage the stress and celebrate the joy that each individual employee has throughout the day, week and years.

A Warm WelcomeWhen we hire a new employee, we work to engage them before they even begin their job. Our employee on-boarding processes allows new employees the opportunity to sit down with senior management personnel on their first day and get to know each other as well as the company’s history, the markets we serve and our strategy for obtaining future work. We hand them gift bags with E&V logoed clothing and accessories and tell stories about our rich history to get them excited about their future. This process has been very effective and helps the employee feel like part of the team right from the start.

This process will be further improved with our Blueprint for Success program launched in 2016. The program enhances the onboarding experiencing by encouraging interaction with employees in many different areas of the organization, but just their assigned department.

Employee “Mapping”January 2015 marked the rollout of our employee mapping program. The one page “U-map” is completed by each employee and includes information on their top responsibilities, training needs and desires and, most important to this section, personal and professional goals. We “map” 1, 3 and 5 year goals for each employee and three categories (Personal, Family and Career). Career goals are fairly typical, but expanding our understanding of an employee deeper to their family and personal desires give leadership a better opportunity to support those individuals. For example, if an individual’s 3 year goal is to lose 30 pounds, we can support them with flexible hours to accommodate a visit to the gym or a targeting fitness or wellness program. Without the employee mapping, the company may never know that these desires existing in their employees.

Bridging the Gap Between the Office and the FieldOur President and Vice President of Operations have regular breakfast meetings with all tradespeople throughout the year. At these meetings, tradespeople are encouraged to express any needs they have and offer up suggestions for improvements in the field. The executives follow up on these items to ensure they are addressed. These meetings are especially important in our industry because they help to bridge the gap between the office and the field. Through this, field employees, who are not in the office very often know they have a voice that is being heard, which builds a sense of loyalty and pride.

Monthly “Safety & Update” meeting

Personalized, one-page Employee U-Maps

Trade Contractor Breakfast


Safety FirstOnce a month, our entire company gets together for our “Safety and Update” meeting. The goal of these meetings is to communicate important items to employees, such as projects we are pursuing, new work that has been recently awarded, employee updates and construction techniques that will keep everyone safer in the field. In 2015 we began bringing in industry experts to discuss important safety issues to keep all of our employees informed. We want all employees to be heavily engaged in all aspects of our business! These meetings have been very successful because they bring all areas of our company together to create a team feel and keep everyone in the loop. We work diligently to break the blue/white collar perception; every worker is significant in our organization!

Another place that our employee engagement shows its strength is in our regionally recognized safety program. For the policies and procedures of this safety program to be effective, our employees must truly care about each other and the well-being of their fellow workers. Our industry record-setting safety tally of over 3,000+ days (and counting) without any lost-time injuries also illustrates a strong commitment to making our environment a safe place to work.

Open Door PolicyIt is no mistake that our executive leadership team’s offices are situated in the middle of the first floor of our offices. The E&V leadership team is extremely accessible, taking the open door policy to the next level. If a carpenter or field employee has a question, they can take it directly to one of the executives with no hesitation. This example is only one of many ways that E&V has been able to break down the roles and hierarchy of traditional companies. We have an inverted organizational chart and firmly believe the CEO is here to support the management staff, and the management to support the field operations. It’s all about the people who most often touch our clients directly – our tradespeople. Communication flows in all directions through the company - not just from the top down.

Continuing to ImproveOffice renovations began in 2012 and have continued at a steady pace. In 2015 we fully renovated a beautiful new meeting room, two private offices, made parking lot improvements that included a snow-melt system, and created a large E&V history wall that captures 70 years of rich history to share with employees, families, clients and visitors. This significant investment in the space our employees utilize on a daily basis encourages a sense of commitment to the company and allows for bonding over exciting, positive change to occur during employee gatherings. In 2016 we plan to renovate the employee breakroom with new appliances, cabinets and a warm, friendly multi-purpose gathering area that promotes comradery and a space to make our guests feel welcome. The space will also become the central hub for all company activities including our “Savoring the Successes” celebration.

Warrior Dash 2015


Education & Development

“ “Elzinga & Volkers is excellent at recognizing the benefits of continuing education and training for employees. After finishing the Carpentry 1 & 2 courses through ABC/GRCC, there have been countless times that the training has helped me on the job and I have no doubt that it will help me progress in the future.

Collin WattsCarpenterGrand Rapids Community College Graduate

What We Continually offer... » Continuous training

» Attending and presenting at conferences

» Participating in professional organizations

» Investing in targeted skill and safety training

» Mentoring programs

» Leadership programs

» E&V University classes


Please provide additional detail regarding your organization’s educational and development initiatives.

Continuous TrainingContinuous training is one of the most important ways our company can stay competitive and experience continued success. E&V has channeled our educational and development initiatives toward finding ways to increase our skill sets to make our clients’ industries more successful. Examples from the past year include participating in professional organizations, investing in targeted skill and safety training and in office training and education. We also attended a variety of conferences this year. One targeted conference, Leading Age, was specifically geared toward learning about the senior living industry and the unique challenges to their facilities. After two of team members completed the Innovative Management Certificate Program through the New North Center in Holland, MI, we decided to send our new Experience Manager, investing the equivalent of a Master Degree in this employee. These educational initiatives make our company a sought after expert in our field. We would have only a small fraction of our success if we didn’t invest in these extensive, continued trainings.

Additional innovative educational programs include: » Employee participation in Chamber of Commerce leadership programs throughout the West Michigan/

Greater Grand Rapids area.

» Executive team attends multiple training/educational sessions hosted by the Young President’s Organization (YPO) each year.

» Operations staff attended leadership training through the Associated Builders and Contractors of West MI.

» E&V hosts our annual Stakeholders’ Conference to keep employees informed of happenings in the company.

» CORE Construction Skills program through the Associated Builders and Contractors of West Michigan

» Multiple in house training sessions through our “EV YOU-niversity” program including laminate installation and accounting 101.

Investing in Targeted Skill and Safety Training » Elzinga & Volkers will reimburse college level programs in order for employees to obtain their A.S., B.A. and

graduate degrees in related fields. Three of our employees have taken advantage of this in the last year. One employee is working on her B.S., one employee working on his MBA and one completed her MBA.

» Field staff attended specialized training from Hilti and STI on firestopping details in medical and nursing home facilities.

» One employee became an active member of Leadership Holland and Leadership West Michigan.

» Elzinga & Volkers will reimburse for specific computer training applicable to our operations including project management software, accounting software and design software.

» Field staff received training and certification on aerial lift equipment, hi-los, powder actuated tools, firestopping installation and first aid/CPR.

» Several carpenters attended and graduated from Construction Workforce Development Alliance (CWDA) ABC skilled trades where they updated their job certifications and skills.

Controller, Grace Silva, earned her MBA

Training at an early age...Take Your Child to Work Day

at E&V

Alive 365: Safety Symposium together


Internal Education » At our monthly, company-wide “Safety & Update” meeting, we invite guest speakers to present on a range of pertinent topics including managing

investments, health insurance, safety and healthy lifestyle choices.

» Every new employee hired in both the office and the field gets assigned an E&V buddy. This one-on-one peer training fast tracks knowledge and skills transfer.

» E&V employs a formal mentoring program for employees to grow and develop within the company. This mentoring effort has contributed to a high retention rate, exceptional employee longevity and a successful transfer of knowledge and wisdom.

» E&V YOU-niversity classes held every other month covering various topics such as trim installation, concrete finishing, door hardware installation, plans and specs, D.O.T. training, best practices, computer training skills for field personnel and more.

» Monthly healthcare team meetings are held to train and share techniques for complex construction projects in these industries. Members of these teams then train staff on the jobsite, passing along valuable “best practices” to all staff on the sites.

» Executive team members participate in executive coaching sessions to improve leadership and management skills

» Pertinent topics in risk management are discussed at field manager meetings with the aid of the E&V Quality Standard Manual (a working document distributed to field staff for reference of construction best practices). Our QSM was completely revised in 2015.

» Executive members hold regular subcontractor round table meetings with a group of leading trade contractors in the area to discuss struggles, trends, innovations and the general market.

» Consultants are hired to tour the jobsites and identify potential safety issues. The consultants educate those in the field on the various hazards and ways to manage the risk.

» An expert in meeting management was brought in to discuss efficient and effective ways to run a meeting. This training was especially helpful for our operational staff, including field managers and project managers.

» New technologies that may be helpful to the project management staff are shared and discussed. A training session for the new program/item will be provided at the following meeting if needed. Some items that have been implemented this year include: new file share software, building punch-out apps, electronic checklists, new and improved management spreadsheets and electronic document control.

Internal Education


Recruitment, Selection & Orientation

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I have been fortunate enough in my business career to have been a part of a couple very good companies. But in no way was I prepared for the experience that has taken place since joining the Elzinga & Volkers team. From the first day I walked into the company, I felt as if I was part of something bigger, something great. I was greeted with smiling faces and welcome gifts waiting in my office. It’s hard to explain how it makes you feel when your entire company pushes the pause button to join you for a company provided welcome breakfast on your first day. Who does that! To this day the E&V team continues to make me feel welcome and appreciated. Whether it’s a coworkers stopping into my office to see how everything is going or the leadership team constantly installing in everyone the culture of the company. I’ve never experienced such a welcoming feeling.

Tony SzafranskiNational Accounts Manager

What We Continually offer... » Employee referrals

» Networking

» Unconventional ways of recruiting

» Internal job postings

» College job boards

» On-boarding binder

» Company orientation with President and VP of Operations

» Assigned a “buddy”


Please provide additional detail regarding your organization’s recruitment, selection and orientation practices.

Recruitment ProcessWe strongly believe that we have the most talented employees at Elzinga & Volkers. Because of this, referrals from current employees are given special attention, as this is a key indicator that the referral may be a good cultural fit with our company. Any person with the talent to perform a job in our organization, and has the will to thrive in our culture, is welcomed into the family. E&V uses networking through friends, family, churches, non-profits and trade associations to recruit our staff. Monthly, we communicate with our employees about referrals they have made and, if we hired their suggestion, the bonus amount they receive. We are proud to report that over 58% of the new employees hired in 2014 were referred by current Elzinga & Volkers employees.

This year, we continued our focus on posting job opportunities within the company. These postings are updated monthly and offer employees the chance to apply for different positions within the company or recommend a friend before we start advertising publicly to fill positions. These internal job postings have become an effective resource in recruiting new employees. In an effort to recruit up-and-coming talent, our company posts positions on area college job boards. We want diversified talent and viewpoints in our workforce and actively pursue new talent to reflect this.

In addition, we spent very little money on job ads this year– almost all our recruits were found by referral, word-of-mouth or internal recruiting. We believe this is evidence of our standing as an employer of choice and a 101 Best and Brightest organization.

Orientation for New HiresOnce a new employee is hired, Elzinga & Volkers goes through an extensive orientation process to ensure the employee feels welcome. At an initial meeting with Human Resources, an employee on-boarding binder is reviewed and the new employee receives a welcome package with logoed clothing items, a hard hat and company stationary. The on-boarding binder features a letter from the president welcoming the individual as well as important benefit and company policy and procedure information. A checklist is sent around to current employees before a new employee’s first day with over 60 items, and everyone checks off their to-dos before the new employee arrives. This way, on the employee’s first day of work, they already have important items such as business cards and a company email signature. Also, their phone and computer login are ready to go and they have a personalized name plate at their office. All of these little touches decrease first day stresses and enable the new employee to feel welcomed and excited to be here.

At our monthly company-wide meeting, each new employee is welcomed and sits down with the president and vice president of operations for a presentation of the company’s rich history, current projects and clients as well as stories about our culture and what drives our success. Also, every new member of the Elzinga & Volkers family is assigned a “buddy” who will help them make friends and quickly acclimate to our culture.

Looking Forward2016 is going to see some dramatic enhancements to our new hire onboarding program. Our Blueprint for Success program was rolled out in January 2016 and aims to integrate new employees into the culture and their job quickly and in a unique way. The Blueprint program is centered on multiple “SMEs” or subject matter experts. Each SME has an area of the company or task that they are assigned to teach a new team member. These tasks range from where to park on our campus to a specific job task that is required within a department. A new hire must move through their blueprint by meeting with SMEs and completing lesson plans created by that expert. Every current office staff member is assigned at least one area of expertise meaning that by the time a new employee has moved through their blueprint, they will have had a face to face experience with all their peers. The program aims to create a sense of comradery early on in the new employee’s experience.

New hire orientation presentation


Achievement & Recognition

What We Continually offer... » Personalized gifts

» Bonuses

» Personalized notes from the CEO

» One-on-one recognition

» Employee celebrations

» “Savoring our Successes”

“ “It’s a great feeling to be identified for a new position within the company and reassuring to know that my strengths are recognized beyond current responsibilities. Management does a great job assisting employees to expand into new opportunities for growth and development.

Morgan WeaverExperience Manager


What creative methods does your organization employ to recognize employee achievement?

Personalized GiftsAt Elzinga & Volkers, we have made it a priority to creatively recognize employee achievements on a consistent basis. Our leadership team prides itself on knowing each employee on a personal level. In addition to traditional cash bonuses, the leadership team will try to include a gift that is related to that employee’s hobby or interest.

Personalized gifts given in 2015 include:

» Customized wedding and baby gifts from the happy couples’ registries

» A surprise paid day off at the spa and dinner with their spouse

» A sporting rifle given in recognition of a successful project

» Travel and time off for an employee to visit a loved one

These bonuses may have equal monetary value as traditional bonuses, and can be evaluated in the same ways, but these personal touches let our employees know that leadership knows, appreciates and values them as part of the E&V family.

This past Christmas, in addition to cash bonuses, the president wrote hand-written notes thanking each employee for their hard work. In addition, each employee received a customized gift including treats, gift cards, and cash wrapped in a festive box for them to share with their family on Christmas day.We make it a point to recognize employees on their work-anniversary date with a breakfast and/or lunch. On larger milestone anniversaries, employees receive an additional monetary gift. On milestone birthdays, we will recognize employees on the jobsite or at the office with a breakfast and/or lunch, gifts and even decorating their office.Our management team is trained to recognize and reward small successes by our staff, which could include the achievement of a schedule milestone, a good job reference from a client or the resolution of a difficult problem or project. We not only publicize “good job letters” from owners and clients but also post internal letters of recognition from one employee to the other, which creates a common respect. Management also has the flexibility and authority to direct small gifts and rewards to outstanding personnel. These small, ongoing forms of recognition engage employees and keep energy and morale high, especially in stressful, difficult situations.

CelebrationsIn response to all the negativity in the media and the world around us, Elzinga & Volkers decided to make a conscious decision to focus on the positive. Starting in 2011, we created a special time every week that is set aside for “Savoring our Successes.” Every Friday at 9:00am, employees come together to share successes from the week. We have a large celebration board where employees can tack photos or awards of personal achievements or professional accomplishments. We socialize together and encourage and congratulate one another. It has proven to be a great morale booster for our team, and everyone looks forward to Friday mornings even more now.

Sharing in successWe are happy to share that over 20% of 2015 earning were shared with employees in the form of end of year bonuses. The company is entering the fiscal year 16 with the best back log of work on 25 years and we anticipate continuing to reward our employees for their hard work.

Friday celebration snacks

Family celebrations

Onesies for our newest E&V Family Members


CelebrationsIn response to all the negativity in the media and the world around us, Elzinga & Volkers decided to make a conscious decision to focus on the positive. Starting in 2011, we created a special time every week that is set aside for “Savoring our Successes.” Every Friday at 9:00am, employees come together to share successes from the week. We have a large celebration board where employees can tack photos or awards of personal achievements or professional accomplishments. We socialize together and encourage and congratulate one another. It has proven to be a great morale booster for our team, and everyone looks forward to Friday mornings even more now.

2016 ideas presented by the committee: » Go to a Griffins game

» Have a company lunch on the beach of Lake Michigan

» Have the office staff cook lunch for the field staff (similar to how the trade partners breakfast is ran). Then release the field staff for a ½ day

» Have more “field only” events

» For the guys who are traveling out of town, send their significant other to them for a weekend.

» Take the team members on an over achieving project on a charter fishing trip.

» Have a trap shoot / lunch

» Rent a please in GR to hold events (easier travel for all field staff)

» When a field staff member is out of town for a long stretch, send their spouse a gift card for dinner to a local restaurant.

» Hand out gift cards for good job letters from clients at the safety meetings

» Come up with some form of appreciation/good job clothing line. Something that you would only get if you were recognized for going above and beyond.

Savoring Our Successes Board


Communication & Shared Vision

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The E&V monthly newsletter is something I enjoy receiving for many reasons. In the busyness of daily family life, I don’t get many details about what’s going on at E&V when Joe comes home unless I play 20 questions! The newsletter helps me stay connected with sharing in the company’s successes, whether that be new projects awarded or new babies being born. Our daughters also look it over and take great pride in seeing Daddy’s name listed on a project or learning of an upcoming E&V family outing they get to attend! The newsletter is yet another way the company makes me feel apart of the ‘E&V family’ that Joe spends much of his days with.

Jennifer NovakoskiWife of Joe Novakoski, VP of Project Management

What We Continually offer... » Second Annual Stakeholder Meeting

» Social media

» uMaps and Business Map

» “Painted Picture of 2017”

» Companywide monthly safety and update meetings

» Monthly management meetings – 90% office staff attendance

» 2 on 1 reviews


What creative methods does your organization employ that senior leaders use to communicate strategy and vision to employees?

Building on past successesWhen we were first recognized as a 101 Best and Brightest organization, communication was one section where our scores were lower than our executive team would have guessed. Over the last eight years, we have strived to over-communicate with our employees whenever possible. We developed many unique communications tools, and our communication scores have steadily improved. We still see that our employees’ desire to know more about the company is growing stronger. This has challenged us to continually think about what we are communicating and how we are doing it.

Second Annual Stakeholder MeetingIn January 2015, we organized our first annual Stakeholders’ Conference. What is a “stakeholder,” you might ask? Well, it’s anyone who works for Elzinga & Volkers has a stake in our success. This conference, held at a conference center in Hudsonville, MI, was designed to inform and connect our employees to the entire world of Elzinga & Volkers. During the conference, employees engaged in roundtable discussions, presentations and a team building exercise to learn more about how we operate and what’s next for our team.

Painting a picture together for 2017In 2013, we embarked on our three year strategic planning which centered on creating a “painted picture” of what our organization will look like in 2017. Our previous painted picture for 2014 was successful both as a communication tool and as a measurement tool. We are happy to report that approximately 80% of our 2014 painted picture came to fruition at the start of the New Year.

The 2017 Painted Picture was developed with two main goals. First, we must connect with every level of the company on both a personal and professional level. Second, we must encourage open communication and cultivate new and radical ideas. Employee groups were led through a series of exercises that extracted ideas and initiatives that the employees felt were important to our continued success. These ideas were documented and most were incorporated into the 2017 painted picture.

The painted picture is a collective document created by all the employees and meant to clearly illustrate the organization that we hope to be in three years. The painted picture was unanimously adopted by our board of directors and is included in our 2015 Business Plan.

2015 Stakeholder Meeting


Getting Face-to-FaceThere really is no substitute for face-to-face communication. From your first day at Elzinga & Volkers as a new employee, you are exposed to a variety of meetings that allow two-way communications between employees. Every Monday morning, the project management team kicks off the week with an hour long meeting, which includes an opportunity for each employee to share upcoming challenges for the week and solicit ideas on how to overcome problems.

At the end of the week, the entire office gathers for the “Savoring our Success” celebration. This gathering focuses on positive weekly happenings, both personally and professionally. After sharing, the group eats breakfast together and socializes for a brief period of time. In 2014, we had many opportunities to share this meeting with outside guests, vendors, clients and many other business partners, and we have also begun to document the successes from the meeting and email them to the entire company. This simple email has sparked a wave of employee-to-employee communications with congratulations, support and sharing of common experiences. All of this keeps us focused on the positive in a world that can quickly drag you into the negative.

We continue to hold our “all hands” monthly Safety Meeting. We discuss all aspects of company operations, business development, current projects, HR, good job letters with a special focus on jobsite safety. This meeting regularly exceeds 90% participation from our employees, which is impressive when you consider the geographic range of our project locations and where our employees live.

Employee reviews are also a critical part of individual growth and fulfilling our corporate goals. At least two members of the executive team hold quarterly reviews for field management and office staff. These 2-on-1 meetings are a chance to connect individual goals with those of the company. Our CEO and VP of Operations also hold regular breakfast meetings with field staff in groups of 6-8. These informal conversations address company happenings and general concerns from the field level. The field employees also participate in one individual review with management each year.

Newsletters and Social MediaSocial media provides Elzinga & Volkers with a powerful communication medium with the company. Over the past year, we have refocused our Facebook page on internal communications rather than external marketing. This small shift has increased our Facebook activity significantly. We also believe that this shift has positively impacted external marketing as our messages are more genuine and focus on culture rather than selling a product.

Over the past year, we continued our efforts with our corporate newsletter “Building Together.” Rather than utilize one of the dozens of electronic formats available for newsletters, we chose to go “old school” and mail the newsletter directly to employees’ homes. We believe that this creates a physical connection to the information in the newsletter and allows our employees’ families and spouses to share in our success. When you consider that the majority of our employees have family health insurance through Elzinga & Volkers, their families have a vested interest in our success and should share it in. As we mentioned earlier, we give holiday bonuses and special notes to many of our employees’ spouses and significant others, thanking them for their support. Connecting with and caring for the people close to our employees gives our employees a reason to deliver the highest quality product every time they come to work.


Please provide additional detail regarding your organization’s communication and shared vision best practices.

Breaking Down the Communication BarriersAccessibility has always been a cornerstone of our ability to connect and communicate with employees. It is easy for things such as job titles and office doors to get in the way of communication between employees. Elzinga & Volkers strives to break down these barriers. In addition to the communication tools discussed above, employees are encouraged to develop their own techniques to connect with each other and with leadership in the company. Whether this is a breakfast or lunch between employees or group participation in an activity on the weekend, the company typically supports the efforts financially or with other available resources.

In 2015, we will incorporate a one page, graphically illustrated Painted Picture for 2017 to replace our lengthy, jargon-filled three year plan. Instead of written words alone, we will pair graphics so the document tells a vivid and memorable story to all those we share it with. Our Business Plan will look similar — cut from fifty pages to five carefully designed pieces of “business art.” These documents will be accessible to all employees and will offer a more tangible idea of what our goals are as a company. In addition, we will roll out “uMaps,” or personal, job-tailored guiding maps for each employee. This map will guide each employee in their annual and long term goals as they compare to E&V’s annual and long term business plans. They will also act as a reference and guide for the employee’s yearly review, keeping both the employee and manager accountable for the goals and responsibilites listed on the map.

Already in 2015, we held our second companywide stakeholders conference in mid-January. Taking cues from the formats of large conventions and public shareholders meetings, we hosted an afternoon of presentations, rountable discussions, a team building event, and socialization with all employees of the company. We shared important themes from the business plan, looked back at 2014 and dove deeper into areas of the company such as marketing, safety, benefits, financials and operations. The goal of these meetings is to equalize all our employees and position them all as stakeholders, or owners, of the company. It is an exciting time that will continue to be held annually at the start of each new fiscal year.

We have dedicated a significant portion of our overall 2015 101 Best and Brightest response to the area of communication. We feel that this is an area in which we excell and one that is so important in building a corporate culture where the employee is at the center of all decision making. Building this employee-centric culture is the cornerstone of all our business operations.


Diversity &Inclusion

“

“

This year I had the great privilege of traveling to the Czech Republic to study businesses with my graduate program. I expected that my exposure to foreign companies would open my eyes to a new corporate world, but I couldn’t have been more wrong. What I discovered was that underneath the socio-cultural differences of the employees, there remained a company. In essence, they were groups of people, just like us, doing their best to serve or provide goods to their customers. This observation challenged me to ask how a company could look so familiar, yet exist in the midst of varying cultural influencers. By the end of the trip I found that what truly makes a company different and diverse, is the passion, ingenuity and originality of each employee. There’s no question that culture is not without value, but we owe it to one another to dive deeper.

Brett LesiewiczProject Manager

What We Continually offer...

» Attended the Lakeshore Region Summit on Race and Inclusion

» Promoting from within

» Use of the Grand Rapids Minority

» Contractors Program

» Promotion of women into management roles

» Continuously expand female roles outside of the office


How do your programs and policies differentiate your organization with regard to promoting diversity, inclusion, and celebrating differences?

Welcoming DiversityElzinga & Volkers welcomes diversity in our corporate family and our external business relationships. This year our team invested in diversity in many ways.

We are also constantly adding minority and women-owned businesses to our group of subcontractors and vendors. We are pleased to have worked with several new companies this year that have helped us strengthen our diversity on the jobsite. Our continued commitment to this has led to the State of Michigan Department of Civil Rights Certificate of Awardability for many years. We encourage the use of the Grand Rapids minority contractors program and make attempts to include these highly talented trade contractors in our bidding process. We provide an opportunity for these minority contractors to work for a premier construction company that believes in fairness, equal opportunity and the advancement of all our community members. We are also continuously looking for qualified minority candidates for employment at Elzinga & Volkers.

Other notable achievements in the area of diversity and multi-culturism include:

» Two employees participated in a cultural emersion trip to the Czech Republic to study businesses with their graduate program.

» Morgan Weaver was promoted to Experience Manager, a newly created position that focuses on providing unmistakably E&V experiences for our employees, families and clients.

» Donated a large plaque to the Unity Bridge Sculpture project celebrating diversity in Holland.

» Maintaining above 25% minority employees on staff (ethnic and gender minorities included).

» Introduced Girls’ Lunches where female staff in the office who wish to participate bring in and share a meal with each other once a week.

Looking forward to 2016, our Diversity and Inclusion Committee aims to be more deliberate about our recruitment of ethnically diverse employees. Utilizing local organizations, trade schools and community groups, Elzinga & Volkers will break out of traditional patterns and cast a wider net when pursuing new team members. The company, which boasts a female board member, also plans to be more active in the National Association of Women in Construction.

During cultural emersion trip, students visit Terezin,

a concentration camp in the Czech Republic

Cultural emersion trip to the Czech Republic

During free time, students went on a scenic boat tour and had an opportunity to view historic

architecture.


Work-LifeBalance

“

“

Being a working mother has its challenges. Balancing full-time employment, management of a home and care for a toddler can, at times, feel overwhelming. Particularly when something unexpected happens (snow day, ear infection, pink eye). Provided I still meet (and hopefully exceed) my work expectations and deadlines, E&V allows me to move my hours around so I am available for my family, even when the unexpected happens, which allows me the opportunity to be a better mom, wife and employee.

Jill MonteCommunication Coordinator

What We Continually offer... » Flexible schedules

» Family focused benefits

» “Special” paid holidays

» Work-free weekends

» Wireless/remote workplace technology

» Laptop access

» “Check-In” points


How do your work-life balance initiatives make your organization one of the 101 Best and Brightest Companies to Work For?

In many cases, our employees spend more waking hours at work then at home. This has unfortunately become normal in our society. At Elzinga & Volkers, we believe that we can turn this unfortunate truth into a positive by truly understanding our employees and their connections outside of work and, furthermore, allowing those connections to blend into their work life.

Celebrating SuccessesIn addition to understanding employee challenges, we also celebrate their successes. We have discussed our Friday “Savoring our Successes” meeting in this submittal, but we recently adjusted the format to focus on personal success first and corporate success second. We have also begun to summarize the successes shared at the meeting and email them to the entire organization. Success and positive attitudes are contagious, and we want everyone to “catch the bug.” We are constantly reinforcing the idea that happy employees with stable home lives will focus more on their work and achieve greater success for the organization.

Family and FriendsOur diverse group of employees range from young singles to empty nesters and everything in between. Whatever the situation, Elzinga & Volkers understands that it is important for our team members to spend time with their families. This belief has changed the way we do business and our vision of the future. In the day-to-day operations of the company, there are many examples of this work and home life balance:

» For employees that commute significant distances to work, we allow flex time to accommodate bad weather and child care schedules. While this is relatively easy in an office setting, it is more difficult on a construction project site. Despite the difficulty, Elzinga & Volkers allows their field staff to work overtime on any given day to make up for planned time off or an emergency absence.

» When we have workers from out of town, Elzinga & Volkers strives to schedule longer work days in exchange for a shorter work week. For example, we may work four, ten hour days and give our employees a longer weekend to spend at home.

» We also do not encourage work on Saturdays or Sundays in an effort to provide time to spend with their loved ones.

This flexibility is a perfect example of the company’s philosophy that helping build strong families creates a strong community and company to better serve our clients.

Family Fun Day at Michigan’s Adventure-2015


Growing the BusinessEmployee work/life balance also influences the long range planning of the organization. During our annual corporate planning retreat, the executive team discussed numerous opportunities to grow our business outside of West Michigan. We found many lucrative opportunities that would require our team to travel and possibly relocate. If the mission of a corporation is to make money for its shareholders, we would not have a difficult decision to make. However, our mission is slightly different. We know that we must make money to keep the lights on, but if that money can only be made by disrupting the lives and stability of our employees and their families, we will seek another route. We have turned down lucrative project opportunities this year for the sole reason of not negatively affecting the work/life balance of our employees. When our employees voluntarily travel for a job, we compensate them with higher pay, shorter work weeks and longer breaks between out-of-town assignments since we understand how challenging this kind of work lifestyle can be.

Family-Focused BenefitsElzinga & Volkers offers a host of benefits which go above and beyond industry standard and allow employees to enjoy a healthy work-life balance. One of the most popular benefits is special paid holidays. Every year, in addition to the traditional six paid holidays for all staff, our employees receive an additional paid vacation day if the holiday lands on a Tuesday or Thursday so they can have a four-day holiday weekend. Also, our employees receive a paid half-day off for Good Friday each year. In addition, Elzinga & Volkers offers six paid sick days so employees can rest up when illness strikes. E&V spends well over $30,000 a year to fund these special holidays but we continue to believe they are crucial to maintaining a positive work/life balance.

The executive team at Elzinga & Volkers once again chooses not to enforce the “spousal provision” of our health insurance program, which would have forced spouses off of our plan if they qualified for benefits elsewhere. This decision increases the overall premium costs to the company, but protects employees from large increases in their costs. We are proud to have a deep understanding of each of our employees. This connection helps us better evaluate the consequences of any decision that leadership makes, both positive and negative.

Supporting Personal GoalsElzinga & Volkers spends a significant amount of time and resources helping employees plan and achieve personal goals. These goals don’t stop at professional growth and development; they include health and wellness, education and financial stability. We encourage our employees to share personal goals with their supervisors so that leadership understands the full picture of our employees’ lives, sometimes including their struggles.

Group Exercise at our Monday Project Management Meeting


Getting InvolvedIn 2015 we rolled out our 70 Random Acts of Kindness program to celebrate 70 years in business, and encouraged employees to reach out and do kind deeds for others or non-profit organizations near and dear to their hearts. Below are just a few of the many great ways Elzinga & Volkers supported blending work and life:

» One of our employees asked for support with Wishbones Pet Rescue Alliance annual “Wag-n-Walk” fundraiser for lost, homeless and neglected pets. E&V not only participated as an event sponsor and opened the opportunity up to employees, but they donated a pallet of dog supplies as well.

» E&V supported an employee who wanted to provide patient care packages for members at Gilda’s Club of Grand Rapids who provide free emotional healthcare to children, adults, families and friends on any kind of cancer journey. In typical E&V fashion, they made a monetary contribution to help purchase items needed and encouraged all employees to get involved. Over 50 patient care packages were donated to help brighten someone’s day!

» E&V supported employees who wanted to fix a garage that was in disrepair for a retired employee.

Technology and Face-to-Face CommunicationTo further enable flexibility in our employees’ work-life balance, Elzinga & Volkers has made a significant investment in wireless and remote workplace technology. All operational managers are outfitted with laptop computers that contain remote networking capabilities allowing for full access to company documents and programs from the comfort of home. This allows employees who work further from Holland to stay safe in harsh weather and attend appointments while still completing work tasks. But even with this connectivity, employees are encouraged to disconnect on evenings and weekends.

While technology has allowed much more flexibility in our operations, there is no replacement for face-to-face communication. Prior to meetings, we hold ‘check-in’ points where team members update the group on both personal and professional things they are currently involved in. This gives everyone a sense of the challenges we all face in properly balancing our busy lives. Understanding your coworker’s personal challenges allows for more productive interactions and effective communication at work. We feel strongly in not separating our work and personal lives. They is always a blend to be respected and balanced.

As Elzinga & Volkers continues to grow nationally, it’s very important that we find new ways to communicate with employee’s working away from home and keep a strong connection. In 2015 we purchased Zoom video conferencing services that will allow us to hold real-time, face-to-face meetings where everyone can see each other at a glance on desktops, phones and tablets. We recently tested the software for a Field Manager meeting and it was a success! We plan incorporate it into our monthly Safety Meeting so anyone working offsite can “Zoom” in and take part.

Patient Care Packages to Gildas Club of Grand Rapids


Connecting Family to WorkThe work-life balance committee is excited about the upcoming year and new initiatives to connect family to work. We are developing a program by which each employee is granted paid time off specifically for the purpose of attending a family function during work hours. This could be a child’s school event or a family reunion. This program will be offered to hourly and salaried employees alike.

Our office is already open for use by employees and their families on the weekends and after business hours, but we are also considering utilizing its prime location in downtown Holland for purposes such as a respite center during the annual Tulip Time Festival, a meeting space for church groups and nonprofit organizations, and an access point for the use of technology.

We believe that connecting the work place to the employee’s personal life will produce a more engaged employee when they are on the job, and a more involved family member when they are home, by knowing that in each place, work or home, they are supported by the other.


Community Initiatives

“ “

I approached a member of the Executive Committee about supporting the Wishbone Animal Shelter “Wag & Walk” fundraiser. They listened and whole-heartedly said they would support the event with a large donation to purchase pet and cleaning supplies. I was overwhelmed by the support of E&V employees when they showed up with thier dogs to participate. It made me proud to work for such a caring company.

Duke HarmanConcrete Foreman

What We Continually offer... » Located in downtown Holland since 1945

» Strengthening the community around us

» Donations, sponsorships & fundraising

» More to offer than just our checkbook

» Getting our hands dirty and participating in volunteer opportunities

» Employee passion for improving the community we live and work in

» Already planning for 2016 and 2017


Please provide additional details regarding your organization’s community initiatives.

Elzinga & Volkers continues its strong focus on giving back to the community. In 2015, we donated 17% of our net income to non-profits, charities and community organizations throughout Michigan. With our offices located in downtown Holland, we have the capacity to engage with our surrounding communities and take pride in doing so, as a company as well as individuals. It is in our company culture and in our nature; it’s our responsibility to do so.

Proud PartnersMoving forward we will continue to focus on encouraging employees to volunteer outside of company projects/events and will offer them new opportunities to volunteer and make a difference in our surrounding communities. Some organizations we are proud to partner with are:

» United Way

» Habitat for Humanity

» Labor Day Parade

» Clays for Kids

» Zeeland Christmas Parade

» Holland Parade of Lights

» Tulip Time Kinderplaats

» Tulip Planting

Donating Time and TalentWhere we can’t donate much time, we donate significant funds to support various organizations around our community. Although we would rather have boots on the ground, we believe in giving back monetarily what has been graciously afforded us. Some of the organizations we donated to this last year are:

» 70x7 Life Recovery Table Sponsor

» American Red Cross

» ArtPrize

» Boys & Girls Club

» Every Woman’s Place

» Ferris State University

» Habitat for Humanity

» Holland Christian Schools

» Holland Hospital Foundation

» Hope College

» Michigan Blood

» Ottawa Area Intermediate School District

» Pine Rest Christian Mental Health

» Porter Hills Foundation

» Spectrum Health Foundation

» Saint Mary’s Healthcare Foundation

» St. Mary’s School

» Tri-Cities Unity Auction

» United Way – Great Ottawa County

» United Methodist Retirement Communities Foundation

» Arbor Circle

» Artists Creating Together

» North Kent Community Services

» Unity Bridge Fund

» GR Children’s Museum

» Goodwill Industries

» The Right Place

» Lakeshore Advantage

Bike donations to the Boys and Girls Club of Holland


70 Random Acts of Kindess In 2015 we celebrated our 70th Anniversary by giving back to our community with 70 Random Acts of Kindness throughout the year. We got everyone involved in the excitement…employees, family members and friends! We strongly feel that this experience inspired employees to pass on the kindness. We are proud to report that we donated a total of $27,000 and 300 hours of time. A few examples include:

» Sponsored 12 families (62 people) for Christmas and purchased gifts and wrapping materials to help make their holidays cheerful

» Donated Bikes, helmets and locks to eight deserving children who are members of the Boys & Girls Club of Holland, both the north and south facilities

» Tool belts and supplies were donated to Taking Root Ministries of Holland who provide training and paid work experience in the building trades for people who are struggling in life and in employment.

» High Chairs and tents donated to Arbor Circle who serve people who need mental health counseling. » A Veteran’s Day luncheon celebration at MapleCreek of Grand Rapids » A school supplies drive that benefitted Eagle Crest and Vanderbilt Charter Academies of Holland

where large amounts of supplies were collected to support students and teachers.During our annual management meeting, our activity was for employees to be organized into groups with direction to visit specific non-profit organizations located in downtown Grand Rapids and learn who they are and how they impact our community. Groups presented their information and the non-profits each received a generous monetary donation. The non-profit organizations included:

» Guiding Light Ministries » Our Hope Association » Family Promise of Grand Rapids » The Down Syndrome Association of West Michigan » God’s Kitchen » The Dwelling Place

Cultural Outrerach At Elzinga & Volkers, we also like to get involved in community cultural and outreach events. Some of the events we sponsored and participated in this year are:

» Metro Health 5K

» Tulip Time Festival

» Breast Cancer Awareness T-Shirts

» Georgetown Food Pantry Food Drive

» Hamilton Youth Soccer

» Alaska Mission Trip

» Special Olympics – Michigan

» Ready for School Float Building

We annually volunteer for the United Way Day of Caring, participate in a Habitat Build in the Holland Area and will be hosting our annual blood drive in June 2015. We once again have proven to be a generous company with donations, sponsorships and volunteering in 2015. We are excited to release our 70 Random Acts of Kindness program this year as part of our 70th anniversary celebration. In addition, we continue to volunteer in over 12 events a year as a company and plan to continue this trajectory in 2015 as our new Business Plan title indicates we will be “Unmistakably E&V.”

School supplies for students at Eagle Crest Academy of Holland

Tool belts and supplies to Taking Root Ministries of Holland


Strategic Company

Performance

“ “

101 Best and Brightest is a true test to the unbiased sentiments of the essence of the company - it’s people! With the 101 Best and Brighest survey template, the company has been able to continually focus on the key elements that mold our culture. The results have proven instrumental in nurturing and fortifying our connected family feeling.

Todd GrzegorskiSenior Field Manager

What We Continually offer... » Diverse HR team - Members from field and office

» Emphasis on mission statement and core values

» 2 on 1 reviews

» Oversees committees

» Open forum

» Connects with employees personally and professionally


How is your Human Resources team leveraged to implement strategy and overall company performance?

Hub for Employee EngagementIn an employee-centered company, the human resources department becomes the hub for all employee engagement and communications. Our HR team is comprised of members from various levels of the organization, including representatives from the executive committee, office team and the field staff. This input from all levels of the company keeps our HR department well informed and connected to the changing needs of our workforce. The executive level input keeps the company’s vision and mission at the forefront of any discussion. Input from the operations team allows us to implement new programs quickly and effectively to all employees. Input from the field level keeps the team informed of issues and concerns from our various project sites around the country.

The HR team, including executives, spends a great deal of time with all individuals throughout the year communicating our mission statement and core values. In this way, management elevates a sense of belonging and effective communication. An example of this is our 2-on-1 review process. This evaluation process includes individual meetings with each employee and at least two executive committee members and direct managers to evaluate the work performance and progress of each employee. These reviews are used as a tool to give employees positive reinforcement about things they are doing well and to constructively discuss improvement goals that would make the entire team stronger. This year we will also roll out a new approach to these reviews with U-Maps. The U-Map is a tool to connect each employee to the overall business plan and strategic goals of the organization. The map helps each person understand how they fit into the bigger picture at E&V.

Our HR team also oversees the efforts of many committees that are charged with achieving strategic goals. When goals are met, they coordinate celebrations for the company to highlight the good work that has been done.

The HR team is a truly an open forum for the discussion and resolution of our employees’ work related and personal issues. Elzinga & Volkers truly cares about its team members, who are encouraged to seek out assistance from the company for all types of issues. From smoking cessation to child care, no issue is too personal. If the issue affects the individual, it will affect the quality of that employee’s attitude and work performance. We believe that we can only have healthy client relationships when we have happy, healthy team members!

Connecting the Employee and the Strategic VisionIn 2016, Elzinga & Volkers will expand its business mapping program to our trade divisions and all hourly field staff. By the end of 2016, every employee will have an individual performance map that is tied to the division in which they primarily work. Those division maps are tied directly to the business plan which is directly linked to the 2017 Painted Picture. These business and employee maps create a direct connection between each employee and the strategic vision of the organization.

Example Office U-Map

Example of a Field Personnel U-Map

Example of a Divisional U-Map

Carpentry

DIVISION-MAP

COM

MIT

MEN

T ST

ATEM

ENT

We will support the goals, vision and mission of be-

ing “Unmistakably E&V” in all that we do.

INFL

UENC

ING

SAFE

TY As deputies of the E&V safety culture, we will ensure a safe working environment at all times.

5 Make work fun.

TOP 5 RESPONSIBILITIES FOR FY 2016

Set performance standards and strive to achieve to them.BUSINESS

YEAR YEARSOUR GOALS

1 3

Complete every job under budget. Be recognized as the strongest division in the company.

4 Maintain a desire to learn.

3 Utilizing the most efficient methods available during installation.

2 Providing high-quality end products for all clients.

Ensuring a safe environment for all team members.

YEARS 5

1

Purchase my first home.

CAREER/PROFESSIONALPERSONAL/FAMILY

YEARS YEARS

MY GOALS1-3 3-5

Propose to Misty Dawn.

Earn my construction core certification.

Become a field manager.

TRAINING AND GUIDANCETraining Needs

» ABC/GRCC certification

My Mentors » Brian White

» Tony Roussey

» Pastor Earl

COMMITMENT STATEMENTI will represent Unmistakably E&V by working efficiently and with a focus on

safety and quality for our owners, employees and trade contractors.

INFLUENCINGSAFETY

I commit to ensuring safe job sites for all employees and trade contractors.

1 I am going to take responsibility and leadership for bringing our safety program and manual to the next level.

2 Build quality buildings and interiors.

3 Continue building on previously cultivated relationships.

4 Provide a positive safety example for the trade contractors by wearing the appropriate ppe.

5 Always maintain a clean worksite.

TOP 5 RESPONSIBILITIESFOR FY 2016

Joe Billy Hammer

U-MAP

Carpenter


Additional Information

Beyond expectations... » Employee Centered

» 101 Best and Brightest Companies to Work For in West Michigan

» West Michigan 101 Best and Brightest Elite Award winner in the Communication and Shared Vision category

» 101 Best and Brightest Companies to Work For in the Nation

» Safety Award of Excellence from the Associated Builders and Contractors (ABC) West Michigan - 2 Years in a row!

» 3,000 Days Without a Lost Time Injury

» Alive365: Safety Week


What else would you like to share with us that demonstrates that your firm is a Best and Brightest Company to Work For?

Thirteen years ago we began a journey moving ourselves from client-centered to employee-centered. The results were instantaneously positive, powerful and exponential. We have a place people enjoy coming to each day and an unparalleled level of loyalty and commitment. This cultural atmosphere has propelled our success beyond what we could ever have imagined.

We had a wake-up call when we first applied for recognition as a 101 Best and Brightest and received low scores. The first five years we did what we instinctively felt was beneficial for the employees, and the results were good. We realized there was so much more we could do, and we set out each year to make incremental changes to consistently improve the lives of our employees. We realized that incremental is monumental!

Now, with eight consecutive years of West Michigan 101 Best and Brightest recognitions, six as an Elite Award recipient, and five national 101 Best and Brightest awards, one as a national Elite Award winner, our employee-focused progress has been validated. However, the work towards continuous improvement pushes on.

We are honored to receive the following recognitions in 2015:

» 101 Best and Brightest Companies to Work For in West Michigan » 101 Best and Brightest Companies to Work For in the Nation » 2015-2016 Michigan Contractor of the Year (MCOY) 2nd runner-up out of eight finalists » West Michigan 101 Best and Brightest Elite Award winner in the Communication and Shared Vision category » Associated Builders and Contractors (ABC) - Diamond Level Safety Program » Corp! Magazine “Economic Bright Spot” Honoree » AIA project award for Spectrum Health Integrated Care Center » ABC Excellence in Construction for new construction of Quality Car Wash » ABC Excellence in Construction for renovation and addition of Mercy Health St. Mary’s Cafeteria » 3,000+ Days Without a Lost Time Injury

Michigan Contractor of the Year – 2015 second runner-up of eight finalistsReceiving the Michigan Contractor of the Year award was very meaningful to Elzinga & Volkers because the award acknowledges the Michigan construction manager who has built the organization with the most outstanding character as well as exceptional practices in the areas of bid ethics, job site coordination, payment practices and job site safety. We were up against contractors from all parts of the state of Michigan, and over 300 subcontractors who are part of the American Subcontractors Association of Michigan voted to choose the winner. We are excited to be recognized for building a culture where we don’t win at the expense of others. These awards validate that we are doing right by our partners.

Unmatched Safety Program

Award acceptance by Mike Novakoski, President/CEO

ABC Excellence in Construction


3,000 Days Without a Lost-Time Injury We reached this milestone on August 3, 2015. In the construction industry, this is a huge milestone! Elzinga & Volkers has focused on hiring individuals with a safety attitude and mindset. This industry record-setting safety milestone has enabled the company to recruit top level employees. In December 2015 Elzinga & Volkers plans to hit 3,500 safe days. We are very proud to be so close to this milestone and want to share our passion for safety with the rest of the construction industry.

Alive365: Safety WeekAt Elzinga & Volkers, we are always striving to recognize employee achievement. We credit our continued safety success to the diligent work of all our employees, a thorough safety program and the overall commitment to being an employee-centered organization. In March 2015, we organized “Alive 365: Safety Week 2015,” which provided 14 training sessions for 71 companies and 271 people throughout West Michigan. In addition to providing these training sessions for our partners, our employees were also welcomed and encouraged to take advantage of the training programs that were available during the week. The events were a huge success for raising awareness around the importance of safety practices and increasing education on prevention tactics in our industry.

ABC Safety Diamond Level STEP AwardAssociated Builders and Contractors (ABC) honored our safety program with the Diamond Level STEP Award. This is the highest award given by the ABC and recognizes our commitment to employing effective safety practices on jobsites. The award is based on 20 key elements of contractor safety programs such as management commitment, pre-planning for safety on jobsites, safety training and resources committed to safety. The STEP process, which was developed and written by contractors for contractors, is a tool designed to objectively evaluate safety programs, policies, procedures and training. We are honored to have been awarded this achievement.

Best and Brightest – Always Striving For MoreA significant amount of strategic planning time is dedicated towards the review of our past, present and future goals as they relate to being an employer of choice. The company took the position that in order to improve our award-winning program, we need to focus our attention on its continuous development more than on any initiative we’ve committed to in the past.

After 13 years of progress, incremental changes are more difficult. Yet, we still believe that incremental is monumental. Our solution was to establish a taskforce, or committee comprised of a cross section of employees to work on improving each category in our program (structured around each of the 101 Elite Award categories). Each of these groups was given the responsibility to research the best practices of our 101 Best and Brightest counterparts and to create, recommend and implement new programs to further reinforce our dedication to an employee-centric culture. This is the third year we have had our task forces in place, and we have seen some exciting ideas and changes come about – many listed throughout this submittal. We are enjoying our journey and thank 101 Best and Brightest for being an integral part of our success!

Continuous Internal EffortIn addition to continued internal effort to be better (and brighter), we are honored to also turn some of our attention to supporting the overall mission if the Best and Brightest program. Our CEO, and unquestionable cultural architect of our organization, will join the steering committee for 101 B&B West Michigan in 2016. We are excited to share what Elzinga & Volkers is doing with the steering committee as well as chare our thoughts on how the organization can be improved and expanded.


THANKYOU

&C O N S T R U C T I O N P R O F E S S I O N A L S

Documents

Best & Brightest Supplemental Information 2016