One Week Left!

by Danyelle Reese

As we approach the conclusion of the 3rd quarter next Friday, WE ARE JUST 21 STORIES AWAY from achieving our goal! If we can collectively submit 1,523 stories by next Friday, we'll be hosting a raffle for $150 net checks to 23 of YOU! With just one week remaining, let's keep the momentum going and continue to submit those stories! We can't do it without you!

Job Scorecards: Defining Employee Success

by Cecilia Gonzalez

At ProTec, our core values prioritize continuous learning and growth. As the HR manager, my primary focus is addressing the absence of regular Performance Reviews.

To bridge this gap, we're introducing Job Scorecards, which closely resemble annual Performance Reviews, providing a comprehensive evaluation of employee performance and fostering professional development. These reviews encompass various aspects, such as Performance Measures, Key Behaviors, Goals, Supporting Information, and a Summary, catering to both new hires with 90-day evaluations and existing employees with annual reviews. We've initiated this process in departments 250, 260, 535, and 760, with plans for expansion to department 360. Our overarching goal is for all employees to complete annual reviews within the next 8 months, followed by annual assessments. These reviews are vital for:

1. Assess Performance: Evaluate an employee's job performance comprehensively.
2. Identify Development Needs: Recognize training and growth requirements.
3. Influence Pay and Promotion: Inform compensation and career decisions.
4. Evaluate Strengths and Weaknesses: Gain insights into strengths and areas for improvement.
5. Offer Constructive Feedback: Provide valuable feedback for skill development.
6. Facilitate Goal Setting: Assist in setting clear, achievable goals.
7. Enhance Job Understanding: Deepen employee comprehension of roles and responsibilities.
8. Promote Effective Performance: Improve job performance by addressing areas needing attention.
9. Establish Career Growth Goals: Map out future career opportunities.
10. Enhance Managerial Insight: Provide managers with insights for effective coaching and guidance.

Job Scorecards will improve individual and collective success at ProTec. We appreciate your cooperation and engagement as we strive for excellence together. Thank you for your dedication to ProTec's growth and success.

Goodbye Summer

by Danyelle Reese

Today officially marks the end of summer, and we've successfully navigated through another (hot) season. It's the perfect time to welcome the cozy fall atmosphere and, hopefully, some cooler weather as we approach the final months of the year. Get ready for the delightful holiday season and all the festivities that come with it. 🍂🍁🎃

Strategic Planning Update

by Megan Millat

This week, our leadership and executive team met off-site for two days of strategic planning for quarter 4. These sessions align teams, departments, and individuals with our long-term goals, fostering unity and enhancing our collective drive. With long-term objectives in mind, we set SMART goals for the upcoming quarter. After gathering feedback from clients and employees, we identified four company priorities.



#1 Thing: Customer Experience Q4 Improvements Done And Recommendations For 2024 Reviewed By Leadership.

• This priority is focusing on improved w/o communication process implemented in Q4 that is closing the loop with our clients. Final list of 2024 customer experience recommendations approved by the exec team and presented to the leadership team.

Scorecards Reviewed With All Team Members Of 660 and Leadership Trained.

• All team members in department 660 have attended the job score card meeting. And the leadership team has been trained in the job card process.

Executive Team Has Approved New Hire Techs 30-60-90 Day Onboarding Plan

• We have clearly set expectations, enhanced visibility of new hires "True Skillsets" where growth is encouraged and an effective training process in place.

Department Leads Have Been Trained On Scaling Up/ Petra Process And Participates in 12/6 Meeting

• All tier 3 managers will have the tools to set up their departmental annual initiatives.

As we wrap up quarter 3 and roll into the last quarter of 2023 let’s end it strong! Take time this week to think about what you want to accomplish before we end 2023 and set some priorities for yourself. 

Jorge Hernandez (60)

Mario Sandoval (60)

Miguel Aquino (360)

Aeron Advincula (760)

Jorge Sahagun (850)

RECOGNITION