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Costs
The main points of concern expressed by you involving costs to the company involved the expenses involved in hiring a Learning Services Manager and the development of an incentives program. First, the Learning Services Manager (LSM) will be hired as an independent contractor, and will not be on company salary. This position will be paid on a project-by-project basis. Therefore, the LSM will be employed for approximately one month twice a year, times at which Operator Services does their hiring and training for existing employees. The gains that will result from this hiring will far outweigh the expense. Second, the incentives program is generous, but it will motivate employees to work hard in order to meet productivity goals. The 25% increase...
If an incentives plan was in place then, each Operator within Operator Services would have received a profit sharing check in the amount of $800. This is well within the salary budget allocated for the department.
Summary
My intention with this memo was to clarify some details of Project Strive that I thought may not have been adequately communicated. I hope that this clarification has addressed the concerns you expressed. If the information here has sparked any questions or concerns on your behalf, please contact me to discuss them. Thank you for your time with this matter.
The main points of concern expressed by you involving costs to the company involved the expenses involved in hiring a Learning Services Manager and the development of an incentives program. First, the Learning Services Manager (LSM) will be hired as an independent contractor, and will not be on company salary. This position will be paid on a project-by-project basis. Therefore, the LSM will be employed for approximately one month twice a year, times at which Operator Services does their hiring and training for existing employees. The gains that will result from this hiring will far outweigh the expense. Second, the incentives program is generous, but it will motivate employees to work hard in order to meet productivity goals. The 25% increase in productivity observed in 2005 resulted in $800,000 of increased revenue that could be directly attributed to the productivity growth within this department. If an incentives plan was in place then, each Operator within Operator Services would have received a profit sharing check in the amount of $800. This is well within the salary budget allocated for the department.
Summary
My intention with this memo was to clarify some details of Project Strive that I thought may not have been adequately communicated. I hope that this clarification has addressed the concerns you expressed. If the information here has sparked any questions or concerns on your behalf, please contact me to discuss them. Thank you for your time with this matter.
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