Title: Associate Retention
1Associate Retention
- Shearers - North Coast 99 winners, 9 years in a
row!
2Todays Agenda
- Introduction The Shearers Story
- External challenges demographics
- Retention as a fully integrated process
- Strategy
- gt Recruiting Selection
- gt On-Boarding, Training, and Development
- gt Compensation Benefits
- gt Communication cycle
3The Shearers StoryThe growth of a
quality-oriented and values centric organization
through a traditional, entrepreneurial spirit
4Current Situation Best of Shearers Culture
- History of growth, culture of success,
identification with a fun brand! - Flexible work force - people are somewhat
accustomed to change - Senior leadership has a reputation of caring
about people
5Shearers is the 1 Regional Potato Chip Brand in
Northeast Ohio
- Shearers remains the 1 regional brand in NE
Ohio with a 10 market share (2 Overall) - Shearers is 3.7 ahead of the next regional
competitor (Snyders of Berlin). - Shearer's 11.5 oz Classic Home-style is the 1
regional potato chip product and ranks 3 of all
potato chips. - Shearers average unit sales price is 2.17 a
premium of .31/lb over Lays.
6Shearers is the 1 Kettle Cooked PotatoChip in
Northeast Ohio!
- Shearers Kettle Cooked Potato Chips command the
market! - Five flavors hold the individual product rankings
of 1,2,4,5 6! - 3rd place is Private Label.
7Shearers is the 1 Regional Tortilla Chip Brand
in Northeast Ohio
- Shearers is the 1 regional brand in NE Ohio
with a 6.3 market share. - Shearers holds the top 5 sales spots among all
regional brands!
8New Products / Great Flavors
9Marketing, Growth, and Values
Shearer's supports a healthy, active
lifestyle for our consumers. Healthy lifestyles
begin with healthy choices, and eating in
moderation is the key to smart snacking. Staying
energetic and active completes the recipe for a
happy, healthy lifestyle. Fuel your celebrations
with the great taste of Shearer's Snack Foods! We
want to be a part of your family's fun, and our
tasty snacks are a perfect companion to bring to
a picnic or get-together. When the snack is
over...Let the games begin!
10Shearers People
11Shearer's Announces Plans to Build New
Manufacturing Plant in Massillon
On April 8, 2008, Shearers Foods, Inc.
officially announced their plans to build the
first LEED (Leadership in Energy and Environment
Design) Gold Certified food manufacturing plant
in the State of Ohio. Chief Executive Officer Bob
Shearer and the Shearers Management Team were
joined by local, state and national officials
including Lt. Governor Lee Fisher and Congressman
Ralph Regula, when making the announcement at the
Shearers corporate headquarters in Brewster,
Ohio.
12Retention Is an Integrated Process
- Retention is an integrated process that
encompasses every facet of the organizations
human capital plan, from recruiting, selection,
on-boarding, compensation, development, and
culture. - There is no single, magic solution
13Disclaimer.
- At Shearers we manage three very distinct groups
of associates - Traditional salaried professionals
- Manufacturing and distribution hourly
- Commissioned, field sales
- So, as we go through specific action items, keep
in mind that the action or strategy may not apply
to all three
14Social, demographic, and job-related challenges
- Many of these are related to the demands of a 24
/ 7 operations schedule, including child care
dilemmas, lack of public transportation, single
parenthood, and generational issues - Low cost manufacturing high volume, fast-paced
jobs - learning curve and assimilation issues
15Retention Needs to be a fully integrated process
On Boarding
Employment Experience
Selection Hiring
- Match People / Jobs
- Formal assessment tools
- Job try-outs
- Customized orientation
- Training development
- Policy and communication
- Work life balance
- Comp and Benefits
16Recruiting and Selection
- Find the best, keep the best
17Recruiting and Selection
- Match the person with the job
- Tactical Aspects
- Essential duties
- Physical demands
- can they do the job?
- Behavioral-based Interview and selection
- Employment background
- Education
- Specific skills
- Underlying Success
- Profile
- Demands and
- stressors
- do they have the
- desire to do the job?
- Personality Work Style Preferences
- Motivational attributes
- Interpersonal style
18Recruiting and Selection
- Many traditional approaches to interviewing and
selection focus on behavior-based techniques that
emphasize the candidates overall fit with the
tactical dimensions of the position do they
have the ability to do the job? - Understanding some underlying motivational and
interpersonal attributes will help to predict if
the candidate will be successful in the long run
do they have a desire to do the job?
19Shearers Advanced Hiring System
- In 2007 we partnered with Scitrain to develop an
automated selection tool that would assess how
the candidate matches with both the tactical and
underlying job demands. Elements included - A validation study with current Shearers
associates - Development of a critical success profile
- Development of a continuously improving
self-learning tool - Electronic link and record-keeping
20Validation and Study
- 100 Shearers associates participated
- Accumulated historical and behavioral data from
each associate (they completed their own
assessment) - Cross-referenced with supervisor evaluations of
each associate - Developed a profile of the ideal candidate
21Validation Process
Current associates take assessment test.
Cross-referenced against supervisor appraisal.
stratifies or rates the current population
First draft stratification is developed which
reflects the assessment of applicants Scored
from 0 - 145
22Self-Learning Functionality
First draft stratification is developed which
reflects the assessment of applicants Scored
from 0 - 145
Candidate performance data collected at
interview and post-hire compared to first
draft stratification
23Self-Learning Functionality
New Hire Performance
Interview Results
Candidate Assessment Ranking Profile (updated)
24Shearers Advanced Hiring System Part 2
- Job Try-Outs
- After a candidate is identified using the
pre-selection assessment tool, they are invited
to the facility to observe and perform some
aspect of the job. - This gives the interviewer an opportunity to
observe the applicant in the real work situation. - More importantly, it gives the applicant a chance
to experience what the job is really like.
25On-Boarding, Training, Development
- Give new and current associates the tools they
need to be successful, and facilitate their
ongoing growth and development
26On-Boarding
- Formal, 1-day Orientation Session
- Small group, bonding with other new hires
cross-functionally (ALL new associates
participate) - Cover benefits, policy, safety..
- Training
- Formal / classroom setting basic production
detail (code dates, systems, packaging
configurations, quality and safety parameters)
that they will need when they go on the floor - On-the-job experience try their new skills
27Training and Development
- A culture that fosters associates to develop to
their full potential.. - Open job-posting system
- Merit and performance-based selection criteria
- Specific, skill-based wage progressions (hourly
associates) - Tuition reimbursement
- Appropriate mix of technology
28Compensation and Benefits
- Provide our associates with a total rewards
package that is attractive, competitive,
balanced, and is performance / merit oriented
29Comp Benefits - Objectives
- Offer compensation programs that are competitive
in the market and reward associates for
performance and results. - Provide associates and their families with
affordable, comprehensive healthcare. - Provide associates and their families with a wide
range of optional benefits to support their
specific needs. - Help associates to plan for the future through
retirement planning. - Achieve a culture of health and wellness.
- Support and foster work-life balance and personal
development. - Enhance retention, performance, and associate
relations. - Support a culture of continuous improvement.
30Compensation
- All Shearers associates participate in a
performance-based bonus program that aligns
achievement of critical business factors with
financial reward. - Associates are divided into bonus groups, so that
the their individual bonus is based upon the
critical business factor over which they have the
most control. - We have identified seven critical business
factors that are used in the bonus plan.
31Bonus Program
32Comprehensive Benefits -
- Basic health, dental, vision, 401k, life, and
other optional benefits - Wellness
- Work life balance
33Basic Benefits
- Healthcare, dental, vision, 401k, optional
benefits - What do we do differently? - Affordability
-
- Compared to benchmark averages at the
family-level of coverage -
- A Shearers associate contributes about 22
of the total cost of their healthcare, compared
to a benchmark average of 31 - A Shearers associate contributes about 130
less per month for this level of coverage -
-
34A Culture of Wellness
- Through a partnership with Nationwide Better
Health / Wellcorp, we offer a formal wellness
program including - On-site Health Risk Assessment
- Biometric data (cholesterol, blood sugar,
etc) lifestyle data (exercise, smoking,
weight) - Customized and detailed individual health status
report - Lifestyle Health Coaching
- Up to 15 individual sessions with experts
in a particular field (exercise, diet, general
health)
35A Culture of Wellness
- In addition to these formal programs, we have
created a daily culture of wellness. Examples - A message of moderation and balance in our own
product marketing - Healthy snacks served at Company functions
- Programs such as weight loss challenge,
sponsorship of a local 5k run, baseball and
basketball leagues
36Work Life Balance
- Through an integration of policy, culture, and
senior management reinforcement, foster an
environment that values the individual, supports
their development, and respects their needs.
37Work Life Balance
- Short term wage continuation
- Maternity / Paternity leave
- Adoption benefits
- Caring and Sharing
- Volunteer day / community service
38Maternity / Paternity
- Birth of a Child
- Mothers Continue the normal salary of a new
mother during the period of time that their
physician has disabled them due to their own
medical condition, before and after the birth of
the child - Fathers one week off with pay immediately
following the birth of a child
39Adoption Benefits
- Up to four weeks off with pay for associates who
are in the process of adopting a child, for the
following reasons - Travel to and from the location in which the
adoption is occurring. - Requirements to attend hearings, or other legal
and / or administrative proceedings related to
the adoption. - Time to care for the child following the adoption
taking place. - Reimbursement of up to 5,000 to defer medical,
legal, and travel expenses related to the
adoption. -
40Caring and Sharing
- Our award-winning, associate-managed program to
help those in our own community of associates. - Fundraising accomplished via fun events
- A steering committee considers applications from
current associates who are in financial hardship,
makes grants based on their need
41Vacation and other paid time off
- Associates begin their eligibility for vacation
as early as ninety days after hire, and total
vacation allowance goes up to four weeks for more
senior associates. - Associates are eligible for from one to six paid
person days, based upon their years of service. - To enhance their flexibility with regard to
associates, the Company allows its associates to
take vacation time in single day increments. - And, an associate is permitted to use 2 vacation
day per year on an emergency (unscheduled) basis.
42Communications
- Drive a consistent message across all groups in
the organization that reinforces corporate
culture, values, and alignment between individual
performance and key business measures
43Communication Cycle
- Daily pre-shift huddles
- Monthly shift meetings
- Monthly birthday lunches
- Monthly management meetings
- Associate of the month
- Quarterly state of the company meetings
- Annual associate recognition dinner
44Huddles
- Prior to the start of each shift, the shift
supervisor meets with the group on the factory
floor, reviewing - Objectives and priorities for the day
- Transition issues from the previous shift
- Special quality or safety issues
- End with motivational quote and team cheer!
45Monthly Shift Meetings
- On a monthly basis, the manufacturing and
distribution associates are presented with the
following topics in an hour-long meeting - Business performance, emphasizing the tie-in to
their bonus metrics - Overall business update sales, new customers,
consumer issues - Quality update
- Safety update
- Policy update / HR issues
46Monthly Birthday Lunches
- Hosted by the President of the Company and VP of
HR, all associates who have a birthday occurring
that month attend a luncheon celebration. - These are done on shift
- Associates from all positions, levels in the
organization are included - Informal chance for two-way communication
regarding the business, and an opportunity to
voice questions and concerns - And we serve healthy snacks!
47Monthly Manager Meetings
- Scorecard Recap critical business measures
- Consumer / customer updates
- Current challenges
- Bonus outlook
48State of the Company Meetings
- Facilitated by the Company President, this is a
review of the business for the most recent
quarter, including - Sales, customer, and product recaps
- Operational issues quality, efficiency, safety
- Human capital issues
- Community update
- Every associate attends or has virtual access to
this meeting
49Questions?