SHRA_Rewards_Presentation2011

Incentives and Recognition Gillian Tierney Vice President Human Resources 2011

Agenda Company Overview Philosophy Incentive Programs Recognition Programs Taxes Budget Things to avoid

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About Newmarket International Newmarket International, Inc. is the leader in delivering group sales, catering and banquet software solutions to the global hospitality and entertainment industries 325+ employees worldwide with offices in Portsmouth, California, London, Singapore, and China

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Incentives vs. Recognition Incentive:

Recognition:

something that incites or tends to incite to action or greater effort

the acknowledgment of achievement, service, or merit

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Newmarket’s Philosophy Incentives and recognition are tied to company goals, values, customer service, and performance

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Incentive Programs

EBITDA Bonus Program Program for employees to share in NI’s success! EBITDA--Earnings Before Income Tax, Depreciation and Amortization expenses EBITDA Profit Sharing Bonus for eligible employees Eligibility—employees not in any other incentive or commission program New hires joining October 1st or earlier; pro-rated by start date % of base pay based on position Bonuses paid if NI meets 100% of target

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Other Incentives Merit based salary reviews Commission incentive for sales President’s Club for Sales Stock options Contests Green incentives

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Wellness Incentives

Biggest Loser Contest - $250 prize $250 raffle to complete a HRA Lower premium for High Deductible Health plan

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Rewards and Recognition Programs

General Strategies Tie to goals, values, service, and performance Mix of core and new programs Mix of management and peer recognition Mix of public and private Mix on monetary and nonmonetary Rewards for fun Celebrate Success

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People’s Choice Award People’s Choice Award Quarterly award to acknowledge an outstanding employee Winner receives a 3 day trip Nominated and selected by employees Awarded at quarterly company meeting

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Peer/Manager Recognition FWD Award Employee recognition program Aligned with company marketing theme Employees complete FWD coupons to earn points

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FWD Awards Each recognition earns 1 point for the following prizes: 1st Point= NI FWD Key Chain 3rd Point= NI FWD Water Bottle 5th Point=NI FWD Hooded Sweatshirt 10th Point= Raffle for $250 Amex Gift Card

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Give’ em the Pickle Newmarket’s Customer Service Training Program

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Years of Service Awards 5 years - desk set and $50 10 years- clock and $100 15 years – crystal award and $150

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Management Recognition Thank you Private recognition Events Celebrate Wins Newsletter

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Rewards for Fun ½ day Fridays Give A Ways Company Meeting Games and Prizes Family Events—Summer BBQ, Halloween Free tickets to museums and other venues Causal Dress Code New baby blankets

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Rewards for Fun Joy Gang Monthly Employee Social/Fun Events Roller skating Bowling nights Nacho Bar on Cinco de Mayo Ice Cream Truck Cooking/Baking contests Bingo Food, food, and more food

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Rewards for Giving

Newmarket provides employees with 2 volunteer days per year!

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Fringe Benefit Tax We typically don’t tax: Anniversary gifts for years of service Meeting give-a-ways (sweatshirts, movie passes, etc..) Prizes (water bottles, water country tickets, key chains) Gift certificates

We typically tax high value awards such as: Trips (People’s Choice, President’s Club) High value sports tickets High dollar cash awards

We make our best effort

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Budget and Management Buy In

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Things to avoid

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Thank you and questions

Table Discussion What incentive and recognitions programs do you already have in place? What are your biggest challenges with incentive and recognition programs? What is one item you can take away from this session today to implement at your company?

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Incentive & Recognition Programs Karen Brieger

Bottomline Technologies

9,000+ Global Portland, ME Marlton, NJ East Brunswick, NJ Customers Raleigh, NC Alpharetta, GA

80 of the Fortune 100 70 of the FTSE 100

1,000+ Reading, UK Employed Linden,Germany La Défense, France Worldwide

Hertford, UK London, UK Hook, UK Portsmouth, NH Great Neck, NY Wilton, CT

Offices in US, EMEA & Asia-Pac

NASDAQ: EPAY Revenue $189M

Melbourne, AUS New Zealand

Guiding Principles • Focus on Customers and Commit to Their Success • Innovate, Communicate, Win and Grow • Work With and For Each Other • Do the Right Thing • Create and Grow Sustained Business Value • Be a Company of Which All Can Be Proud

C1 – First Class Customer Care • Walk in the customers shoes • ‘Know Your Customer’

• Grow our business through service excellence • Identify business areas where C1 can have a bigger impact

• Ensure we have the skills and capabilities to effectively communicate and execute against our C1 goals

Programs • • • • • • • •

Thank you’s “Happy Monday” Newsletter Employee of the Quarter C1 Customer Execution Award On-The-Spot Bonus Project based bonus/rewards Training opportunities

Programs • • • • • • • •

Quarterly bonus (all levels) Training opportunities Challenging work opportunities Equity Awards Gift Cards Wins! Tenure – Only 10 year Food!

Housekeeping • Taxes • Budgets • Administration

Recommendations • • • • •

Different people, different motivations Drive your culture Thank you goes along way Incent the right behaviors Don’t be afraid to try

Incentives and Recognition Dawn Barker VP of Human Resources

About RiverWoods RiverWoods is a continuing care retirement community, located in Exeter, NH. We have three campuses that enrich the freedom of senior living while easing the challenges of aging.  475+ employees throughout the three campuses. 

RiverWoods’ Philosophy Incentives and recognition are tied to our commitments and core values. They are an expression of the relationship shared between residents and staff.  Our commitment to staff and residents to encourage personal growth and remain at the forefront of excellence in senior living. 

Incentives

Wellness Incentives 

The goal of the program is to create opportunities for everyone to achieve their optimal health and well being. Everyone’s wellness journey looks different and RiverWoods wants to help each employee on their journey by providing resources and support to help them achieve their optimal health.

Wellness Incentives 

Each employee has the opportunity to earn $275.00 over the fiscal year, July 1, 2011 to June 30, 2012. ◦ $50.00 for having your annual physical and “knowing your numbers” (all employees) ◦ $75.00 for completing the Harvard Health Questionnaire (benefits eligible employees) ◦ $100.00 for Dream Activity/Employee Physician Initiative (all employees) ◦ $50.00 Participation in Get Fit in May 5k Event or another like event (all employees)

Incentive in Action

Wellness Incentive Challenges Human Behavior  Everyone is motivated by something different  Payroll/Taxes  Communication 

Financial Incentives Based on our compensation philosophy  Offered based upon goals and business objectives.  For some positions base plus bonus  Exceptional Job  Snow Bonus  Above and beyond 

Recognition

Gold Level Service Employees are nominated by anyone in community  Employee Committee  Service Recognition Awards  Gold Level Service Awards 

Gold Level Service Recognized at Quarterly All Employee Meeting  Nomination read by manager  Annual Recognition Dinner 

Instant Recognition Available in various areas throughout communities  Small note cards  Anyone can recognize someone else INSTANTLY! 

Departmental Recognition ES Week/Prizes and Games  Nursing Week  Pat on the Back  Hand written notes  Private Recognition 

The Power of Thank You Leadership Development  Positive Work Environment 

Years of Service Quarterly All Employee Meetings  One Year – pin/certificate  Five Years – item from employee store  Ten Years - $100  Fifteen Years - $250 

Thanksgiving $20.00 Market Basket Gift Card  Letter from CEO  Can donate to a local food bank 

Informal Recognition Cornerstone of our communities  Relationship between residents and staff  Celebrate each other 

Fringe Benefit Tax Gross up wellness incentives and RW pays the tax, run incentives through payroll  We do not tax other awards/incentives 

Budget and Management Buy-In Each department has budget for recognition  HR develops organization’s budget  Management buy-in, link between mission/culture 

Challenges Link incentives and rewards with what the organization’s goals/strategy is  Everyone is an individual 