S

Neptune Telecommunications

Performance Management System

By:

Nicole Soprovich, Kristin Walton, David St. John, Andrew Thomas, Rachel Wang, Ran Zhang

Overview

Mission, Vision & Values Strategic Vision Corporate Structure Job Descriptions Hay Plan Reward Systems & Bonus Structure Implementation of new PM System Conclusion

Mission & Vision

Mission We fulfill communication needs by providing our customers

with quality service, lower prices and state of the art telephones.

Vision We strive to be a telecommunications leader with quality

mobile service by providing excellent customer service, reliability, reasonable prices and an amazing experience in our stores.

Our Values

Values Open and honest communication Ethical practices Knowledgeable and enthusiastic staff A desire to create change Accountability for product maintenance and services

Strategic Vision

Increase market share through effective marketing campaign

Accountable to all stakeholders, not just shareholders

Expansion to 25 retail locations by 2012 Implement successful performance management

system to improve employee morale and increase productivity

Corporate Structure

Chairman

President and CEO

CFO

Director of Investor Relations

Controller

Business Analyst

Director of Business

Development and Digital Media

Vice-President of Product

Development

Project Manager

Director of Marketing and

Sales

Vice-President of Internet Marketing

Vice-President of Marketing and

Sales

Director of Engineering

Vice-President of Solutions

Engineering

Vice-President Network

Engineering

Vice-President of Data Technology

and Systems

CLO Director of HR

Vice-President of HR

Manager of HR BC

Manager of HR Ontario

Job Descriptions

Hay Plan

How it works: Four factors are all one needs to look at in

determining the value of a job. The Four Factors of the Hay System

Know-how Problem solving Accountability Working conditions

Reward Systems

Traditional vs. Contingent Traditional focuses on seniority and hierarchy to

determine the level of pay Contingent pay plan based on performance; how

efficiently and effectively an individual is working Neptune Telecommunications will use a contingent

plan

Bonus Structure

Base salary Bonus 1 Quarterly cellular

phone sales exceeding $40,000.00

Bonus 2 Semiannual

cellular phone sales exceeding $100,000.0

0

Bonus 3 Annual sales

exceeding $300,000.0

0

Total possible

Sales consultant

$25,000.00 $5,000.00 $5,000.00 $10,000.00 $45,000.00

Quarterly sales

exceeding $2,000,000.0

0

Semiannual sales

exceeding $10,000,000.

00

Annual sale exceeding

$30,000,000.00

Advertising manager

$45,000.00 $10,000.00 $10,000.00 $10,000.00 $75,000.00

Quarterly sales of new products in excess of

2,000 units

Semi annual new product unit sales in exceeding 6,000 units

Annual goal Complete new product line ready for distribution

Vice President of

Product Development

$80,000.00 $10,000.00 $10,000.00 $20,000.00 $120,000.00

Implementing our PM System

Three phases of implementing our PM system:

The preparation before the appraisal meeting

Conducting the appraisal meeting/Implementing

The follow up after the meeting/Follow-up

Training

A well-developed performance management system in the General Work System should be followed: Outlining the value of the organization, and statement

of organization’s objective. Define the priority of each job responsibility and goal. A clear understanding of job expectations Regular feedback about performance Advice and steps for improving performance Rewards for good performance

Training

Some positive changes will employees see with the new process: More face to face time with your supervisor. Clear expectations agreed upon by both the

supervisor and employee. Enhanced training for supervisors. Improved communication between employees and

supervisors. ( Important) Growth and development opportunities.

Conclusion

Thank you!