Why Start from Scratch?
Editable Procedures - Field Tested and Proven Successful!
Easily Customized in Microsoft Word Documents
Linking People to Profit
Successful management makes successful organizations. The intelligent management of people and profit has become the critical role of business today. The planning, organizing and controlling of management work is vital to meeting business objectives. As the owner and/or manager of a business you are probably aware of areas in which you could operate more profitably and more efficiently. But when you have a business to run, it is hard enough to cope with today, let alone plan for tomorrow - and have fun doing it.
We are here to help you "separate the forest from the trees". For the past twenty years we have worked with thousands of business owners and have developed the most essential business operating procedures for the success of their enterprises. These procedures have been field tested and proven to be effective in most of our consulting assignments.
Clients have paid me more than $20K for a Consulting Engagement to implement these same procedures into their business.
We have now organized these operating procedures which outline and explain the preparation and use of all reports, forms, methods and systems into a business operating procedures manual.
You can use these operating procedures in multiple departments of your company immediately, and easily edit and customize them in Microsoft Word to fit your company needs.
BENEFITS
Many organizations of all industry types and sizes have discovered the remarkable differences these operating procedures can make in achieving the following:
A more disciplined approach to profit and growth.A more realistic balance between long and short term objectives.A better capacity for dealing with change.A better utilization of organizational resources: human, material, and financial.A stronger management team.A more meaningful performance and control system.
Owner/Operators can save countless hours of research, planning, and development time by using prewritten policies and procedures for accounting and people management.
[](text)We deliver a celebrated knowledge system of manuals and services to small and mid-sized firms looking for more successful management compliance and controls over their key business functions and processes.
Over the last two decades, we have helped thousands of companies in the United States and Canada implement the best practices through pre-written policies and procedures manuals to fit most business situations.
And, since all content is provided in Microsoft Word files, you can easily edit and customize the policies and procedures to fit your own specific needs.
With the right business policies and procedures in place, you will spend your time finding ways to succeed, not wasting your valuable time and energy worrying about every little detail that could sabotage your business venture.
To Your Business Success,
Donald N. Lombardi
"Incentive Plans Improve Communications!"
See what our customer had to say:
May 18, 2010
Dear Don:
There have been some peaks and valleys in our industry.
Thanks to you and the procedures you implemented we have been able to predict both the Cash inflows and outflow with some accuracy.
We still use the Cash Flow Chart every week, along with the Monthly Variance Reports.
The Performance Appraisal System and the Profit Based Incentive Plan you installed has also gone a long way in helping our supervisors communicate better with their employees.
Should any of your potential customer need to talk to a believer of your procedures please have them give me a call.
Salvatore Abbate
President, International Web Marketing
Sample Incentive Plan
1.0 INTRODUCTION
1.1 This procedure provides an outline for an incentive compensation plan for the company’s eligible employees.
2.0 CONCEPT
2.1 Personnel performance and productivity are significant determining factors in the future growth of any company. Once fiscal goals are set, personnel must focus their efforts on meeting and exceeding the pre-planned profit goals of management.
2.2 Profit goals should be conservative, realistic, and attainable. When realized profits, however, exceed set goals, employees should be rewarded, since they contributed to that achievement.
3.0 FORMAT
3.1 Prior to the start of the fiscal year, the President selects those employees who will participate in the Profit Based Incentive Plan and assigns a specific number of shares to each participant.
3.2 The President declares a bonus to be put into a pool. The amount of funds to be distributed will be determined by profitability. Once a certain level of pre-tax profitability is reached, the company will share with plan participants the profits above this level. An amount up to a maximum of $xxxx per month will be added to the incentive pool for a grand total of $xxxx per quarter.
3.3 IF PROFIT IS NOT REACHED, NO INCENTIVE COMPENSATION WILL BE PAID.
3.4 We will announce the amount of money that is being added to the pool each month after the closing of the books for the month. (Usually the 5th day of the following month).
4.0 PROCEDURE
4.1 The following schedule illustrates who is eligible for the plan and the potential payoff if a profit is exceeded and the total pool contribution of $xxxx is met in any quarter.
Potential payoff to participating personnel is determined by multiplying the total shares assigned to each person by the par value per share.
"Procedures Make Growth Possible!"
See what our customer had to say:
November 19, 1991
Dear Don:
I would like to take this opportunity to thank you for working closely with our staff and myself to make Pacheco Brothers Gardening, Inc. 1991 Fiscal Year so great - a whopping 30% increase over Fiscal 1990.
Over the past four years, we have grown from 12 employees to 47. I myself and partners, as well as, the employees are so proud to be a part of a thriving business which you have helped make possible.
If you should want any of your prospective clients or referrals to call us, please have them do so.
George Pacheco, Jr.
President, Pacheco Brothers Gardening, Inc.
Sample Procedure
Position Guide Development
1.0 INTRODUCTION
1.1 The purpose of this Standard Procedure is to outline the use and development of position guides for the personnel in the company. There should be a written guide for every management and supervisory position in the company.
1.2 Position Guides are written to clarify and document the specific authorities, responsibilities, duties, and standards of performance for each key job in the company. They ensure that ownership’s expectations are communicated, as no one can perform to expectations unless they clearly understand them.
1.3 The position guides provide the basis for performance evaluations. An individual is evaluated by comparing actual performance to the responsibilities, duties and standards of performance listed in the guide.
2.0 DRAFTING THE POSITION GUIDE
2.1 It is helpful to get employee assistance in developing the guides. They provide valuable insight into the positions, and seeking their input will increase their commitment to perform within the specified guidelines. Keep in mind that the guides must follow the functional positions illustrated in the Positional Organization Chart, and are not normally negotiated or tailored to the individuals in those positions.
2.2 Position Guidelines will be written in this format:
Introduction- A brief paragraph stating the name of the position and the company.
Functional Role – This shall include a sentence or short paragraph to describe the overall impact the position has on the company.
Physical Requirements – This is an overview of the specific physical demands of the position as required by several national laws. The U.S. Federal Americans with Disabilities Act of 1989 states that any company must make “reasonable accommodations” for individuals qualified for the position and no person shall be rejected simply because of a physical or mental challenge.
Reporting Relationship – Indicate to what position this job reports (use the title of the position, not the individual’s name). Also indicate the titles of any position that report directly to this position.
Authority – This is the power to take action with prescribed limitations without obtaining prior approval. List the authorities and limitations of this position.
Responsibilities – Responsibilities are not necessarily what the individual does, but rather that which he or she must ensure is accomplished. The responsibilities must be results-oriented, not task oriented.
Principal Duties – List the specific tasks and duties that must be performed to accomplish the responsibilities of the position. It is sometimes difficult to distinguish a task from a responsibility; this does not matter as long as the individual realizes it is his/her responsibility.
Measures of Performance – These must be the specific and if possible, quantifiable measurement criteria used to evaluate the performance of the employee. This will focus the employee’s efforts on listed criteria. Make sure the standards cover all the key functions of the position.
Acknowledgment – State that the position guides has been reviewed and is understood. It is signed by the manager and the employee receiving the guide and then filed in the employee’s personnel file, with a copy being provided to the employee.
2.3 Position guides must be regularly reviewed and revised. Annual reviews are recommended. Job duties, authorities, and responsibilities will change over time and position guides need to be modified accordingly. All revised guides must be dated, signed and filed in each employee’s personnel record.
3.0 FINALIZING THE POSITION GUIDE
3.1 The Position Guide will be drafted by the manager who directly supervises the position. Before each guide is distributed, the owner must approve it. The approved guide must be carefully reviewed with the employee in that position. It is essential that each employee clearly understand what is expected of him or her, what their goals are, and how to achieve them.
"Accomplish More With Less Stress!"
See what our customer had to say:
March 19. 1990
Dear Don:
It has been almost five years now since we first engaged your services.
During that time your consulting services have enable us to reduce turnover, develop a stronger management team, and take a more disciplined approach to profit and growth.
You also influenced me to change my management style which has enable me to accomplish more with less stress.
Should any of your prospective clients want to talk to a satisfied client, please have them call me directly.
Robert D. Hall
President, Sunfair Chevrolet, Inc.
[](Business Operating Procedures)
Business Operating Procedures
Includes Profit & Expense Control with Organization for Management
Table of Contents
Part I - Profit and Expense Control
IntroductionCash Flow ForecastingProfit Plan PreparationFlexible BudgetBreakeven AnalysisVariance ReportWeekly Position ReportExecutive ReviewManagement Meetings
Part II Organization for Management
Managing PeopleMission StatementStrategic Operating PlanOrganization StructureDelegation of AuthorityPosition Guide DevelopmentHiring ProcedurePerformance EvaluationsProgressive DisciplineCompensation ProgramProfit Based Incentive Plan
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