PHR CRM - User contributions [en]

Employee Performance Management

2024-03-12T18:21:03Z

Sam: /* Review Process */

Use [http://18.207.158.143:8080/index.php/Administration Administration] to go back to the Main Administration Page

==Employee Performance Management==

===Employee Performance Reviews===
This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization.

====Frequency====
*Annual reviews occur on a rolling basis on the anniversary of each employee's hiring date. Managers are reminded of upcoming reviews through Google Calendar notifications.

====Review Process====
1. Meeting: The manager schedules a meeting with the employee to discuss the review.

2. Review and Evaluation: The manager completes the employee evaluation form. Performance and disciplinary records are reviewed.

3. Employee Input: The employee is invited to share their thoughts on their performance and goals. Opportunities for taking on additional or different responsibilities are explored.

4. Recommendations:
The manager makes recommendations for the employee's:
*Performance rating
*Development goals
*Potential for promotion or salary increase

5. Submission:
The manager then submits the evaluation report and recommendations to the admin team. Admin team will bring the report to the senior management's notice and add the report/ recommendations to the Employee Personnel file.

6. Approval:
All recommendations for promotions or salary increases require approval from the executive management before being communicated or implemented.

====Additional Notes====
Open communication and constructive feedback are encouraged throughout the process.
This is a general overview of the process. Specific details and forms may vary depending on the department or role.
* [https://docs.google.com/document/d/1P2zxGY2TM98BwOo0X_I6BDd93hbzQiKA/edit?usp=drive_link&ouid=105752061030281958258&rtpof=true&sd=true General Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Field Employee Evaluation Form]

===Disciplinary Reports===

Before filing a [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Disciplinary Warning Report], managers should typically follow established procedures, which may involve attempting informal interventions or warnings first, depending on the severity of the issue.

There are several reasons why someone, typically a manager or supervisor, might file a disciplinary report on an employee. Here are some common reasons:
*Performance Issues: This could include failure to meet expectations, inconsistent work quality, or missing deadlines.
*Misconduct: Examples include violating company policies, displaying unprofessional behavior, or engaging in inappropriate workplace conduct (e.g., harassment, discrimination).
*Safety Violations: Failing to follow safety protocols, putting themselves or others at risk on the job.
*Attendance Issues: Consistent tardiness, absenteeism, or unauthorized leave.
*Substandard Work Ethic: This might entail laziness, a lack of commitment, or neglecting responsibilities.

====Purpose of a Disciplinary Warning Report====
*Documentation: It creates a formal record of the incident, which can be used for future reference, such as in the case of progressive discipline or potential termination.
*Accountability: It holds the employee accountable for their actions and demonstrates the company's seriousness in maintaining workplace standards.
*Corrective Action: It serves as a starting point for addressing the issue and potentially implementing corrective measures, such as training, coaching, or performance improvement plans.
*Deterrence: It discourages similar behavior from the employee and serves as a deterrent to others, promoting a safe and productive work environment.

Use [http://18.207.158.143:8080/index.php/Administration Administration] to go back to the Main Administration Page

Administration

2024-02-29T20:05:19Z

Sam: /* Human Resources (HR) */

==Administration==

Welcome to the Pothole Repair Administration section! This section houses everything you need to keep corporate operations running smoothly and efficiently. From employee management to IT support, company policies to vendor relations, you'll find essential information and resources right here.

=== Human Resources (HR) ===
HR is responsible for various activities affecting all employees, from recruitment and onboarding to DOT compliance, training, benefits, employee safety and performance management.
*Recruiting
**Job Descriptions
**Listings (Indeed)
**Appointment Scheduling
**Interview Process
**Offer Letters
*[[Onboarding]] (Software: Workbright)
**Forms & Policies
**DOT Compliance (Concentra, Kelmar)
**Training & Development (Software: Moodle)
**Company resources- Vehicle, Company Merchandise, Tablet, Phone
*[[Administrative]]
**Org Chart
**Employee lists and schedules
**Personnel Folders
**Corporate Communications- Internal communication to employees or within the company
*Employee Safety and OSHA- Forms [https://drive.google.com/file/d/12jPmeFELemFWVy__NzkgN0H52HmpxVPT/view?usp=drive_link OSHA 300 and OSHA 300 A] are due by March 1 of every year. [https://drive.google.com/file/d/1dmdGkIY4rH_zFz7mQmIwfXiZJGnYcxid/view?usp=drive_link Pothole Repair Safety Manual] is shared with all technicians
*[[Employee Performance Management]]

===Finance===
See information on invoicing, purchasing, payroll and benefits, taxes and auditing, insurance, and financial budgeting and reporting.
*[[Invoicing]]
*Purchasing
*Utilities
*Payroll & Benefits
*QBO (Quickbooks Online)
*Taxes & Auditing (CPA, ADP, )
*Insurance (Link to Legal)
*Financial Budgeting & Reporting- Admin
*Banking Deposits

===Marketing===
Discover details on trade shows, business development, social events, logo wear, and social media management.
*Trade Shows
*Business Development
*Social Events
*Logo wear
*Social Media of Company personnel and events provided to Sales

===Resource Management===
Learn about Customer Relationship Management (CRM) tools used for client management.
*CRM
*IT & Communications (Computers, Printers, Phones, Fax Machines etc)
*Building Maintenance
*Vehicles (Registrations, List of vehicles, purchase dates, Insurances, Accidents, QBO setup for payments, etc.)
*Office Supplies
*Toll Management (EZPass)
*Internal Wiki

===Stakeholder Management===
Access resources related to managing vendors, strategic partners, and clients.
*Vendor Management (Any companies who we buy from/ make purchases)
*Strategic Partner Management (Authorized company that we OOS)
*Client Management
**PARC Agreements
**Lien waivers
**Third Party Management
**New vendor paperwork
**W9s, 1099s, COIs,
**Any special requests from clients etc.

===Legal and Compliance===
Get information on various legal and compliance matters, including registrations, licensing, permits, insurance, policies and procedures, and DOT compliance.
*Registrations (Registered agents, administrative agents and client registered agents)
*Licensing and Permits
*Insurance
*Policies & Procedures
*DOT Compliance
*Legal

Employee Performance Management

2024-02-29T20:02:35Z

Sam:

Use [http://18.207.158.143:8080/index.php/Administration Administration] to go back to the Main Administration Page

==Employee Performance Management==

===Employee Performance Reviews===
This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization.

====Frequency====
*Annual reviews occur on a rolling basis on the anniversary of each employee's hiring date. Managers are reminded of upcoming reviews through Google Calendar notifications.

====Review Process====
1. Meeting: The manager schedules a meeting with the employee to discuss the review.

2. Review and Evaluation: The manager completes the employee evaluation form. Performance and disciplinary records are reviewed.

3. Employee Input: The employee is invited to share their thoughts on their performance and goals. Opportunities for taking on additional or different responsibilities are explored.

4. Recommendations:
The manager makes recommendations for the employee's:
*Performance rating
*Development goals
*Potential for promotion or salary increase

5. Submission:
The manager then submits the evaluation report and recommendations to the admin team. Admin team will bring the report to the senior management's notice and add the report/ recommendations to the Employee Personnel file.

6. Approval:
All recommendations for promotions or salary increases require approval from the senior management before being communicated or implemented.

====Additional Notes====
Open communication and constructive feedback are encouraged throughout the process.
This is a general overview of the process. Specific details and forms may vary depending on the department or role.
* [https://docs.google.com/document/d/1P2zxGY2TM98BwOo0X_I6BDd93hbzQiKA/edit?usp=drive_link&ouid=105752061030281958258&rtpof=true&sd=true General Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Field Employee Evaluation Form]

===Disciplinary Reports===

Before filing a [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Disciplinary Warning Report], managers should typically follow established procedures, which may involve attempting informal interventions or warnings first, depending on the severity of the issue.

There are several reasons why someone, typically a manager or supervisor, might file a disciplinary report on an employee. Here are some common reasons:
*Performance Issues: This could include failure to meet expectations, inconsistent work quality, or missing deadlines.
*Misconduct: Examples include violating company policies, displaying unprofessional behavior, or engaging in inappropriate workplace conduct (e.g., harassment, discrimination).
*Safety Violations: Failing to follow safety protocols, putting themselves or others at risk on the job.
*Attendance Issues: Consistent tardiness, absenteeism, or unauthorized leave.
*Substandard Work Ethic: This might entail laziness, a lack of commitment, or neglecting responsibilities.

====Purpose of a Disciplinary Warning Report====
*Documentation: It creates a formal record of the incident, which can be used for future reference, such as in the case of progressive discipline or potential termination.
*Accountability: It holds the employee accountable for their actions and demonstrates the company's seriousness in maintaining workplace standards.
*Corrective Action: It serves as a starting point for addressing the issue and potentially implementing corrective measures, such as training, coaching, or performance improvement plans.
*Deterrence: It discourages similar behavior from the employee and serves as a deterrent to others, promoting a safe and productive work environment.

Use [http://18.207.158.143:8080/index.php/Administration Administration] to go back to the Main Administration Page

Onboarding

2024-02-29T20:01:46Z

Sam:

Use [http://18.207.158.143:8080/index.php/Administration Administration] to go back to the Main Administration Page

==Onboarding at PHR==

After the offer letter has been shared with the employee and they accept it, the onboarding process begins the same day. Admin sets the official start date to at least 3 business days after the offer letter is sent.

===Welcome Email===
Admin sends out the [https://docs.google.com/document/d/1y7I-L3sldHenEqcLXa-OTX6ue_tPJxTU/edit?usp=drive_link&ouid=105752061030281958258&rtpof=true&sd=true welcome email] to the employee, which contains login information to Workbright, eTech app, Moodle, the Concentra form and the ELD app. The Concentra form is to be completed by technicians only. Below are the steps to set up the user accounts:

====Concentra Form====
The [https://drive.google.com/file/d/1ucyNFizSEloB57k10TWzV570ri0K6_xy/view?usp=drive_link Concentra Health Authorization form] is to be completed by technicians only. It will be attached to the welcome email shared by the admin with all new technicians.

====Workbright====
To send forms to a new employee:
*After logging in, admin can go to the list of staff and add a new staff member via their email.
*Admin will input the required contact details, select a group depending on their role and location, and click on “Send Notification” to generate the [https://drive.google.com/file/d/1AmspHZuRO3ZbQQblVJG9PIKgxXilsHk3/view?usp=drive_link Required Forms email] to the new employee.

New employees will be asked to set a new password once they access the system. Once the employee has completed and submitted each form, the admin will review the form. If the form is complete and accurate, the admin will accept the form. If it has been filled out incorrectly, the admin can reject the form which will send it back to the new employee and ask them to correct and resubmit it. For technicians, DOT insists that they provide 3 years of employment history and why they left. To add new employees on the PHR vehicle insurance, they have to provide a driving record of the past 10 years.

'''IMPORTANT:'''
*The system does NOT notify the admin when the employee has finished and submitted their onboarding paperwork. So the admin has to log into the system regularly ( at least once a week) to ensure that ALL employees’ information is complete and accurate.
*Workbright doesn’t accept iCloud emails. Employees are required to provide a Gmail, Yahoo or other third party email.

To add a new form to Workbright:
Use [https://workbrightsupport.com/form-submit/ this link] to submit custom form(s) directly to the Workbright Forms Coding Team. This short video will show you a quick how-to showing the process for requesting new forms to be added to our account or how to request existing forms to be updated.

====User Creation in the CRM====
Admin will use the PHR CRM to add the new employee.
*General employees: Using “Users” in the dropdown under the tab “System Parameters”, the admin will use “Create user” to open the employee details pop up. Admin will fill in all the fields and make sure to mark the checkbox “show in contact roster”.

*For Surveyors: Using “Users” in the dropdown under the tab “System Parameters”, the admin will use “Create user” to open the employee details pop up. Admin will fill in all the fields, paying special attention to the fields Surveyor Salary, Surveyor Lead Bonus, Surveyor Sales Bonus and Surveyor Extra Lead under the "Surveyor Information Section". To see this section, scroll all the way to the bottom and make sure that checkbox "Is Surveyor" is marked. If you don't see the section, unmark the checkbox and remark it. This will also add the new employee to the Proposal Maker App where they can login using their Pothole repair email address. No password is required.

For Technicians: Using “Crews” in the dropdown under the tab “System Parameters”, the admin will use “Create crew” to open the employee details pop up. Admin will fill in all the fields and make sure to mark the checkbox “show in contact roster”. The admin will also mark crew status as "active”. This will also add the new employee to the eTechnician App where they can login using their assigned user name (lower case first name) and password (last 4 digits of mobile number).

====Moodle ====
To add a user in Moodle, the admin can create new user accounts in Site administration > Users > Accounts > Add a new user and fill in the required employee details (First Name, Surname, username and email address). Once the user account has been created, the user can be enrolled in an existing training course and the training start and completion dates can be set.

To enroll a user:
*Go to 'Enrolment methods' from the gear menu in the nav drawer Participants link (or in Course administration > Users in the Administration block if you are using a theme other than Boost)
*Click the 'Enrol users' icon in the edit column opposite manual enrolment
*Select users from the not enrolled users list, using Ctrl + click to select multiple users
*Click the add button to add the users to the enrolled users list

Once the user is enrolled, Moodle will send a notification email to the employee informing them that it’s time to start their training. Once the employee completes their training, they will receive a certificate of completion.

====ELD====
Admin team should notify the Operations team to create an account for the new technician. For more details, please refer to the [http://18.207.158.143:8080/index.php/New_Technician/_Driver_Onboarding,_Training_and_Documentation New Technician/ Driver Onboarding, Training and Documentation].

====ADP====
To create an account in ADP, the admin will use the “User creation” tab to fill out tax info, payroll information, and PTO. Benefits are offered to the employee once they reach 90 days. Note: Admin should initiate the process a month in advance ( once the employee reaches 60 days).

====QBO====
To add a new user in QBO:
Select the Gear in the upper left corner. Select All Lists> Classes> New Tab (green tab upper left)> Type first & last name> Select the sub-class department> SAVE.

Department Breakdown in QBO:
*HQ: Sales
*HQ: Administration
*Operations includes technicians, surveyors, & branch managers and is divided by location:
**FL: Operations
**Metro DC: Operations
**PA/NJ: Operations

===Official start date===
By now, the new employees should have submitted all onboarding forms, their proof of identity, driving record for 10 years and qualified for the DOT physical (minimum 12 months). Once this is completed, depending on their role, the branch manager provides the employee with all the tools, equipment and technology they need to start performing their jobs. For general employees, the admin will assume this responsibility.

===Week 1 of onboarding===
Within the first week of onboarding, all forms need to be completed and downloaded from Workbright. Admin will upload them into Dropbox to the employee’s newly created Personnel Folder. The Personnel folder for each employee will contain the following:
*Training Completion Certificate- for technicians and surveyors
*Signed Forms and Policies- for all employees
*Payroll- for all employees
*Finances- for all employees
*Benefits- for all employees
*Driving License and documentation- for technicians and surveyors
*I-9 Verification: Driving License, Passport, Social Security card or other Government approved documentation- Proof of Eligibility to work- for all employees
*Employee Reviews and Counseling- for all employees
*Discipline records- for all employees
*Emails and Texts (Planned and Unplanned Absences)- for all employees
*DOT documentation- for technicians

The admin can bulk download all employee's forms from the Workbright website by completing the following steps:
#Click “Staff” up top.
#Set filters to the selected staff members/ all staff members.
#Click the small white box on the top left side of the page.
#The bulk actions will appear, select "Download Form Submissions".

The admin can access the full checklist of required documents for each role: [https://drive.google.com/file/d/1VGKF3WI-ozyhI52NTCvkmR7z7Hku7MfQ/view?usp=drive_link technicians], [https://drive.google.com/file/d/1llBfW-yZI89s-VAjoPuGJDHSk6JcmN3b/view?usp=drive_link surveyors] and [https://drive.google.com/file/d/12Tc-GqgjzE3_AIdCOEam4F4GsOUHdQrH/view?usp=drive_link general employees].

After the employee probationary period of 90 days, DOT compliance documents will be shared with Kelmar for record keeping purposes.

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Invoicing

2024-02-29T20:01:26Z

Sam:

Use [http://18.207.158.143:8080/index.php/Administration Administration] to go back to the Main Administration Page

== Invoicing Process at PHR Enterprises ==

This page outlines the invoicing process at PHR, encompassing various invoice types, roles involved, and best practices.

=== Roles Involved ===
*Office Manager: Oversees the entire invoicing process and ensures accuracy and timely delivery.
*Admin/Clerical: Creates invoices based on templates and gathers relevant information.
*Accounting (verification): Reviews and approves invoices for accuracy before sending.

===Types of Invoices===
*'''Regular Invoice:''' Issued for standard services based on opportunities.
*'''Demo Invoice:''' Free invoice for demonstration services (of 1 TR) provided to High Value Clients (HVC).
*'''Installment Invoice:''' Sent in 3-month increments for clients on payment plans.
*'''PARC Invoice:''' Includes a standard invoice with a congratulations message.
*'''Cold Weather Repairs Invoice:''' Requires two separate invoices. The first invoice is sent when the temporary repair is completed and the client is billed for the full amount. The second invoice is sent in spring after the final repair is completed and it is a zero dollar invoice. Three sets of images are shared with the client (before images, temporary repair images and final repair images.
*'''Remedial Invoice:''' This is a zero dollar invoice documenting rework on a failed repair.
*'''Strategic Partner Invoice:''' Created for out-of-scope work done with 3rd party companies.
*'''Deferred Payment Invoice:''' Issued for work completed with delayed payment terms (30-60 days).

===Templates:===
Each invoice type has a dedicated template for consistency and efficiency.
PARC invoices offer an additional option for congratulations or a new PARC agreement proposal.

===Technology:===
*Pothole Repair CRM: Used for tracking opportunities, clients, and service details. Main platform for invoice creation, management, and payment processing.
*Quickbooks Online (QBO): Invoice created from CRM is uploaded to QBO and used for online payment processing.
*QBO Integration: Ensures smooth data flow between CRM and QBO.
*Third Party Provider (Nexus): Invoice created from CRM is uploaded to Third Party Provider and used for online payment processing.

===Detailed Process:===
A comprehensive [[step-by-step guide]] with screenshots will be developed on this page soon. Stay tuned!

===After Invoicing:===
*Payment methods: The following payment methods are accepted by Pothole Repair.
**Online: Credit card link or Quickbooks Online (QBO) payment option.
**Checks: Accepted and processed promptly.
**ACH: Electronic payments for faster processing.

*Past Due Accounts:
Net 10 days policy applies (or as per client agreement). Late payments incur a penalty fee added to the original invoice.

===Credit Card Processing:===
Embedded credit card link information.
Updates provided regarding vendor changes for seamless transactions.

===Dos and Don'ts:===
*Do:
**Use the correct template for each invoice type.
**Double-check all information for accuracy before sending invoices.
**Communicate clearly with clients regarding payment terms and expectations.
**Follow up promptly on past due accounts.
*Don't:
**Send invoices without proper approval.
**Mix up client information or payment details.
**Ignore past due accounts without pursuing resolution.

Please note: This page is currently under development and will be updated soon with the detailed process guide and additional information.

Use [http://18.207.158.143:8080/index.php/Administration Adminstration] to go back to the Main Administration Page

Administrative

2024-02-29T20:01:06Z

Sam:

Use [http://18.207.158.143:8080/index.php/Administration Administration] to go back to the Main Administration Page

==Administrative Section==

====Org Chart====
PHR's organization chart is provided below:
[[File:PHR ORG.jpg|750px|frameless|center]]

====Employee lists====
Employee information, including name, contact details, manager details, role etc., are stored within Dropbox.

====Personnel Folder====
Each employee at PHR has their own Personnel folder within Dropbox.

====Communication using Fax====
PHR uses an online service myCentralFax to send and receive faxes using the fax number '''571-762-0883'''. At the moment, only three people (Barry, Crystal and Terry) can receive faxes.

====Corporate Communications====
All PHR employees (except technicians) are assigned a '''potholerepair.com''' email id. Corporate communicates with each of them either individually or as part of a group. There are several existing groups (adminteam, operations, csr) that these employees are assigned to depending on their role. Some of these groups are broadcast/ announcements groups only.

{| class="wikitable"
|+ PHR Email groups
|-
! Group !! Email address !! Members
|-
| PHR Team || team@potholerepair.com || Everyone with a potholerepair.com email address
|-
| Administration || adminteam@potholerepair.com || Crystal, Sherrita, Diane, Alexis
|-
| CRM Support || support@potholerepair.com || Barry, Crystal, Guillermo
|-
| Client Services || CSRservices@potholerepair.com || Jennie, Jess, Jhonn, Barry
|-
| Incoming Fax || fax@potholerepair.com || Barry, Terry, Crystal
|-
| Invoices || invoices@potholerepair.com || Crystal & Sherrita
|-
| Operations || operations@potholerepair.com || Barry, Crystal, Manuel, Tag, Jason, Guido
|-
| PHR Techs || techs@potholerepair.com || ALL the technicians at Pothole Repair
|-
|}

Use [http://18.207.158.143:8080/index.php/Administration Administration] to go back to the Main Administration Page

Employee Performance Management

2024-02-29T19:56:39Z

Sam: /* Benefits */

==Employee Performance Management==

===Employee Performance Reviews===
This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization.

====Frequency====
*Annual reviews occur on a rolling basis on the anniversary of each employee's hiring date. Managers are reminded of upcoming reviews through Google Calendar notifications.

====Review Process====
1. Meeting: The manager schedules a meeting with the employee to discuss the review.

2. Review and Evaluation: The manager completes the employee evaluation form. Performance and disciplinary records are reviewed.

3. Employee Input: The employee is invited to share their thoughts on their performance and goals. Opportunities for taking on additional or different responsibilities are explored.

4. Recommendations:
The manager makes recommendations for the employee's:
*Performance rating
*Development goals
*Potential for promotion or salary increase

5. Submission:
The manager then submits the evaluation report and recommendations to the admin team. Admin team will bring the report to the senior management's notice and add the report/ recommendations to the Employee Personnel file.

6. Approval:
All recommendations for promotions or salary increases require approval from the senior management before being communicated or implemented.

====Additional Notes====
Open communication and constructive feedback are encouraged throughout the process.
This is a general overview of the process. Specific details and forms may vary depending on the department or role.
* [https://docs.google.com/document/d/1P2zxGY2TM98BwOo0X_I6BDd93hbzQiKA/edit?usp=drive_link&ouid=105752061030281958258&rtpof=true&sd=true General Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Field Employee Evaluation Form]

===Disciplinary Reports===

Before filing a [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Disciplinary Warning Report], managers should typically follow established procedures, which may involve attempting informal interventions or warnings first, depending on the severity of the issue.

There are several reasons why someone, typically a manager or supervisor, might file a disciplinary report on an employee. Here are some common reasons:
*Performance Issues: This could include failure to meet expectations, inconsistent work quality, or missing deadlines.
*Misconduct: Examples include violating company policies, displaying unprofessional behavior, or engaging in inappropriate workplace conduct (e.g., harassment, discrimination).
*Safety Violations: Failing to follow safety protocols, putting themselves or others at risk on the job.
*Attendance Issues: Consistent tardiness, absenteeism, or unauthorized leave.
*Substandard Work Ethic: This might entail laziness, a lack of commitment, or neglecting responsibilities.

====Purpose of a Disciplinary Warning Report====
*Documentation: It creates a formal record of the incident, which can be used for future reference, such as in the case of progressive discipline or potential termination.
*Accountability: It holds the employee accountable for their actions and demonstrates the company's seriousness in maintaining workplace standards.
*Corrective Action: It serves as a starting point for addressing the issue and potentially implementing corrective measures, such as training, coaching, or performance improvement plans.
*Deterrence: It discourages similar behavior from the employee and serves as a deterrent to others, promoting a safe and productive work environment.

Employee Performance Management

2024-02-29T19:56:04Z

Sam: /* Disciplinary Reports */

==Employee Performance Management==

===Employee Performance Reviews===
This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization.

====Frequency====
*Annual reviews occur on a rolling basis on the anniversary of each employee's hiring date. Managers are reminded of upcoming reviews through Google Calendar notifications.

====Review Process====
1. Meeting: The manager schedules a meeting with the employee to discuss the review.

2. Review and Evaluation: The manager completes the employee evaluation form. Performance and disciplinary records are reviewed.

3. Employee Input: The employee is invited to share their thoughts on their performance and goals. Opportunities for taking on additional or different responsibilities are explored.

4. Recommendations:
The manager makes recommendations for the employee's:
*Performance rating
*Development goals
*Potential for promotion or salary increase

5. Submission:
The manager then submits the evaluation report and recommendations to the admin team. Admin team will bring the report to the senior management's notice and add the report/ recommendations to the Employee Personnel file.

6. Approval:
All recommendations for promotions or salary increases require approval from the senior management before being communicated or implemented.

====Additional Notes====
Open communication and constructive feedback are encouraged throughout the process.
This is a general overview of the process. Specific details and forms may vary depending on the department or role.
* [https://docs.google.com/document/d/1P2zxGY2TM98BwOo0X_I6BDd93hbzQiKA/edit?usp=drive_link&ouid=105752061030281958258&rtpof=true&sd=true General Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Field Employee Evaluation Form]

===Disciplinary Reports===

Before filing a [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Disciplinary Warning Report], managers should typically follow established procedures, which may involve attempting informal interventions or warnings first, depending on the severity of the issue.

There are several reasons why someone, typically a manager or supervisor, might file a disciplinary report on an employee. Here are some common reasons:
*Performance Issues: This could include failure to meet expectations, inconsistent work quality, or missing deadlines.
*Misconduct: Examples include violating company policies, displaying unprofessional behavior, or engaging in inappropriate workplace conduct (e.g., harassment, discrimination).
*Safety Violations: Failing to follow safety protocols, putting themselves or others at risk on the job.
*Attendance Issues: Consistent tardiness, absenteeism, or unauthorized leave.
*Substandard Work Ethic: This might entail laziness, a lack of commitment, or neglecting responsibilities.

====Benefits====
*Documentation: It creates a formal record of the incident, which can be used for future reference, such as in the case of progressive discipline or potential termination.
*Accountability: It holds the employee accountable for their actions and demonstrates the company's seriousness in maintaining workplace standards.
*Corrective Action: It serves as a starting point for addressing the issue and potentially implementing corrective measures, such as training, coaching, or performance improvement plans.
*Deterrence: It discourages similar behavior from the employee and serves as a deterrent to others, promoting a safe and productive work environment.

Employee Performance Management

2024-02-29T19:55:16Z

Sam: /* Employee Performance Management */

==Employee Performance Management==

===Employee Performance Reviews===
This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization.

====Frequency====
*Annual reviews occur on a rolling basis on the anniversary of each employee's hiring date. Managers are reminded of upcoming reviews through Google Calendar notifications.

====Review Process====
1. Meeting: The manager schedules a meeting with the employee to discuss the review.

2. Review and Evaluation: The manager completes the employee evaluation form. Performance and disciplinary records are reviewed.

3. Employee Input: The employee is invited to share their thoughts on their performance and goals. Opportunities for taking on additional or different responsibilities are explored.

4. Recommendations:
The manager makes recommendations for the employee's:
*Performance rating
*Development goals
*Potential for promotion or salary increase

5. Submission:
The manager then submits the evaluation report and recommendations to the admin team. Admin team will bring the report to the senior management's notice and add the report/ recommendations to the Employee Personnel file.

6. Approval:
All recommendations for promotions or salary increases require approval from the senior management before being communicated or implemented.

====Additional Notes====
Open communication and constructive feedback are encouraged throughout the process.
This is a general overview of the process. Specific details and forms may vary depending on the department or role.
* [https://docs.google.com/document/d/1P2zxGY2TM98BwOo0X_I6BDd93hbzQiKA/edit?usp=drive_link&ouid=105752061030281958258&rtpof=true&sd=true General Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Field Employee Evaluation Form]

===Disciplinary Reports===

Before filing a [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Disciplinary Warning Report], managers should typically follow established procedures, which may involve attempting informal interventions or warnings first, depending on the severity of the issue.

There are several reasons why someone, typically a manager or supervisor, might file a disciplinary report on an employee. Here are some common reasons:
*Performance Issues: This could include failure to meet expectations, inconsistent work quality, or missing deadlines.
*Misconduct: Examples include violating company policies, displaying unprofessional behavior, or engaging in inappropriate workplace conduct (e.g., harassment, discrimination).
*Safety Violations: Failing to follow safety protocols, putting themselves or others at risk on the job.
*Attendance Issues: Consistent tardiness, absenteeism, or unauthorized leave.
*Substandard Work Ethic: This might entail laziness, a lack of commitment, or neglecting responsibilities.

Benefits:
*Documentation: It creates a formal record of the incident, which can be used for future reference, such as in the case of progressive discipline or potential termination.
*Accountability: It holds the employee accountable for their actions and demonstrates the company's seriousness in maintaining workplace standards.
*Corrective Action: It serves as a starting point for addressing the issue and potentially implementing corrective measures, such as training, coaching, or performance improvement plans.
*Deterrence: It discourages similar behavior from the employee and serves as a deterrent to others, promoting a safe and productive work environment.

Employee Performance Management

2024-02-29T19:50:10Z

Sam: /* Frequency */

==Employee Performance Management==
This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization.

===Frequency===
*Annual reviews occur on a rolling basis on the anniversary of each employee's hiring date. Managers are reminded of upcoming reviews through Google Calendar notifications.

===Review Process===
1. Meeting: The manager schedules a meeting with the employee to discuss the review.

2. Review and Evaluation: The manager completes the employee evaluation form. Performance and disciplinary records are reviewed.

3. Employee Input: The employee is invited to share their thoughts on their performance and goals. Opportunities for taking on additional or different responsibilities are explored.

4. Recommendations:
The manager makes recommendations for the employee's:
*Performance rating
*Development goals
*Potential for promotion or salary increase

5. Submission:
The manager then submits the evaluation report and recommendations to the admin team. Admin team will bring the report to the senior management's notice and add the report/ recommendations to the Employee Personnel file.

6. Approval:
All recommendations for promotions or salary increases require approval from the senior management before being communicated or implemented.

===Additional Notes===
Open communication and constructive feedback are encouraged throughout the process.
This is a general overview of the process. Specific details and forms may vary depending on the department or role.
* [https://docs.google.com/document/d/1P2zxGY2TM98BwOo0X_I6BDd93hbzQiKA/edit?usp=drive_link&ouid=105752061030281958258&rtpof=true&sd=true General Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Field Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Disciplinary Warning Report]

===Benefits===
*Improved employee performance and development
*Increased engagement and motivation
*Fair and transparent decision-making
*Alignment with individual and organizational goals

Employee Performance Management

2024-02-29T19:49:53Z

Sam: /* Frequency */

==Employee Performance Management==
This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization.

===Frequency===
*Annual reviews occur on a rolling basis on the anniversary of each employee's hiring date. Managers are reminded of upcoming reviews through Google Calendar notifications.
*Disciplinary reports can be made at any time during the year when

===Review Process===
1. Meeting: The manager schedules a meeting with the employee to discuss the review.

2. Review and Evaluation: The manager completes the employee evaluation form. Performance and disciplinary records are reviewed.

3. Employee Input: The employee is invited to share their thoughts on their performance and goals. Opportunities for taking on additional or different responsibilities are explored.

4. Recommendations:
The manager makes recommendations for the employee's:
*Performance rating
*Development goals
*Potential for promotion or salary increase

5. Submission:
The manager then submits the evaluation report and recommendations to the admin team. Admin team will bring the report to the senior management's notice and add the report/ recommendations to the Employee Personnel file.

6. Approval:
All recommendations for promotions or salary increases require approval from the senior management before being communicated or implemented.

===Additional Notes===
Open communication and constructive feedback are encouraged throughout the process.
This is a general overview of the process. Specific details and forms may vary depending on the department or role.
* [https://docs.google.com/document/d/1P2zxGY2TM98BwOo0X_I6BDd93hbzQiKA/edit?usp=drive_link&ouid=105752061030281958258&rtpof=true&sd=true General Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Field Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Disciplinary Warning Report]

===Benefits===
*Improved employee performance and development
*Increased engagement and motivation
*Fair and transparent decision-making
*Alignment with individual and organizational goals

Employee Performance Management

2024-02-29T19:48:04Z

Sam: /* Review Process */

==Employee Performance Management==
This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization.

===Frequency===
*Annual reviews occur on a rolling basis on the anniversary of each employee's hiring date. Managers are reminded of upcoming reviews through Google Calendar notifications.
*Disciplinary reports can be made at any time during the year when

===Review Process===
1. Meeting: The manager schedules a meeting with the employee to discuss the review.

2. Review and Evaluation: The manager completes the employee evaluation form. Performance and disciplinary records are reviewed.

3. Employee Input: The employee is invited to share their thoughts on their performance and goals. Opportunities for taking on additional or different responsibilities are explored.

4. Recommendations:
The manager makes recommendations for the employee's:
*Performance rating
*Development goals
*Potential for promotion or salary increase

5. Submission:
The manager then submits the evaluation report and recommendations to the admin team. Admin team will bring the report to the senior management's notice and add the report/ recommendations to the Employee Personnel file.

6. Approval:
All recommendations for promotions or salary increases require approval from the senior management before being communicated or implemented.

===Additional Notes===
Open communication and constructive feedback are encouraged throughout the process.
This is a general overview of the process. Specific details and forms may vary depending on the department or role.
* [https://docs.google.com/document/d/1P2zxGY2TM98BwOo0X_I6BDd93hbzQiKA/edit?usp=drive_link&ouid=105752061030281958258&rtpof=true&sd=true General Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Field Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Disciplinary Warning Report]

===Benefits===
*Improved employee performance and development
*Increased engagement and motivation
*Fair and transparent decision-making
*Alignment with individual and organizational goals

Employee Performance Management

2024-02-29T19:47:30Z

Sam: /* Review Process */

==Employee Performance Management==
This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization.

===Frequency===
*Annual reviews occur on a rolling basis on the anniversary of each employee's hiring date. Managers are reminded of upcoming reviews through Google Calendar notifications.
*Disciplinary reports can be made at any time during the year when

===Review Process===
1. Meeting: The manager schedules a meeting with the employee to discuss the review.

2. Review and Evaluation:
*The manager completes the employee evaluation form.
*Performance and disciplinary records are reviewed.

3. Employee Input:
*The employee is invited to share their thoughts on their performance and goals.
*Opportunities for taking on additional or different responsibilities are explored.

4. Recommendations:
The manager makes recommendations for the employee's:
*Performance rating
*Development goals
*Potential for promotion or salary increase

5. Submission:
The manager then submits the evaluation report and recommendations to the admin team. Admin team will bring the report to the senior management's notice and add the report/ recommendations to the Employee Personnel file.

6. Approval:
All recommendations for promotions or salary increases require approval from the senior management before being communicated or implemented.

===Additional Notes===
Open communication and constructive feedback are encouraged throughout the process.
This is a general overview of the process. Specific details and forms may vary depending on the department or role.
* [https://docs.google.com/document/d/1P2zxGY2TM98BwOo0X_I6BDd93hbzQiKA/edit?usp=drive_link&ouid=105752061030281958258&rtpof=true&sd=true General Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Field Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Disciplinary Warning Report]

===Benefits===
*Improved employee performance and development
*Increased engagement and motivation
*Fair and transparent decision-making
*Alignment with individual and organizational goals

Employee Performance Management

2024-02-29T19:46:13Z

Sam: Created page with " ==Employee Performance Management== This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization. ===Frequency=..."

==Employee Performance Management==
This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization.

===Frequency===
*Annual reviews occur on a rolling basis on the anniversary of each employee's hiring date. Managers are reminded of upcoming reviews through Google Calendar notifications.
*Disciplinary reports can be made at any time during the year when

===Review Process===
#Meeting: The manager schedules a meeting with the employee to discuss the review.
#Review and Evaluation:
*The manager completes the employee evaluation form.
*Performance and disciplinary records are reviewed.
#Employee Input:
*The employee is invited to share their thoughts on their performance and goals.
*Opportunities for taking on additional or different responsibilities are explored.
#Recommendations:
The manager makes recommendations for the employee's:
*Performance rating
*Development goals
*Potential for promotion or salary increase
#Submission:
The manager then submits the evaluation report and recommendations to the admin team. Admin team will bring the report to the senior management's notice and add the report/ recommendations to the Employee Personnel file.
#Approval:
All recommendations for promotions or salary increases require approval from the senior management before being communicated or implemented.

===Additional Notes===
Open communication and constructive feedback are encouraged throughout the process.
This is a general overview of the process. Specific details and forms may vary depending on the department or role.
* [https://docs.google.com/document/d/1P2zxGY2TM98BwOo0X_I6BDd93hbzQiKA/edit?usp=drive_link&ouid=105752061030281958258&rtpof=true&sd=true General Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Field Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Disciplinary Warning Report]

===Benefits===
*Improved employee performance and development
*Increased engagement and motivation
*Fair and transparent decision-making
*Alignment with individual and organizational goals

Administration

2024-02-29T19:06:47Z

Sam: /* Human Resources (HR) */

==Administration==

Welcome to the Pothole Repair Administration section! This section houses everything you need to keep corporate operations running smoothly and efficiently. From employee management to IT support, company policies to vendor relations, you'll find essential information and resources right here.

=== Human Resources (HR) ===
HR is responsible for various activities affecting all employees, from recruitment and onboarding to DOT compliance, training, benefits, employee safety and performance management.
*Recruiting
**Job Descriptions
**Listings (Indeed)
**Appointment Scheduling
**Interview Process
**Offer Letters
*[[Onboarding]] (Software: Workbright)
**Forms & Policies
**DOT Compliance (Concentra, Kelmar)
**Training & Development (Software: Moodle)
**Company resources- Vehicle, Company Merchandise, Tablet, Phone
*[[Administrative]]
**Org Chart
**Employee lists and schedules
**Personnel Folders
**Corporate Communications- Internal communication to employees or within the company
*Employee Safety and OSHA- Forms [https://drive.google.com/file/d/12jPmeFELemFWVy__NzkgN0H52HmpxVPT/view?usp=drive_link OSHA 300 and OSHA 300 A], [https://drive.google.com/file/d/1dmdGkIY4rH_zFz7mQmIwfXiZJGnYcxid/view?usp=drive_link Pothole Repair Safety Manual]
*[[Employee Performance Management]]

===Finance===
See information on invoicing, purchasing, payroll and benefits, taxes and auditing, insurance, and financial budgeting and reporting.
*[[Invoicing]]
*Purchasing
*Utilities
*Payroll & Benefits
*QBO (Quickbooks Online)
*Taxes & Auditing (CPA, ADP, )
*Insurance (Link to Legal)
*Financial Budgeting & Reporting- Admin
*Banking Deposits

===Marketing===
Discover details on trade shows, business development, social events, logo wear, and social media management.
*Trade Shows
*Business Development
*Social Events
*Logo wear
*Social Media of Company personnel and events provided to Sales

===Resource Management===
Learn about Customer Relationship Management (CRM) tools used for client management.
*CRM
*IT & Communications (Computers, Printers, Phones, Fax Machines etc)
*Building Maintenance
*Vehicles (Registrations, List of vehicles, purchase dates, Insurances, Accidents, QBO setup for payments, etc.)
*Office Supplies
*Toll Management (EZPass)
*Internal Wiki

===Stakeholder Management===
Access resources related to managing vendors, strategic partners, and clients.
*Vendor Management (Any companies who we buy from/ make purchases)
*Strategic Partner Management (Authorized company that we OOS)
*Client Management
**PARC Agreements
**Lien waivers
**Third Party Management
**New vendor paperwork
**W9s, 1099s, COIs,
**Any special requests from clients etc.

===Legal and Compliance===
Get information on various legal and compliance matters, including registrations, licensing, permits, insurance, policies and procedures, and DOT compliance.
*Registrations (Registered agents, administrative agents and client registered agents)
*Licensing and Permits
*Insurance
*Policies & Procedures
*DOT Compliance
*Legal

Administration

2024-02-29T19:06:12Z

Sam: /* Human Resources (HR) */

==Administration==

Welcome to the Pothole Repair Administration section! This section houses everything you need to keep corporate operations running smoothly and efficiently. From employee management to IT support, company policies to vendor relations, you'll find essential information and resources right here.

=== Human Resources (HR) ===
HR is responsible for various activities affecting all employees, from recruitment and onboarding to DOT compliance, training, benefits, employee safety and performance management.
*Recruiting
**Job Descriptions
**Listings (Indeed)
**Appointment Scheduling
**Interview Process
**Offer Letters
*[[Onboarding]] (Software: Workbright)
**Forms & Policies
**DOT Compliance (Concentra, Kelmar)
**Training & Development (Software: Moodle)
**Company resources- Vehicle, Company Merchandise, Tablet, Phone
*[[Administrative]]
**Org Chart
**Employee lists and schedules
**Personnel Folders
**Corporate Communications- Internal communication to employees or within the company
*Employee Safety and OSHA- Forms [https://drive.google.com/file/d/12jPmeFELemFWVy__NzkgN0H52HmpxVPT/view?usp=drive_link OSHA 300 and OSHA 300 A], [https://drive.google.com/file/d/1dmdGkIY4rH_zFz7mQmIwfXiZJGnYcxid/view?usp=drive_link Pothole Repair Safety Manual]
*Performance Management
**Appraisals

===Finance===
See information on invoicing, purchasing, payroll and benefits, taxes and auditing, insurance, and financial budgeting and reporting.
*[[Invoicing]]
*Purchasing
*Utilities
*Payroll & Benefits
*QBO (Quickbooks Online)
*Taxes & Auditing (CPA, ADP, )
*Insurance (Link to Legal)
*Financial Budgeting & Reporting- Admin
*Banking Deposits

===Marketing===
Discover details on trade shows, business development, social events, logo wear, and social media management.
*Trade Shows
*Business Development
*Social Events
*Logo wear
*Social Media of Company personnel and events provided to Sales

===Resource Management===
Learn about Customer Relationship Management (CRM) tools used for client management.
*CRM
*IT & Communications (Computers, Printers, Phones, Fax Machines etc)
*Building Maintenance
*Vehicles (Registrations, List of vehicles, purchase dates, Insurances, Accidents, QBO setup for payments, etc.)
*Office Supplies
*Toll Management (EZPass)
*Internal Wiki

===Stakeholder Management===
Access resources related to managing vendors, strategic partners, and clients.
*Vendor Management (Any companies who we buy from/ make purchases)
*Strategic Partner Management (Authorized company that we OOS)
*Client Management
**PARC Agreements
**Lien waivers
**Third Party Management
**New vendor paperwork
**W9s, 1099s, COIs,
**Any special requests from clients etc.

===Legal and Compliance===
Get information on various legal and compliance matters, including registrations, licensing, permits, insurance, policies and procedures, and DOT compliance.
*Registrations (Registered agents, administrative agents and client registered agents)
*Licensing and Permits
*Insurance
*Policies & Procedures
*DOT Compliance
*Legal

Administrative

2024-02-29T18:58:53Z

Sam: /* Communication using Fax */

==Administrative Section==

====Org Chart====
PHR's organization chart is provided below:
[[File:PHR ORG.jpg|750px|frameless|center]]

====Employee lists====
Employee information, including name, contact details, manager details, role etc, are stored within Dropbox.

====Personnel Folder====
Each employee at PHR has their own Personnel folder within Dropbox.

====Communication using Fax====
PHR uses an online service myCentralFax to send and receive faxes using the fax number '''571-762-0883'''. At the moment, only three people (Barry, Crystal and Terry) can receive faxes.

====Corporate Communications====
All PHR employees (except technicians) are assigned a '''potholerepair.com''' email id. Corporate communicates with each of them either individually or as part of a group. There are several existing groups (adminteam, operations, csr) that these employees are assigned to depending on their role. Some of these groups are broadcast/ announcements groups only.

{| class="wikitable"
|+ PHR Email groups
|-
! Group !! Email address !! Members
|-
| PHR Team || team@potholerepair.com || Everyone with a potholerepair.com email address
|-
| Administration || adminteam@potholerepair.com || Crystal, Sherrita, Diane, Alexis
|-
| CRM Support || support@potholerepair.com || Barry, Crystal, Guillermo
|-
| Client Services || CSRservices@potholerepair.com || Jennie, Jess, Jhonn, Barry
|-
| Incoming Fax || fax@potholerepair.com || Barry, Terry, Crystal
|-
| Invoices || invoices@potholerepair.com || Crystal & Sherrita
|-
| Operations || operations@potholerepair.com || Barry, Crystal, Manuel, Tag, Jason, Guido
|-
| PHR Techs || techs@potholerepair.com || ALL the technicians at Pothole Repair
|-
|}

Administrative

2024-02-29T18:58:08Z

Sam: /* Corporate Communications */

==Administrative Section==

====Org Chart====
PHR's organization chart is provided below:
[[File:PHR ORG.jpg|750px|frameless|center]]

====Employee lists====
Employee information, including name, contact details, manager details, role etc, are stored within Dropbox.

====Personnel Folder====
Each employee at PHR has their own Personnel folder within Dropbox.

====Communication using Fax====
PHR uses an online service myCentralFax to send and receive faxes using the fax number 571-762-0883. At the moment, only three people (Barry, Crystal and Terry) can receive faxes.

====Corporate Communications====
All PHR employees (except technicians) are assigned a '''potholerepair.com''' email id. Corporate communicates with each of them either individually or as part of a group. There are several existing groups (adminteam, operations, csr) that these employees are assigned to depending on their role. Some of these groups are broadcast/ announcements groups only.

{| class="wikitable"
|+ PHR Email groups
|-
! Group !! Email address !! Members
|-
| PHR Team || team@potholerepair.com || Everyone with a potholerepair.com email address
|-
| Administration || adminteam@potholerepair.com || Crystal, Sherrita, Diane, Alexis
|-
| CRM Support || support@potholerepair.com || Barry, Crystal, Guillermo
|-
| Client Services || CSRservices@potholerepair.com || Jennie, Jess, Jhonn, Barry
|-
| Incoming Fax || fax@potholerepair.com || Barry, Terry, Crystal
|-
| Invoices || invoices@potholerepair.com || Crystal & Sherrita
|-
| Operations || operations@potholerepair.com || Barry, Crystal, Manuel, Tag, Jason, Guido
|-
| PHR Techs || techs@potholerepair.com || ALL the technicians at Pothole Repair
|-
|}

Administrative

2024-02-29T18:57:55Z

Sam: /* Corporate Communications */

==Administrative Section==

====Org Chart====
PHR's organization chart is provided below:
[[File:PHR ORG.jpg|750px|frameless|center]]

====Employee lists====
Employee information, including name, contact details, manager details, role etc, are stored within Dropbox.

====Personnel Folder====
Each employee at PHR has their own Personnel folder within Dropbox.

====Communication using Fax====
PHR uses an online service myCentralFax to send and receive faxes using the fax number 571-762-0883. At the moment, only three people (Barry, Crystal and Terry) can receive faxes.

====Corporate Communications====
All PHR employees (except technicians) are assigned a '''potholerepair.com email id'''. Corporate communicates with each of them either individually or as part of a group. There are several existing groups (adminteam, operations, csr) that these employees are assigned to depending on their role. Some of these groups are broadcast/ announcements groups only.

{| class="wikitable"
|+ PHR Email groups
|-
! Group !! Email address !! Members
|-
| PHR Team || team@potholerepair.com || Everyone with a potholerepair.com email address
|-
| Administration || adminteam@potholerepair.com || Crystal, Sherrita, Diane, Alexis
|-
| CRM Support || support@potholerepair.com || Barry, Crystal, Guillermo
|-
| Client Services || CSRservices@potholerepair.com || Jennie, Jess, Jhonn, Barry
|-
| Incoming Fax || fax@potholerepair.com || Barry, Terry, Crystal
|-
| Invoices || invoices@potholerepair.com || Crystal & Sherrita
|-
| Operations || operations@potholerepair.com || Barry, Crystal, Manuel, Tag, Jason, Guido
|-
| PHR Techs || techs@potholerepair.com || ALL the technicians at Pothole Repair
|-
|}

Administrative

2024-02-29T18:57:16Z

Sam: /* Corporate Communications */

==Administrative Section==

====Org Chart====
PHR's organization chart is provided below:
[[File:PHR ORG.jpg|750px|frameless|center]]

====Employee lists====
Employee information, including name, contact details, manager details, role etc, are stored within Dropbox.

====Personnel Folder====
Each employee at PHR has their own Personnel folder within Dropbox.

====Communication using Fax====
PHR uses an online service myCentralFax to send and receive faxes using the fax number 571-762-0883. At the moment, only three people (Barry, Crystal and Terry) can receive faxes.

====Corporate Communications====
All PHR employees (except technicians) are assigned a potholerepair.com email id. Corporate communicates with each of them either individually or as part of a group. There are several existing groups (adminteam, operations, csr) that these employees are assigned to depending on their role. Some of these groups are broadcast/ announcements groups only.

{| class="wikitable"
|+ PHR Email groups
|-
! Group !! Email address !! Members
|-
| PHR Team || team@potholerepair.com || Everyone with a potholerepair.com email address
|-
| Administration || adminteam@potholerepair.com || Crystal, Sherrita, Diane, Alexis
|-
| CRM Support || support@potholerepair.com || Barry, Crystal, Guillermo
|-
| Client Services || CSRservices@potholerepair.com || Jennie, Jess, Jhonn, Barry
|-
| Incoming Fax || fax@potholerepair.com || Barry, Terry, Crystal
|-
| Invoices || invoices@potholerepair.com || Crystal & Sherrita
|-
| Operations || operations@potholerepair.com || Barry, Crystal, Manuel, Tag, Jason, Guido
|-
| PHR Techs || techs@potholerepair.com || ALL the technicians at Pothole Repair
|-
|}

Administrative

2024-02-29T18:56:04Z

Sam: /* Administrative Section */

==Administrative Section==

====Org Chart====
PHR's organization chart is provided below:
[[File:PHR ORG.jpg|750px|frameless|center]]

====Employee lists====
Employee information, including name, contact details, manager details, role etc, are stored within Dropbox.

====Personnel Folder====
Each employee at PHR has their own Personnel folder within Dropbox.

====Communication using Fax====
PHR uses an online service myCentralFax to send and receive faxes using the fax number 571-762-0883. At the moment, only three people (Barry, Crystal and Terry) can receive faxes.

====Corporate Communications====
All PHR employees (except technicians) are assigned a potholerepair.com email id. Corporate communicates with each of them either individually or as part of a group. There are several existing groups (adminteam, operations, csr) that these employees are assigned to depending on their role. Some of these groups are broadcast/ announcements groups only.

{|
|+ PHR Email groups
|-
! Group !! Email address !! Members
|-
| PHR Team || team@potholerepair.com || Everyone with a potholerepair.com email address
|-
| Administration || adminteam@potholerepair.com || Crystal, Sherrita, Diane, Alexis
|-
| CRM Support || support@potholerepair.com || Barry, Crystal, Guillermo
|-
| Client Services || CSRservices@potholerepair.com || Jennie, Jess, Jhonn, Barry
|-
| Incoming Fax || fax@potholerepair.com || Barry, Terry, Crystal
|-
| Invoices || invoices@potholerepair.com || Crystal & Sherrita
|-
| Operations || operations@potholerepair.com || Barry, Crystal, Manuel, Tag, Jason, Guido
|-
| PHR Techs || techs@potholerepair.com || ALL the technicians at Pothole Repair
|-
|}

Administrative

2024-02-29T18:54:45Z

Sam:

==Administrative Section==

*Org Chart: PHR's organization chart is provided below:
[[File:PHR ORG.jpg|750px|frameless|center]]

*Employee lists: Employee information, including name, contact details, manager details, role etc, are stored within Dropbox.

*Personnel Folder: Each employee at PHR has their own Personnel folder within Dropbox.

*Communication using Fax: PHR uses an online service myCentralFax to send and receive faxes using the fax number 571-762-0883. At the moment, only three people (Barry, Crystal and Terry) can receive faxes.

*Corporate Communications- All PHR employees (except technicians) are assigned a potholerepair.com email id. Corporate communicates with each of them either individually or as part of a group. There are several existing groups (adminteam, operations, csr) that these employees are assigned to depending on their role. Some of these groups are broadcast/ announcements groups only.

{|
|+ PHR Email groups
|-
! Group !! Email address !! Members
|-
| PHR Team || team@potholerepair.com || Everyone with a potholerepair.com email address
|-
| Administration || adminteam@potholerepair.com || Crystal, Sherrita, Diane, Alexis
|-
| CRM Support || support@potholerepair.com || Barry, Crystal, Guillermo
|-
| Client Services || CSRservices@potholerepair.com || Jennie, Jess, Jhonn, Barry
|-
| Incoming Fax || fax@potholerepair.com || Barry, Terry, Crystal
|-
| Invoices || invoices@potholerepair.com || Crystal & Sherrita
|-
| Operations || operations@potholerepair.com || Barry, Crystal, Manuel, Tag, Jason, Guido
|-
| PHR Techs || techs@potholerepair.com || ALL the technicians at Pothole Repair
|-
|}

2024-02-20T16:43:47Z

Sam: /* Official start date: */