Best & Brightest Supplement Package 2018

2018 SUPPLEMENTAL INFORMATION

BEST & BRIGHTEST COMPANIES TO WORK FOR

& CONSTRUCTION PROFESSIONALS

TABLE OF CONTENTS

COMPENSATION, BENEFITS & EMPLOYEE SOLUTIONS

EMPLOYEE ENRICHMENT, ENGAGEMENT & RETENTION

EMPLOYEE EDUCATION & DEVELOPMENT

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PAGE 06

PAGE 08

RECRUITMENT, SELECTION & ORIENTATION

EMPLOYEE ACHIEVEMENT & RECOGNITION

COMMUNICATION & SHARED VISION

PAGE 10

PAGE 12

PAGE 14

DIVERSITY & INCLUSION

WORK/LIFE BALANCE

COMMUNITY INITIATIVES

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PAGE 18

PAGE 20

STRATEGIC COMPANY PERFORMANCE PAGE 22

COMPENSATION, BENEFITS & EMPLOYEE SOLUTIONS INSIDE OUR WALLS

OUTSIDE OUR WALLS

• Full range of employee benefits: medical, dental, vision, life, disability

• West Michigan trade partner appreciation breakfast

• Employee Assistance Program (free service to help employees and their families with a variety of personal, family or work related issues)

• Our Alive 365 Safety Symposium including free safety training for employees of our West Michigan trade partners

• Performance based pay adjustments

• Client appreciation lunches and treats

• 401K match

• National speaking engagements to spread the message of employee-centric culture

• Specialized birthday gifts, Christmas gifts and bonuses • Special holiday celebrations • Hand-written notes from the CEO to employees and their spouses • Hardship funds • Leadership teams and coaching • E&V YOUniversity training opportunities • Employee Hall Pass: An extra paid day off to spend at school related events with children • Large percentage of profits shared through a performance-based bonus program • Wellness programs and gym reimbursement for employees who choose to participate • Special training programs including personal finance and self-defense

OUTSTANDING HEALTHCARE COVERAGE We are very proud of our track record of keeping premium increases low and employee benefits high. We are happy to report that the 2017 renewal resulted in a very minimal increase in premiums to our employees. An increased contribution from the company, combined with our cultural focus on wellness, has softened the effect of rising healthcare costs on our employees.

As in past years, E&V continues to offer health insurance co-pay discounts of up to 30% to nontobacco users. Smoking cessation programs, flu shots and TB testing are also offered free of charge to all employees and are administered conveniently at our offices.

We continue to add services and benefits to our wellness program. We continue to offer Rx Optical membership to our healthcare coverage options and reinstated our gym membership reimbursement program for all employees.

2017 EMPLOYEE EVENTS

PERSONALIZED GIFTS OF APPRECIATION This year we were able to offer the following: • $2,400 in cash bonuses for monthly rewards was given to individuals for their safety in construction knowledge.

• Employees received a gift to open with their families on Christmas morning. Each gift was accompanied by a hand written note to the employee and, in many cases, to the employee’s spouse.

• Our company demographic age is young, so we always make it a priority to welcome new babies with an E&V onesie, a gift card and a pack of diapers.

• Office female staff were given a special treat on Valentine’s day when the CEO treated everyone to manicures or pedicures, wine and chocolate in the middle of the work day.

• We celebrated major employee achievements, such as the completion of a Master Degree. In addition to tuition reimbursement, this employee was recognized with a paid day off and special gift after their graduation.

GETTING OUT OF THE OFFICE Underwriting unique and fun activities outside the office and the normal workday has been a great way to reward our employees for their combined efforts. Some of our activities and outings in 2017 included:

ANNUAL CHRISTMAS PARTY We hosted an outstanding Christmas party that had food, music, entertainment, and over $10,000 in prizes. Every employee received a gift to take home. In addition, we reserved a block of rooms at a nice, local hotel and covered over 65% of the cost for any employee and their guest. A full breakfast was included, as well as shuttle transportation to and from the event.

CHILI COOK-OFF We hosted a tailgate with prizes during the University of Michigan vs.

Michigan State football game.

• Over 45 field employees attended our summer outing, which included sport shooting, camping, and relay races.

• Our annual 2016 family fun day at Michigan’s Adventure included 43 families and a total of 146 people comprised of employees, spouses, kids and other guests.

• Our annual Girls Retreat is a fun event for all the ladies in the office held at an undisclosed location. This outing provides the opportunity to spend time together outside the office and get to know each other better over a three day period.

• Our summer office meeting was held at an Escape Room where we divided into groups and participated in a team building, problem solving activity.

10 YEAR CELEBRATION A family picnic was held to celebrate 10 years without a lost time injury, a big feat in the construction industry and a testament to our employeecentric culture.

EMPLOYEE ENRICHMENT, ENGAGEMENT & RETENTION INSIDE OUR WALLS

OUTSIDE OUR WALLS

• Management golf outing • Improvement of our employee on-boarding process • Employee advancement and performance bonuses • Regular office management meetings • Business expansion • New office community areas • Business Planning Retreat • Annual Stakeholders meeting • Monthly employee newsletter • “Savoring Our Successes” weekly meeting to share personal and professional good news with the whole office • Monthly safety and update meeting • Nationally recognized safety program • Employee Christmas party • Leadership open door policy • Annual project and field management retreats • Christmas bonus program • Chili cook-off with Michigan/MSU tailgate • Education reimbursement • Leadership breakfasts with Field team

• Annual trade contractor appreciation breakfast • Regular breakfast roundtable discussions with tradespeople from other local companies in the construction industry throughout the year • Annual client appreciation lunch • Annual Alive 365 Safety Symposium • Free safety training/certification program in nine different areas offered to our trade partners during our annual Alive 365 Safety Week program.

• Unmistakably E&V client experiences • Sharing best practices with other businesses to strengthen culture and employee retention throughout our community • Non-paid speaking engagements around the country to encourage employee-centric cultures and right brain leadership

BRIDGING THE GAP Our CEO and COO travel to our project sites regularly to have breakfast meetings with all tradespeople throughout the year. At these meetings, tradespeople are encouraged to express any needs they have and offer suggestions for improvements in the field. The executives follow up on these items to ensure they are addressed. These meetings are especially important in our industry because they help bridge the gap between the office and the field. Through this, field employees, who are not in the office very often know they have a voice that is being heard, which builds a sense of loyalty and pride. In addition, our Field Leadership Team acts as a liaison between our front line staff and the executive team, bringing suggestions and issues to the Executive Committee’s attention quickly.

SAFETY FIRST - A MORAL OBLIGATION As our company grows so does our safety program. In April of 2017, we invested in the position of a full-time Safety Coordinator to keep up with the demands of our industry. Another key investment for our company as we grow further away from our corporate office is a software program called Safety Skills. This program allows personnel to virtually attend our monthly “Safety and Update” meetings. These two investments allow us to further engage employees in our safety culture no matter if they are near or far from the office.

Over the past five years, Elzinga & Volkers has renovated nearly every square foot of office space in the building. In 2017, we renovated our lobby and a wing of the office, but our favorite renovations centered around areas that encourage community.

SAFETY MILESTONE CELEBRATIONS On May 14, 2017, we reached 10 years with no lost time injuries. This is a huge company and industry safety milestone, which could not be achieved without the dedication of our employees. In true Elzinga & Volkers fashion, a celebration was in order after achieving this significant milestone. Employees and their families gathered in a park setting to enjoy a variety of cuisines from local food trucks. Employees also received a Nike Dri-fit branded shirt with our Alive 365 safety logo. Ten years with no lost time injuries was a major accomplishment, but the people of this company are wired for continuous improvement and we look forward to celebrating 4000 days without a lost time injury on April 29, 2018.

The first area to be renovated in 2017 was the breakroom that our field and warehouse personnel use.

The breakroom and restroom were sorely outdated and greatly in need of improvements. New flooring, paint, wall coverings and chairs provide the room with a friendlier, more comfortable environment. Also included in the renovations were new mailboxes, a new refrigerator and the removal of the vending machine. Employees now have access to a selection of free snacks that are continuously restocked.

NEW COMMUNITY SPACES

The second phase of 2017 office renovations included the main employee breakroom. The breakroom had not been updated since the late 1980’s and only had space for 8-10 users at a time. With an office staff that now exceeds 50 personnel and an environment that encourages employee interaction, the constraints of the previous space were not adequately fulfilling our current need. A wall was demolished and another moved to increase the square footage of the breakroom by 210 square feet.

LUNCH FOR OUR TRADE PARTNERS NATIONWIDE In 2017 Elzinga & Volkers bought lunch for all of our trade partners nationwide throughout the course of one week as a way to show thanks for being voted Michigan Contractor of the Year. This gesture was so well received by both our trade partners and in-house trades that the company invested in a cookout trailer. The trailer is equipped with everything needed to host a jobsite cookout including, but not limited to, tables, chairs, grills, cooking utensils and even an Elzinga & Volkers apron for the cook. This is an activity Project Managers and Field Managers alike enjoy hosting for the hardworking trades onsite.

The new breakroom includes bench seating, a buffet, three bar height tables, a coffee bar, updated appliances and modern decor. The new space has an inviting atmosphere that feels more like a bistro than a breakroom.

EMPLOYEE EDUCATION & DEVELOPMENT INSIDE OUR WALLS

OUTSIDE OUR WALLS

• • • • • • •

• Hired a third party safety consultant who educates field personnel on the various hazards and ways to manage risk, as well as the latest OSHA standards • Executive members hold regular Trade Contractor Roundtable Meetings to discuss struggles, trends, innovations, and the general market • Field Leadership Team holds regular Trade Contractor Foremen Roundtables to discuss challenges and best practices • Presenting at conferences allows us to share our knowledge to educate and inform in the industries we serve • Use of Procore Project Management software provides us with the opportunity to streamline communication and processes for our clients and trade partners • Continuous updates to our Safety Manual and Quality Standards Manual to educate and inform our trade partners • Hosted our annual Alive 365 Safety Week where we kick off the event with a Safety Symposium with speakers and breakout sessions, then provide free training to employees and trade partners throughout the week

• • • • • • • • •

Field leadership team mentoring enhanced Training tailored for individuals/positions Conference attendance Participation in professional organizations Mentoring programs Leadership programs Monthly in-house training through the E&V YOUniversity Program Technology training for the office and field Educational reimbursement programs Monthly safety meeting safety topic presented by an industry expert Safety Manual distributed to all employees and continuously updated Quality Standard Manual distributed to all employees and continuously updated Field Managers/Foremen Meetings where industry experts are brought in to discuss best practices of their trades Field personnel onboarding and new hire training that is specific to their position with Elzinga & Volkers Online safety training, with over 300 courses, available 24/7 to all employees Hosted lunch & learns and brought in industry experts to introduce new products

HIGHER EDUCATION Continuous training is one of the most important ways our company can stay competitive and experience continued success. E&V has channeled our education and development initiatives toward finding ways to increase our skill sets to make our clients more successful. Examples from the past year include participating in professional organizations, investing in targeted skill and safety training, and in office training and education. We currently have two employees enrolled in MBA programs who have anticipated graduation dates of May 2018 and January 2019. We also received a grant in excess of $30,000 from the State of Michigan Skilled Trade Training Funds to assist in training, developing and retaining current employees and individuals to be hired. Training will be customized to meet employee skill requirements.

TARGETED SKILLS AND SAFETY TRAINING In 2017, E&V spent over $250,000 on training and development. We reimburse college level programs in order for employees to obtain their Associates, Bachelor’s, and graduate degrees in related fields.

Field staff attended specialized training from Hilti and STI on firestopping details in medical and nursing home facilities. We received accreditations as a UL Certified Firestop Contractor and Factory Mutual Approval, making us the first in our state to hold both certifications and only the 8th company in the U.S. One employee became an active member of Leadership Holland and Leadership West Michigan.

We reimburse for specific computer training programs applicable to our operations including project management software, accounting software and design software.

Field staff have an opportunity to attend training and certification on aerial lift equipment, hi-los, powder actuated tools, OSHA 10 or 30 Hour Certifications, firestopping installation and first aid/CPR at no cost to them.

Several carpenters attended and graduated from Construction Workforce Development Alliance (CWDA) ABC skilled trades where they updated their job certifications and skills.

Our Safety Coordinator attended a Behavioral Health Workshop to learn about motivational safety tactics.

CONFERENCES We attended a variety of conferences in 2017. For example, Leading Age of Michigan and Leading Age National are targeted conferences specifically geared toward learning about the senior living industry and the unique challenges to their facilities. Last year, we were invited to present information as experts in our field. We want to share our knowledge as experts in the field and our journey developing our successful employee-centric culture.

OTHER EDUCATIONAL PROGRAMS E&V supports these additional educational programs: • Employee participation in Chamber of Commerce leadership programs throughout the West Michigan/Greater Grand Rapids area.

• Executive team attendance at multiple training/educational sessions hosted by the Young President’s Organization (YPO) each year.

• Operations staff attended leadership training through the Associated Builders and Contractors of West MI. • We hosted our annual Stakeholders’ Conference to keep employees informed of happenings in the company.

• We supported the CORE Construction Skills program through the Associated Builders and Contractors of West Michigan.

• We planned and hosted multiple in-house training sessions through our “EV YOUniversity” program, including laminate installation and Accounting 101.

• As of Fall 2017, we now belong to an insurance captive, a selfinsured program where we are required to attend (2) board meetings and (2) workshops annually with our co-owners of the GCI Captive.

RECRUITMENT, SELECTION & ORIENTATION INSIDE OUR WALLS

• Company website overhaul including a dedicated “Careers” page with available positions and application upload form • Employee referral bonus program • Found new employees by referral, networking and word-of-mouth, internal job postings on our employee portal, and externally through college job boards and recruiting services • Incentives for employees who work out of town • New employee orientation with CEO & COO • “Blueprint for Success” onboarding program extended beyond office staff to field operations • Unmistakably E&V onboarding experience • Office buddy system for new hires • Face time with Human Resources to review benefits and new hire paperwork • Office Leadership Team weekly check-ins with new employees • Open-house style interviews for available positions • Swag bag and small celebration for new hires on their first day

OUTSIDE OUR WALLS

• Conducted jobsite visits with the Ottawa Area Intermediate School District Skills Center Building Program to encourage the pursuit of careers in construction • “Blueprint for Success” model for our employee onboarding process given to other businesses to implement • Supported local programs to encourage young people to pursue careers in construction • Welcomed not only the employees, but the employees’ families to the Elzinga & Volkers team • Attended the Michigan State University Fall Career Fair • Attended the Ferris State Career & Internship Fair • Spoke at a Job Ready: Construction Meet the Employer event in the urban core of a nearby city • Conducted an office tour and luncheon with Ferris State ACS students

RECRUITMENT PROCESS We strongly believe we have the most talented employees at Elzinga & Volkers. Because of this, referrals from current employees are given special attention, as this is a key indicator that the referral may be a good cultural fit with our company.

We use networking through friends, family, churches, non-profits, and trade associations to recruit our staff. Monthly, we communicate with our employees about referrals they have made and, if we hire their suggestion, the bonus amount they receive.

This year, we continued our focus on posting job opportunities within the company. These postings were shared on the employee portal, EVinsite, and offered employees the chance to apply for different positions within the company or recommend a friend before we started advertising publicly to fill open positions.

In an effort to recruit up-and-coming talent, our company posts positions on area college job boards. We want diversified talent and viewpoints in our workforce and actively pursue new talent to reflect this.

INCENTIVES A 20% increase in pay is given as an incentive to employees who work out of town to help alleviate the burden on their family.

Employees can earn a referral bonus ranging from $100-$500 for referring new employees who are on the job for three months and prove to be great additions.

Employees can sign up for a membership at any local gym and receive money for up to 10 gym visits per month to put toward their fees.

We do not use 3rd party recruiting agencies. In 2017, we spent very little money on job ads – almost all of our recruits were found by referral, word-of-mouth, or internal recruiting.

ORIENTATION & ONBOARDING PROGRAM • A welcoming email is sent before they start their new job.

• An office is completely set-up with everything needed to be productive: a computer, supplies, decorations, flower arrangements for the ladies, list of phone numbers, login information for the employee portal, etc.

• An “office buddy” is assigned to help new employees make friends and quickly adapt to our culture.

• A gift bag is given with E&V logoed clothing, accessories, and a hard hat.

• A welcome breakfast is hosted with all office staff, then the executive team takes the new employee out to lunch on their first day.

2017 BY THE NUMBERS

47

new hires

0

employees left in 2017 due to a better offer elsewhere

19

• A personalized new employee welcome email is sent out companywide with their picture, position and a few personal fun facts.

people referred a hired employee

• They are introduced at our monthly Safety and Update Meeting so they can be recognized company-wide.

$3,200

• They are given dedicated face time with Human Resources to review benefits and new hire paperwork.

in referral bonuses paid

• A “Blueprint for Success”orientation and onboarding binder is given out, which encourages interaction with employees in many different areas of the organization, not just the assigned department.

$59,923

• A new employee orientation for office and field employees where they meet with the CEO and COO to learn about the company’s history, the markets we serve, and our strategy for obtaining future business. They also hear stories about our rich history to get them excited about their future.

paid in incentive bonuses for employees who worked out of town

EMPLOYEE ACHIEVEMENT & RECOGNITION INSIDE OUR WALLS

• Public recognition for major project wins • Performance-based bonuses • Personalized notes and gifts of appreciation from the CEO • Recognition and rewards for small successes at departmental meetings • One-on-one recognition • Peer-to-peer recognition program - cards, gift cards, emails • Special recognition for completing higher education, training and certifications • Milestone celebrations for birthdays, anniversaries and retirement • Recognition for job promotions • “Savoring our Successes” weekly meeting • Service awards with gifts • Good job letters displayed at company-wide meetings • Employee growth plans and goal setting through employee U-Map program

OUTSIDE OUR WALLS

• Discounted group tickets for employees and their families to attend community events, plays, Broadway shows, etc.

• Unmistakably E&V experiences for employee spouses and families • Recognition of business partners and trade contractors for their achievements • Monthly newsletters specific to a construction project sent out internally and externally with updates and praise for the team • Alive 365 program tracks and rewards trade contractors for safety milestones • Lunch or dinner for family members of employees who receive a promotion to recognize the family member’s support in that achievement

SERVICE AWARDS Employees who reach certain milestone years of service are publicly recognized for their dedication to E&V. 1 Year: Recognized at monthly company-wide meetings 5, 10, 15, and 20 Years: Recognized at E&V’s annual stakeholders meeting in front of all their peers. The leadership team will take five minutes per individual to highlight their successes and accomplishments during their time at E&V. A funny story or memory is usually thrown in as well! In addition to several one, five and 10 year milestones, this year we congratulated a Field Manager for reaching 20 years with E&V! Each person receives a monetary gift based on their years of service.

YEAR-END BONUS We are happy to report that over 20% of 2017 earnings were shared with employees in the form of end of year-end bonuses. The company is entering the 2018 fiscal year with a great backlog of work and we anticipate continuing to reward our employees for their hard work.

PERSONALIZED GIFTS We have made it a priority to creatively recognize employee achievements on a consistent basis. Our leadership team prides itself on knowing each employee on a personal level. In addition to traditional cash bonuses, the leadership team will try to include a gift that is related to that employee’s hobby or interest.

Personalized gifts given in 2017 include: • Customized wedding and baby gifts from the happy couples’ registries • A gift card to Petco for an employee who got a dog • Car wash coupons for employees who purchased new vehicles • 40th birthday celebration for a long-time employee These bonuses may have equal monetary value as traditional bonuses and can be evaluated in the same ways, but these personal touches let our employees know that leadership knows, appreciates, and values them as part of the E&V family.

Each Christmas, in addition to cash bonuses, the president writes handwritten notes thanking each employee for their hard work. Also, each employee received a customized gift including treats, gift cards, and cash wrapped in a festive box for them to share with their family on Christmas day.

SAFETY CELEBRATIONS These celebration events honor each employee’s hard work and dedication to safety on our construction sites with a company-wide event for every 500 day milestone that is reached. In 2017, we held an event for reaching 3,500 days without a lost-time injury. These parties are a way for E&V leadership to reinforce the message that sending our people home safely every day is our top priority. This always comes before profit or finishing a project sooner.

GOOD JOB LETTERS Employees are encouraged to call each other out for a job well done.

These accolades are shared with the rest of the company and saved in the employee’s HR file.

SAVORING OUR SUCCESSES Every Friday at 9:00 a.m., the entire office gathers for the “Savoring our Success” celebration. This gathering focuses on positive weekly happenings, both personally and professionally, as well as any Unmistakably E&V experiences they would like to share.

In addition, Field Managers are encouraged to email in field successes so they can be incorporated into the meeting. After sharing, the group eats breakfast together and socializes for a brief period of time. We have many opportunities to share this meeting with outside guests, vendors, clients and business partners.

COMMUNICATION & SHARED VISION INSIDE OUR WALLS

OUTSIDE OUR WALLS

• Company-wide monthly safety and update meetings to keep employees engaged and informed of business operations • Annual Stakeholders Meeting

• Participation in national speaking engagements focused on culture building and the benefits of an employee-centric environment

• Employee portal website called EVinsite launched November 2017

• Engaged employee family members in long term goal setting for their family

• Active social media program

• Monthly newsletters distributed to employees and their families via print and digital platforms. Each newsletter shares upcoming project starts, personal or professional accomplishments, event recaps and a personalized article from a member of the executive committee • “Year in Review” video or slideshow presentation shown annually to all Christmas party guests

• U-Maps, Business Map and Divisional Maps • Monthly management meetings including field and office personnel • 2 on 1 reviews held at least twice per year with every employee • 2020 Painted Picture: A collective document created by all the employees and meant to clearly illustrate the organization that we hope to be in three years. It was unanimously adopted by our board of directors and was included in our 2017 Business Plan.

• “Friday Connection” newsletters to connect field operations and office staff

• Hosted over a dozen lunch and learns in 2017 • Trade contractor cookouts mid-project to encourage interaction and communication between all companies on a specific project

U-MAPS AND BUSINESS PLAN MAPS In 2017, employees met with their team/division to discuss their respective goals. Employees are encouraged to update their professional goals and top responsibilities to align with the division/department goals.

Professional goals include both short and long term goals that employees work towards throughout the course of the year. Their top five responsibilities are related to their day-to-day functions. They are easily trackable and are closely tied to the division or department’s goals. Other aspects of the uMap that tie into strategic company performance are commitment to safety and training. Both of these allow the employees to impact the company’s safety performance and culture while the training and guidance areas will drive upcoming training offerings. Lastly, employees are encouraged to list their personal goals for themselves and their families outside of work because E&V realizes those goals matter just as much as business goals.

EVINSITE EVinsite is our employee portal, developed in 2017. Each employee receives a unique login with access to company news and announcements, a company calendar, lists of employee birthdays and anniversaries, forms and policies, and a place to ask questions or share information company-wide.

The vision page shown below has our vision and mission statements, along with three company videos; craft, client and creed. Our craft video shows the skills and talents of our team in the office and field that help make our company unmistakable. Our client video focuses on our people-centric approach to working with other companies and clients.

Our creed video contains an employee written script of what Elzinga & Volkers means to them. These videos are used to share the culture and vision of our company both internally and externally.

ANNUAL STAKEHOLDERS MEETING In mid-January of 2017, we held our 4th annual company-wide stakeholders conference offsite. Taking cues from the formats of large conventions and public shareholders meetings, we hosted an afternoon of presentations, roundtable discussions, team building events, and socialization with all employees of the company. We shared important themes from the business plan, a look back at 2017 and a deep dive into marketing, safety, benefits, financials and operations for the upcoming year. The goal of these meetings is to equalize all our employees and position them all as stakeholders, or owners, of the company. It is an exciting time that will continue to be held annually at the start of each new fiscal year.

DIVERSITY & INCLUSION INSIDE OUR WALLS

OUTSIDE OUR WALLS

• Actively sought qualified minority candidates • Participated and supported the Grand Rapids Minority Contractor’s Program • Promoted from within the organization as much as possible • Supported the annual Women’s Retreat • Women hold prominent positions within our management team • Continued to expand female roles outside of the office • Allowed flexible schedules for new parents to support new families • Attend the 2017 International Womens Day Conference • Provided maternal/paternal leave for new parents • Provided a comfortable, private Mothers Room • Participated in Michigan Works! Apprentice Program

• Supported a diverse group of local charitable organizations with missions that touch all corners of the community • Made it a goal that our jobsites more closely reflect the communities in which we work • Our Management Team brings diverse perspective to professional organizations like the Construction Financial Management Association (CFMA) and ABC (Associated Builders & Contractors) • Provided access to programs such as the Employee Assistance Program and the use of translators free of charge to employees and family members • Reached out to various schools to pique interest in the construction industry from all backgrounds • Sponsored the 2017 National Women In Construction golf outing

“GIRLS NIGHT OUT” It’s easy for things, such as job titles and office doors to get in the way of communication between employees, but we strive to break down these barriers. In addition to the communication tools discussed above, employees are encouraged to develop their own techniques to connect with each other and with leadership in the company. Whether this is a breakfast or lunch between employees or group participation in an activity over the weekend like the movie night pictured below, the company typically supports the efforts financially or with other available resources.

WOMEN IN LEADERSHIP WELCOMING DIVERSITY, INCLUSION, AND CELEBRATING DIFFERENCES In 2017 we maintained above 26% minority employees on staff (ethnic and gender minorities included). Our office consists of 45% women, many of whom hold prominent management positions.

We have a diverse Office Leadership Team where members possess unique skill sets, education, and experience. We have found that by utilizing a diverse group of individuals we create a culture that breeds a greater range of creative viewpoints and ideas.

We encourage the use of the Grand Rapids minority contractors program and make attempts to include these highly talented trade contractors in our bidding process. We provide an opportunity for these minority contractors to work for a premier construction company that believes in fairness, equal opportunity, and the advancement of all our community members. We are continuously looking for qualified minority candidates for employment at Elzinga & Volkers. We also provide translation dictionaries on our construction sites.

We are constantly adding minority and women-owned businesses to our group of trade partners and vendors, and we are pleased to have worked with several companies this year that have helped us strengthen our diversity on the jobsite.

Finally, we pride ourselves on employing a number of veterans.

GRACE SILVA Promoted to the Executive Committee in June of 2017

RACHEL AUSTIN Hired as Director of Strategic Initiatives in May of 2017

ALAINA EKDOM Hired as Marketing Manager in July of 2017

DEDICATED SPACE FOR NEW MOMS We recognized that new moms need dedicated, private space to help make the transition back to work much easier. The space includes a door that locks for privacy, a comfortable chair, a heater, a refrigerator, and hand sanitizer. We want to make a mothers return to works as smooth and as comfortable as possible.

JULIE COLE Promoted to Assistant Project Manager in October of 2017

WORK/LIFE BALANCE INSIDE OUR WALLS

OUTSIDE OUR WALLS

• Spouses and significant others are encouraged to attend the company Christmas party • Flexible work schedules • Family focused benefits • “Special” paid holidays • “Work-free weekends” where employees are requested to limit the use of email over weekends • Wireless/remote workplace technology • Employee Assistance Program - free to employees and families offering valuable, professional resources to help with personal, family and work related issues • Employees are encouraged to share personal successes at our “Savoring the Success” weekly celebrations and through the Share Request option on our employee portal, EVinsite.

• When we have workers from out of town, we strive to schedule longer work days in exchange for a shorter work week • Hall Pass program allows family to share special moments • Flexible work hours allow families to be together more often • Flexibility allows our employees to impact non-profits, religious groups and community initiatives

HALL PASS PROGRAM In 2017, employees used 92 paid hours using our Hall Pass Program, an employee benefit that allows all E&V employees to enjoy up to 8-hours of free time with their child or grandchild (through college age) at a school related function, such as classroom parties or activities, field trips, college visits or academic achievements. Employees are asked to send in a picture or program from the event to “show and tell” how they spent their time.

HOW THIS AFFECTS OUR PEOPLE STAYCATION Each year, during elementary, middle and high-school Spring Break, we put on a “stay-cation”. There are daily events that employees, their spouses, and their children are invited to attend. We try to host events interesting to both genders and a wide range of ages. These events are fully paid for by the company. As an added bonus, employees are allowed to utilize their hall pass hours to attend with their children.

SPRING BREAK 2017

E&V STAY-CATION Monday, April 3 How about making Spring Break educational? Join us at the Grand Rapids Children’s Museum - 11 Sheldon Avenue NE, Grand Rapids, MI 49503.

Please arrive between 9:30 and 10:00 AM.

Tuesday, April 4 Jump into the fun at Rebounderz! - 7500 Cottonwood Dr., Jenison, MI 49428.

Please plan to arrive at 10:00 for unlimited jumping.

Wednesday, April 5 It’s going to be a ball! Join us at John Ball Zoo - 1300 Fulton W, Grand Rapids 49504 between 1:00 and 1:30 PM for a day full of exploring animals!

Thursday, April 6 The butterflies are blooming at Frederick Meijer Gardens! Please arrive at 9:30 AM - 1000 E Beltline Ave NE, Grand Rapids, MI 49525.

Friday, April 7 Start Spring Break with a splash! Join us at 1:00 PM at the Holland Aquatic Center - 550 Maple Avenue, Holland, MI 49423.

!

RSVP

Please RSVP for up to two events by Friday, March 31 to Morgan Weaver at: 616.395.1414 or morganw@elzinga-volkers.com Morgan will be present at each event so find her once you arrive and she will get you checked-in.

Please include the names of each attendees and the ages of the children when RSVP’ing.

SPECIAL HOLIDAY HOURS The day before a major holiday, employees are allowed to leave a few hours early without having to use vacation time. This gives traveling employees a chance to beat the holiday traffic and other employees more time to celebrate with their families and prepare for holiday festivities.

REMOTE WORK OPTIONS We know there are times where an employee can be more productive outside the office or may have trouble getting to the office due to weather, appointments, etc. Each employee has a company purchased laptop and full VPN access to work from home or other locations when necessary.

Employees are given docking stations and screens as requested for their homes to be as productive as possible.

JENNA, ACCOUNTANT “Both my husband and I work for E&V, so work/life balance affects us tremendously. Upon having our first child, I requested to work four days per week instead of five. E&V was very understanding and allowed me to keep my position and even take on more duties as I saw fit. I don’t feel like I’ve negatively impacted by career or that I am not being utilized, which can happen to many working parents. My husband has been encouraged to workout or play hockey on his lunch break. I know it makes a difference for him mentally and saves him from having to do it after work or on the weekends, leaving more time to be spent with our family.”

RACHEL, DIRECTOR OF STRATEGIC INITIATIVES “E&V isn’t concerned with when employees are coming and going, as long as their work gets done. I’m able to take time out of my workday to be involved in the community, handle my household obligations, and be there for family when needed. I don’t have young children to care for, so my obligations are different than many of my coworker’s, and E&V recognizes and respects that. I also have a fairly long commute. I’m afforded the flexibility to work remotely when I have obligations near home in the middle of the day. It saves me from making two trips to the office, and I am able to work in my slippers!”

MARIA, PROJECT MANAGER “E&V understands the importance of life outside of work and the challenge it can be to manage a full-time life with a full-time career. The organization allows for schedule flexibility when employees’ personal lives become demanding. Yet, at the same time performance expectations are never compromised, which is important for a team to preserve their motivation.”

COMMUNITY INITIATIVES INSIDE OUR WALLS

OUTSIDE OUR WALLS

• Hosting blood drives at our office • Giving our employees opportunities to help the community beyond their checkbooks • Getting our hands dirty and participating in volunteer opportunities • Supporting our employee passion for improving the communities in which they live and work • Building comradery between employees through community service • Nolan Brouwer, son of Project Coordinator Tara Brouwer, was diagnosed with Neuroblastoma cancer at 3 months old.

Employee’s were able to donate vacation time to Tara so she could be with him through his treatment. Tara received 77 paid days off through 2016 and 2017. Nolan is now in partial remission.

• Employees participate in the selection of non-profit and community beneficiaries

• Employees collectively provide everything on an adopt-a-family’s list each Christmas • Dinner provided to guests at Ronald McDonald House • Annual School Supply Drive in August to provide Bright Beginnings school of West Michigan with supplies for families in need • Participated in the United Way Day of Caring to help eliminate invasive species from one of our local parks • Employees volunteered to drive floats in three Christmas parades and two festival parades in 2017 on their free time • Monetary donations and free consulting given to community initiatives and non-profits • Gave gifts in-kind and sweat equity to outside organizations • Organized Superbowl Squares - We put together a board in the name of our trade partners and donate money to the organizations of the winners • Support of the Holland/Zeeland Community Foundation through the EV Endowment will provide grant dollars for generations to come

GETTING EMPLOYEES, FAMILY AND FRIENDS INVOLVED Our Community Initiatives Committee works with Michigan Blood to schedule the Blood Bus onsite and encourages employees to invite family and friends to donate. This year, 22 people donated to Michigan Blood, including four first-time donors. With a goal of 20 pints, Elzinga & Volkers employees, family and friends surpassed the goal and gave 22 pints! Because of the donors’ generosity, a potential 66 lives have been saved! In order to add a little fun to the event, we gave prizes for the fastest draw and held drawings for one E&V employee and one guest.

HELPING THOSE IN NEED On November 4, several employees worked together to replace two sections of barn doors in Freeport, MI. The gentleman who needed the help has been diagnosed with cancer and was unable to fix the doors himself. He was extremely grateful to our team for taking time out of their Saturday to help in his time of need.

In 2017, E&V donated over 15% of net income to non-profit organizations and foundations!

2017 DONATION RECIPIENTS STEP UP FOR DOWN SYNDROME On September 30, numerous E&V employee’s donated both their money and time for the DSAWM (Down Syndrome Association of West Michigan) Step Up for Down Syndrome Walk. Kru Nykerk, son of Project Manager Maria Nykerk, has down syndrome. His team, Kru’s Cronies, participated in the event. The Step Up walk has 3 Primary Goals: • To promote acceptance & inclusion of people with Down syndrome • To raise funds locally for education, research and advocacy programs • To enhance the position of the Down syndrome community, enabling us to positively influence local and national policy and practice Through donations provided by family, friends and co-workers, Kru’s Cronies came in 1st place. Kru got his picture on a billboard to promote the DSAWM. This grassroots effort has brought awareness of the organization and all its benefits to our community, and we are so proud to have helped such a wonderful cause for our buddy Kru.

CARTER’S CREW On June 20, 2017, 13 year old Carter Brink, nephew of an E&V employee, passed away from a condition known as Brain Arteriovenous Malformation (AVM). Carter was a sweet boy who loved to collect stuffed animals. In remembrance of him, Carter’s family started Carter’s Crew Foundation. They wanted to create “Carter’s Arc” and collect as many stuffed animals as possible for donation to the Pediatric Intensive Care Unit (PICU) at Helen DeVos Children’s Hospital. Through the generous donations from family, friends, co-workers, and the community, they were able to donate many animals to the children at Helen DeVos Children’s Hospital.

In 2018, Elzinga & Volkers will be doing another Stuffed Animal drive in support of this wonderful Foundation. We hope to bring smiles and lift the spirits of the children who are in the PICU in memory of sweet Carter Brink.

• Armed Forces Thanksgiving • Associated Builders and Contractors of West Michigan • Boys & Girls Club of Greater Holland • Catholic Charities of West Michigan • Canterbury on the Lake Retirement Community • Center for Women in Transition • Children’s Miracle Network • Clark Foundation • Clays for Kids • Coldwater Chamber of Commerce • CWDA • Down Syndrome Association of West Michigan • Eagle Crest Charter Academy • Fair Housing Center • Ferris Foundation • Feyen Zylstra Foundation • Fox Motors Hockey Club • Grand Haven Coast Guard • Grand Rapids Children’s Museum Kids ArtFest • Habitat for Humanity • Holland Historical Trust • Holland Hospital Foundation • Holland Christian Schools • Holland Police Officers Association • Holland/Zeeland Community Foundation • Hope College • Hospice of North Ottawa Community • Kent County Intermediary School District • Lakeshore Advantage • Latin Americans United for Progress (LAUP) • Ottawa County 4-H • Pine Rest Foundation • Ronald McDonald House of West Michigan • St. Mary’s Catholic Church • St. Mary’s Foundation • St. Patrick-St. Anthony Parish • Tri-Cities Unity Auction • Tulip Time • United Methodist Retirement Communities (UMRC) • United Way • West Michigan Works!

STRATEGIC PERFORMANCE INSIDE OUR WALLS

OUTSIDE OUR WALLS

• Key Performance Indicators are displayed on TVs throughout the corporate office for employees to view and stay connected

• Families are updated on company performance throughout the year through monthly newsletters

• U-Maps for office, trades divisions and field personnel to connect each employee with company goals and long term planning

• Our goals are communicated openly with industry partners and clients

• Open communication with leadership team • Executive committee connects with employees personally and professionally • Maintained diversity in the HR team by including both members of the field and office

• Meeting corporate goals increases the bonus pool and community initiatives investment • Executive team meets with upper management from our Trade Contractor Partners to discuss company performance and trends in the industry

• Field Leadership Team (FLT) and Office Leadership Team (OLT) committees formed • Emphasis on our mission statement and core values • Corporate transparency – openness from corporate leadership with regard to financials, upcoming work and corporate goals.

• Annual business plan shared with all employees • Quarterly planning meetings for goal setting and “check-ins” on annual goals • Employees are included in the development and execution of the corporate strategic plan

This initiative is an approach to long-term success through driving quality decision making in all areas of the business. Through this effort, all members of the organization participate in improving processes, finished work product, service offerings and the culture in which they work. The steering committee for this initiative have created a platform where any employee can share an idea for improvement with everybody else in the organization by taking a video on their smartphone.

SIEVE ANALYSIS High performing employees long for information on what it takes to advance within the organization. E&V created the Sieve Analysis in 2017 to help employees on their career journey. Each layer of the sieve is symbolic of a tighter screen and an individual flowing through the organization. The sieve matrix visually helps people to understand what it takes to get into the door and flow through the organization into different positions. Employees can see where they fall within 8 different categories and see the progression of what needs to be done to move up in the company. Each category gives real examples of what steps can be taken to further their careers.

SIEVE ANALYSIS

& CONSTRUCTION PROFESSIONALS

OTHERS

BASIC

Right Brain Version SKILLED

TEAM

ORG.

BASIC QUALITIES TO BE AN E&V EMPLOYEE

TECHNICAL / HIGHLY SKILLED

EFFECTIVE TEAM LEADER

ORGANIZATIONAL LEADER

• Competition would consider “overqualified” for their position $

• Educational moonlighter

• “Yoda” • Leads individual teams to self-discover, learn and grow

• Insatiable appetite for learning • Looked up to as a “Sage”

COMMUNITY

• History of engagement in their community • “Spirit of Giving”

• Supports issues outside of themselves in their community

• “Norma Rae” • Engages a group of people for a cause and rallies around them

• Fills “the Chair” on non-profit boards

BRAND / TRAITS

• Hungry (willing to learn) • Humble yet confident • Willing to put 100 lbs in their 50 lb bag

• Middle of a Tug-Of-War between peers • Bleeds blue

• Respected & admired • Takes responsibility; more blame and less praise than they deserve

• Enthusiasm unknown to mankind

RELATIONSHIPS

• Others would enjoy spending time with this person outside of work

• Respected by peers for intellectual aptitude • AAA mindset – willing to help and protect others 24/7

• Has raving fans • Captains the boat, but will also pick up an oar and row

• Demands excellence from themselves before others • Others feel important around them • Entrepreneurial spark plug

• They know what they don’t know and share it honestly

• Identifies problems invisible to others • Evolving exponentially

• Excellent relationship • High emotional quotient manager; aware of own • Master of social and self-awareness emotions and others and acts • Picks up own and others current accordingly emotions and acts accordingly • Above average emotional quotient

• No blinders • Doesn’t, “cut the end off the ham” • More 1099 than W2

• Reads surface of crystal ball • Able to navigate in the fog

• Envisions the completed maze before the journey begins

• E&V Kool-aid research & development

• Takes out the trash with a smile

• “1950’s” Blue Ribbon Recipient • Balances the checkbook • Not a bobblehead

• Volunteers to lead corporate change • Creates new UEV opportunities • Right brain enabled

• Isn’t satisfied with an “A” • Right brain justified

• “Fortifies” us

• Engaged and promotes E&V • Functions well from “boots on the ground” to “10k ft.”

• Connects todays challenges with tomorrows goals (20k ft. view)

• “On” 24/7, yet well balanced

EDUCATION

SKILLS

PERSPECTIVE

PERFORMANCE / DECISION MAKING

MISC. / OTHER

COMPANY CREED At a 2016 strategic plan update meeting with about 15 leaders of Elzinga & Volkers, our CEO shared an experience at a restaurant that prompted us to write a company creed to express our employee’s feelings for E&V. Our CEO couldn’t force the words employee’s used to express themselves and their experiences at E&V, but as everyone took a look at the different worksheets blended together, they couldn’t help realize that what developed was a strong testament to what Elzinga & Volkers stands for.

In 2017, we recorded a video around the creed, to share this powerful statement with our community. Employees were asked what parts of the written creed they relate to the most. Each gave their own stories on how it affects them.

This video has since been shared on our employee portal, EVinsite, our redesigned public-facing website, our social media platforms, with our business partners and throughout our community.

& Visit elzinga-volkers.com/about-us/ to view the final video.

& CONSTRUCTION PROFESSIONALS