2017 B&B Supplemental Information

101 Best & Brightest Companies to Work For 2017 Supplemental Information 10th Year Submittal - 7 Elite Awards

Contents Compensation, Benefits & Employee Solutions Employee Enrichment, Engagement & Retention Employee Education & Development Recruitment, Selection & Orientation Employee Achievement & Recognition Communication & Shared Vision Diversity & Inclusion

Work-Life Balance Community Initiatives Strategic Company Performance Additional Information

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COMPENSATION, BENEFITS & AND EMPLOYEE SOLUTIONS PROFES

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INSIDE OUR WALLS

How we continually impact our employees...

»» Employee Assistance Program (started in June 2016) »» Performance based pay adjustments

OUTSIDE OUR WALLS

How we extend impact beyond our employees...

Alive 365 Safety Symposium and free safety training programs for West Michigan trade partners

»» 401K match

Client appreciation lunches and treats

»» Profit sharing bonus

West Michigan trade partner appreciation breakfast

»» Specialized Christmas gifts and bonuses »» Special outings to reward employees and encourage team building, which get better and bigger each year

Speaking engagements to spread the message of employeecentric culture

»» Special holiday celebrations »» Hand-written notes from the CEO to employees and their spouses »» Encourage healthy living through discounts and motivation, such as wellness competitions »» Outstanding health care coverage to employees and families »» New employee referral bonuses »» Hardship funds

Trade partner breakfast

Client Appreciation lunch

»» Leadership teams and coaching »» E&V Youniversity training opportunities

Annual Alive 365 Safety Symposium and Free safety training and certification for our West Michigan trade partners Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Please describe any innovative solutions your organization offers with regard to compensation and benefits.

At Elzinga & Volkers, we constantly explore new ways to reward our employees for their hard work and commitment while keeping costs and pay scale competitive with the market.

Getting Outside 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 2016 included: »» Over 45 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 Outing 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. Activities included each attendee making a fleece blanket to be donated to a local non-profit, a canvas collage, great food and conversation. »» A total of 27 employees, loved ones and friends participated in the Grand Rapids Mud Run competition.

Family Fun at Michigan’s Adventure

»» Our summer office meeting was held at Grand Rapids Treetop Adventure Park where employee’s had lunch together and were challenged to use strategic and creative thinking, balance, strength and patience to make their way through a treetops obstacle course consisting of climbing and zip lines.

Grand Rapids Mud Run

E&V employees celebrating 3,500 days with no lost time due to injury Summer office meeting at Treetops Adventure Park Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

SPOTLIGHT WHAT HAS DEFINED E&V OVER THE PAST 10 YEARS?

Employee Care Initiative

The Compensation, Benefits and Employee Solutions committee, along with the Executive Team, continuously go above and beyond to find the most beneficial employee care solutions to offer to employees and their families.

Personalized Gifts of Appreciation

We were blessed again this year with strong business growth and financial strength that has allowed us to share the rewards with those who work so hard every day. This year we were able to offer the following: »» Supported employees who generously gifted a total of 77 vacation days, equivalent of over $12,000.00, to an employee who needed extended time off to care for a child fighting cancer. »» Cash bonuses including monthly rewards given to individuals for their safety 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.

It’s a priority for us to welcome new family members

»» 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 specially 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 are also excited to have celebrated major employee achievements, such as the completion of a Master Degree. In addition to tuition reimbursement, employees were recognized with a paid day off and special gift after their graduation. »» Estate planning assistance for employee’s.

New Employee Assistance Program

This year E&V added an Employee Assistance Program (EAP) benefit that is free to employees and family members.

EAP offers valuable, professional resources to help employees and family members with a variety of personal, family and work related issues.

Support employees

Outstanding Healthcare Coverage

We are very proud of our track record of keeping premium increase low and employee benefits high. We are happy to report that the 2016 renewal resulted in a very minimal increase in premium to employee. 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% are given to non-tobacco 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. In addition, E&V was pleased to announce that the 2017 healthcare renewal would continue to include spousal coverage, which is a great relief to many employees.

We also 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.

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Incentives:

»» A 20% increase in pay is given as an incentive to employees who work out of town to help alleviate the burden on the family. In 2016 bonuses amounted to $25,250.

»» Employees can earn a referral bonus for referring new employees who are on the job for three months and prove to be great employees. Referral bonuses in 2016 totaled $1,400 for referring 7 new employees.

Employee Events from 2016 included: Employee Christmas party

»» Each office employee has a “U-Map,” which are used for goal making and benchmarking success. This year U-Maps were improved and updated to include information about families, Key Performance Indicators, and date of hire in addition to other updates. Since U-Maps have proven to be a great tool to nurture employee success, this year U-Maps were developed for all of our field employees. »» 33 employees participated in the 2016 Wellness Program. This year was a 4 month Biggest Loser Challenge where employees were randomly placed into six teams who set individual weight loss goals and competed for cash prizes. Each month, three individuals had an opportunity to win a cash prize for being the biggest loser of the month. The grand prize was awarded to the top two teams who lost the most weight at the “final weigh-in.” In addition, each individual was awarded a cash prize where the value was dependent on how much weight they lost overall. »» Chili cook-off and tailgate with prizes during the Michigan/Michigan State game.

Chili cook-off and Michigan/MSU tailgate

»» Company-wide Stakeholders meeting, set up like a high-end convention, with team building opportunities and a report from our Executive Committee, field leadership, division leaders and department managers regarding the past, present and future business plans. »» An outstanding Christmas party that had more than $10,000 in prizes, food, mini dessert display, music, improv group, couple picture of every employee, ornament for each family, Every employee received a gift to take home. This years party was located at new venue to keep the experience fresh and new. In addition, E&V 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. »» Every women in the office was given the opportunity to attend a women’s self-defense class free of charge.

Annual Stakeholders meeting

»» E&V invited employees and families to participate in attempting to break the Guinness World Record for the longest ice cream sundae ever consumed. E&V rented a luxury bus to shuttle everyone to the event, which took place at the House of Flavors in Ludington, Michigan. We recently learned that did help set the world record!! »» Held a photo contest over a three month time frame and challenged employees to use their cell phone to take their best picture to show off the latest progress at a job site, trade contractors, or any E&V event. Cash prizes were awarded each month for the best submissions. »» Our presidents 50th birthday celebration

Women’s self-defense training Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

In addition to our many annual events, our plans for 2017 include: »» Continuing our wellness program with cash prizes

»» A company wide stakeholders meeting, set up like a high-end convention with a team building opportunity open to all employees. »» Reimbursement for Financial Peace University and assistance with personal financial and estate planning. »» Dependant Care Savings Program »» All-state accident insurance and offered to all employees »» Live stream and record monthly safety and update meetings so the information can be shared with employees who could not attend or those working out of town or state.

Employees and families participating in the Guinness World Record ice cream challenge

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

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INSIDE OUR WALLS

How we continually impact our employees...

»» Continually improving our employee on-boarding process »» Employee advancement and performance bonuses »» Office management meeting »» Business expansion »» Office improvements »» Business Planning Retreat »» Annual Stakeholders meeting »» Monthly employee newsletter »» “Savoring Our Successes” meeting »» Monthly safety and update meeting »» Nationally recognized safety program

OUTSIDE OUR WALLS

How we extend impact beyond our employees...

»» Breakfast roundtable discussions with non-E&V tradespeople throughout the year »» Annual trade contractor appreciation breakfast »» 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

»» Employee Christmas party »» Leadership Open door policy »» Management Golf outing »» Annual office and FM retreats »» Christmas bonus program »» Chili cook-off with Michigan/MSU tailgate

Office management meeting

Alive 365 Safety Symposium

»» Education reimbursement »» Leadership breakfasts with Field team »» Extend health insurance to employees spouse and family »» Grand Rapids Warrior Dash or Mud Run Office and Field Management annual golf outing Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Please provide additional details regarding your organization’s initiatives to build a more engaged workforce and how your company demonstrates employee enrichment by treating them as a whole person (not just within their job functions).

A work/life “balance” implies that an employee is either engaged in work or family at any time, but with technology and the demands of a 24/7 business, we believe in a work/life blend. Our leadership team wants to be deeply engaged with employees so that we can help manage the stress and celebrate the joy that each individual employee has throughout the day, week and years.

Employee “Mapping”

January 2015 marked the rollout of our employee mapping program. The one page “U-Map” is completed by each employee and includes information about their top responsibilities, training needs, desires, mentors, mentees, and most importantly, personal and professional goals. We “map” 1, 3 and 5 year goals for each employee in three categories: Personal, Family and Career. Career goals are fairly typical, but in effort to gain a deeper understanding of an employee, we ask employees to list their family and personal desires, which gives leadership a better opportunity to support individuals. For example, if an individual’s 3 year goal is to lose 30 pounds, we can support them with flexible hours to accommodate a visit to the gym or a targeting fitness or wellness program. Without the employee mapping, the company may never know that these desires existing in their employees.

In 2016, we have further improved this program to include information about families, Key Performance Indicators, and date of hire in addition to other updates. Since U-Maps have proven to be a great tool to nurture employee success, U-Maps have been developed for all of our field employees.

On-going improvements to employee U-Maps

Bridging the Gap Between the Office and Field

Our President and Vice President of Operations have regular 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 to 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.

2106 Grand Rapids Mud Run

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Open Door Policy

It is no mistake that our executive leadership team’s offices are situated in the middle of the first floor of our offices. The E&V leadership team is extremely accessible, taking the open door policy to the next level. If a carpenter or field employee has a question, they can take it directly to one of the executives with no hesitation. This example is only one of many ways that E&V has been able to break down the roles and hierarchy of traditional companies. We have an inverted organizational chart and firmly believe the CEO is here to support the management staff, and the management to support the field operations. It’s all about the people who most often touch our clients directly – our tradespeople. Communication flows in all directions through the company - not just from the top down.

SPOTLIGHT WHAT HAS DEFINED E&V OVER THE PAST 10 YEARS?

Going Above and Beyond: New Employee Onboarding Process When we hire a new employee, we work hard to engage them before they even begin their job. Our employee on-boarding process goes above and beyond the standard, provides a warm welcome, and helps the employee feel like part of the team right from the start. Our onboarding system has always consisted of the following: »» A welcoming email is sent before they start their new job »» An office completely set-up with everything needed to be productive: a computer, supplies, decorations, flower arrangements for the ladies, list of phone numbers, an up-to-date employee directory that includes pictures of everyone in the company, and more. »» Office buddy system

New employee office is completely set up with everything needed to be productive!

»» A gift bag with E&V logoed clothing and accessories »» Access to all software programs and network connections. »» Welcome breakfast to meet the rest of the office staff »» Personalized new employee welcome email sent out company-wide that shows their picture and lists their new position and a few personal fun facts. »» Lunch out with the executive team and their office buddy on their first day »» Introduction at our monthly Safety and Update Meeting so they can be recognized company-wide »» New employee orientation for office and field employees where they 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.

“Blueprint for Success”

In 2016, we improved our onboarding process by developing a guide called, “Blueprint for Success." The program enhances the onboarding experience by encouraging interaction with employees in many different areas of the organization, not just their assigned department. This new process allows the new hire to meet one-on-one with the majority of the office staff so everyone can get to know each other a little better.

New hire announcements are another way that we welcome all new employee’s Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

2016 Office Leadership Summit: 20/20 Painted Picture

New in 20 16 SUPER CO OL!

In 2016, the Executive Committee (EC) hosted an Office Leadership Summit with the theme: 20/20 Painted Picture.

This is a retreat that allows everyone to have input as the EC analyzes the future of the company.

Monthly Safety and Update Meeting

Safety First

Once a month, our entire company gets together for our “Safety and Update” meeting.

The goal of these meetings is to communicate important items to employees, such as projects we are pursuing, new work that has been recently awarded, employee updates and construction techniques that will keep everyone safer in the field. In 2015 we began bringing in industry experts to discuss important safety issues to keep all of our employees informed. We want all employees to be heavily engaged in all aspects of our business!

These meetings have been very successful because they bring all areas of our company together to create a team feel and keep everyone in the loop. We work diligently to break the blue/white collar perception; every worker is significant in our organization!

Another place that our employee engagement shows its strength is in our regionally recognized safety program. For the policies and procedures of this safety program to be effective, our employees must truly care about each other and the well-being of their fellow workers. Our industry record-setting safety tally of over 3,000+ days (and counting) without any lost-time injuries also illustrates a strong commitment to making our environment a safe place to work.

Lunch for Our Trade Partners Nationwide!

We were honored to win the 2016-2017 Michigan Contractor of the Year (MCOY) award presented by the American Subcontractor’s Association of Michigan (ASAM). It is the industries most coveted award since trade contractors nominate candidates. As a way to show thanks, we bought lunch for all of our trade partners nationwide throughout the course of one week. Field Managers were excited to help coordinate the lunches and extend our gratitude and appreciation.

Lunch for our trade partners to celebrate our MCOY award

The summit was held away from the office in a relaxed setting over a period of 3 days. Office employees were broken down into 7 groups. Each group experienced a team building activity, a detailed overview of the business plan, an opportunity to provide input to the business plan, and lunch or dinner.

They

Discussing the three year business

2017 Office Management Meeting

This meeting was a follow-up to the 2016 Office Leadership Summit, 2020 Painted Picture. The EC compiled all of the ideas from the Leadership Summit and presented a finalized 3 year plan to the office staff and field leadership team. Each employee received sunglasses to symbolize a bright future over the next three years.

Employees show off their new sunglasses that symbolize a bright future over the next three years

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Safety Milestone Celebrations

We recently celebrated 3,500 days without a lost time injury on December 14, 2016. Following our Safety Meeting, employee’s were treated to a very nice dinner, dessert, and a gift bag that included a commemorative coin, special logo apparel and new hard hat stickers.

On May 14, 2017, we are hoping to reach 10 years of no lost time injuries. This is a huge company and industry safety milestone, which could not be achieved without the dedication of our employees. We pray no one gets injured, but we are planning a big company celebration no matter what.

Employee party to celebrate 3,500 days

Office Expansion Continues

Office renovations began in 2012 and have continued at a steady pace. In 2015 we fully renovated a beautiful new meeting room, two private offices, made parking lot improvements that included a snow-melt system, and created a large E&V history wall that captures 70 years of rich history to share with employees, families, clients and visitors. Due to our growth, in 2016 we fully renovated space for 11 offices, a meeting room, a dedicated quiet room for nursing moms, expanded storage area, a print room, and a kitchenette. This significant investment in the space our employees utilize on a daily basis encourages a sense of commitment to the company and allows for bonding over exciting, positive change to occur during employee gatherings.

New office meeting space

In 2017 we plan to renovate the employee break room and EV Group offices with new appliances, cabinets and a warm, friendly multi-purpose gathering area that promotes camaraderie and a space to make our guests feel welcome. The space will also become the central hub for all company activities including our “Savoring the Successes� celebration.

Dedicated Space for New Moms E&V recognized that new moms need dedicated, private space to help make the transition back to work much easier.

During the 2016 office renovation, the space was included in the floor plan.

The space includes a door that locks, a comfortable chair, an electric outlet, a refrigerator, and hand sanitizer. This room will continue to improve as needs are identified.

12 new office spaces

New mom's quiet room

New print room

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Our plans for 2017 include:

»» Further developing Key Performance Indicators for each employee and department, which will help employees with growth to the next level. »» Provide video conferencing to out-of-town employees so they can participate at Field Management meeting and Safety Meetings to keep our E&V family connected. »» Continue to improve and expand our safety program nationally. »» Continue to improve our new employee onboarding process, “Blueprint for Success.” »» Safety milestone celebrations - celebrating 10 years of no lost time in May, 2017 »» Office Management Meeting, “20/20 Painted Picture” took place on January 4, 2017 »» Annual Stakeholders Conference designed to inform and connect employee’s to the entire company to be held on January 26, 2017 »» Trade contractor breakfast to be held on February 24, 2017 »» Alive 365 Safety Symposium and Safety Training/Certification program to be held during the week of March 13-17, 2017. »» Client appreciation lunch in Summer, 2017 »» All of the employee and family related outings, which are evaluated for change and improvement each year. »» Extending health insurance to employees spouses and families and not enacting the spousal provision. »» Christmas bonuses »» Weekly “Savoring Our Successes”gathering where we celebrate personal and business news and share a continental breakfast »» Monthly safety meeting that includes a spotlight safety topic presented by an expert »» Enhancements to the employee lounge and kitchen area and EV Group offices

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

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EMPLOYEE EDUCATION & AND DEVELOPMENT

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INSIDE OUR WALLS

How we continually impact our employees...

»» Continuous training tailored for individuals »» Attending and presenting at conferences »» Participating in professional organizations »» Investing in targeted skill and safety training »» Mentoring programs »» Leadership development programs »» Field leadership team mentoring for field staff »» Multiple in-house training through E&V University »» Technology training for the office and field »» Educational reimbursement program »» 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

OUTSIDE OUR WALLS

How we extend impact beyond our employees...

»» Executive members host regular Round Table meetings with our contractors to discuss struggles, trends, and innovations in the construction market. »» Our third party safety consultant educates field personnel on the various hazards and ways to manage risk as well as the latest OSHA standards. »» Our educational initiatives make our company a sought after expert in the construction industry. »» Presenting at conferences allows us to share our knowledge to educate and inform those 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. »» Our paperless initiatives impacts our environment. »» The newly revised Safety Manual and Quality Standards Manual educates and informs our trade partners.

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Please provide additional detail regarding your organization's educational and developent initiatives.

On the whole, E&V fosters an environment that promotes, supports, and encourages employees to be open to higher education and opportunities to expand their skills.

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 educational and development initiatives toward finding ways to increase our skill sets to make our clients’ industries 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.

Since two other team members successfully completed the Innovative Management Certificate Program through the New North Center in Holland, MI, we decided to send our new Experience Manager, Morgan Weaver, through the same program, which is the equivalent to investing in a Master Degree. Morgan earned her certificate in July, 2016.

These educational initiatives make our company a sought after expert in our field. We would have only a small fraction of our success if we didn’t invest in these extensive, continued trainings.

Brett Lesiewicz earned his MBA

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 attends multiple training/educational sessions hosted by the Young President’s Organization (YPO) each year. »» Operations staff attended leadership training through Associated Builders and Contractors of West MI. »» CORE Construction Skills, Carpentry 1 and Carpentry II program through the Associated Builders and Contractors of West Michigan and Grand Rapids Community College »» Multiple in-house training sessions through our “EV YOU-niversity” program

Morgan Weaver completed the Innovative Management Certificate Program through New North Center in Holland, MI

Conferences

We attended a variety of conferences in 2016. For example, Leading Age of Michigan and Leading Age National are targeted conferrences specifically geared toward learning about the senior living industry and the unique challenges to their facilities. Last year, we were invited to present information on our knowledge as experts in the field and how our journey developing our successful employee-centric culture.

Alive 365 Safety Symposium and Safety Training/ Certification program

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

SPOTLIGHT WHAT HAS DEFINED E&V OVER THE PAST 10 YEARS?

Everyone's Opinion Matters Any employee, no matter what level of the company, is encouraged to make suggestions for improvement. Some of our best ideas have come from internal feedback, including our Alive 365 program, the "Blue Print for Success" onboarding program, and the "Hall Pass" program.

Targeted Skill and Safety Training

»» Elzinga & Volkers will reimburse college level programs in order for employees to obtain their A.S., B.A. and graduate degrees in related fields. »» One employee became an active member of Leadership Holland and Leadership West Michigan. »» Elzinga & Volkers will reimburse for specific computer training 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, firestopping installation and first aid/CPR.

Hard hat training that took place duing one of our monthly Safety and Update meetings to demonstrate the importance of wearing a hard hat.

»» Several carpenters attended and graduated from Construction Workforce Development Alliance (CWDA) ABC skilled trades where they updated their job certifications, skills, and receive their 10 hour MIOSHA certification through Grand Rapids Community College.

New for 2016 »» Safety Committee established »» Procore Project Management Software and the Use of Paperless Systems »» Established New Project Management Onboarding System »» Cyber security training program for office personnel to learn how to detect and prevent hackers from accessing E&V email and network. »» Completely Revised Safety Manual »» Sent two of our employee's to the Healthcare Construction Certification program throgh the American Society of Healthcare Engineering (ASHE) »» Trained staff on new estimating software and techniques »» Sent one employee for a Flatwork Finisher Certification through American Concrete Institute, West Michigan Chapter.

Dedicated Third Party Safety Consultant

Recognizing that OSHA Safety Standards are and the requirements are changing and increasing, we hired a third party consultant.

TKCC will increase the hours she is able to dedicate to 20 -25 hours per week to Elzinga & Volkers to perform local site inspections, attend Kick Off Meetings to explain safety expectations, keep E&V current and informed on regulations and recommend new polices to stay compliance.

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Internal Education

»» At our monthly, company-wide “Safety & Update” meeting, we invite guest speakers to present on a range of pertinent topics including managing investments, health insurance, safety, and healthy lifestyle choices. »» During regular Field Management meeting, an industry expert informs and educates on a specific topic related to the current trends that directly affect those working in the field.

Completely Revised Safety Manual

In 2016, we completely revised our safety manual to educate all personnel on current industry safety standards.

»» Every new employee hired in both the office and the field gets assigned an E&V buddy. This one-on-one peer training fast tracks knowledge and skills transfer. »» E&V supports a formal mentoring program for employees to grow and develop within the company. This mentoring effort has contributed to a high retention rate, exceptional employee longevity, and a successful transfer of knowledge and wisdom. »» E&V YOU-niversity classes held every other month covering various topics such as trim installation, concrete finishing, door hardware installation, plans and specs, D.O.T. training, best practices, computer training skills for field personnel and more. Upcoming 2017 classes included Metal Stud Framing, Altro Wall Protection, and Healthcare Construction. »» Monthly healthcare team meetings are held to train and share techniques for complex construction projects in these industries. Members of these teams then train staff on the jobsite, passing along valuable “best practices” to all staff on the sites. »» Executive team members participate in executive coaching sessions to improve leadership and management skills. »» Pertinent topics in risk management are discussed at field manager meetings with the aid of the E&V Quality Standard Manual (a working document distributed to field staff for reference of construction best practices). Our QSM will continue to be updated regularly.

Completely revised Safety Manual

Quality Standards Manual

In 2016, we developed a Quality Standards manual to set guidelines for trade contractors regarding Elzinga & Volkers quality expectations.

»» Executive members hold regular Trade Contractor round table meetings with a group of leading trade contractors in the area to discuss struggles, trends, innovations, and the general market. »» Consultants are hired to tour the jobsites and identify potential safety issues.

The consultants educate those in the field on the various hazards and ways to manage the risk. »» New technologies that may be helpful to the project management staff are shared and discussed. Training session for any new program are provided at the following meeting as needed.

Quality Standards Manual

Our plans for 2017 include:

»» More trade development - Foreman level mentoring and skilled trades »» Develop a "Blueprint for Success" program for all positions

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

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INSIDE OUR WALLS

How we continually impact our employees...

»» Employee referral program »» Find new employees by referral, networking and word-ofmouth, internal job postings, college job boards and recruiting services »» Incentives for employees who work out of town »» New employee orientation with President and VP of Operations

OUTSIDE OUR WALLS

How we extend impact beyond our employees...

»» "Gift" or "Blueprint for Success" model for our employee onboarding process to other businesses. »» Support local programs to encourage young people to pursue careers in construction. »» Welcoming not only the employee, but the employee's family to the Elzinga & Volkers team

»» New employee onboarding program »» Unmistakably E&V onboarding experience »» Office buddy system for new hires »» Face time with Human Resources to review benefits and new hire paperwork Proud to support two new trade trainees of Taking Root Ministry

Extending a warm welcome to employee's families during our Tulip Time Open House Luncheon Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Please provide additional detail regarding your organization's recruitment, selection and orientation practices.

We believe E&V recruitment, selection, and orientation process is evidence of our standing as an employer of choice and a 101 Best and Brightest organization.

Recruitment Process

Employee Referrals. We strongly believe that 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. Any person with the talent to perform a job in our organization, and has the will to thrive in our culture, is welcomed into the family.

Networking and Word of Mouth. E&V uses 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.

Referral Bonus Program

Employees can earn a referral bonus for referring new employees who are on the job for three months and prove to be great employees.

Referral bonuses in 2016 totaled $1,400 for referring 7 new employees.

Internal job postings. This year, we continued our focus on posting job opportunities within the company. These postings are updated monthly and offer employees the chance to apply for different positions within the company or recommend a friend before we start advertising publicly to fill positions. These internal job postings have become an effective resource in recruiting new employees.

College Job Boards. In an effort to recruit up-andcoming 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.

Recruiting Services. E&V does not use recruiting services often, but keeps them on hand as a tool if needed. In 2016, we spent very little money on job ads– almost all of our recruits were found by referral, word-of-mouth, or internal recruiting.

Incentive

A 20% increase in pa y is given as an incent ive to employees who work out of town to help allevia te the burden on the family .

In 2016 bonuses amou nted to $25,250.

Our monthly employee newsletter is another resource to advertise job openings internally

New in 2016

Increasing internal exposure to job postings. We are continually looking for ways to fill open positions by referral, so moving forward we will be posting internal jobs in our monthly employee newsletter and on our Facebook page. In 2017, we are completely revamping our website and plan to make our career page more visible and user-friendly.

Implemented a new onboarding. In 2016, we improved our onboarding process by developing a guide called, “Blueprint for Success." There are guides customized for new Project Managers, office team members, and field personnel. The program enhances the onboarding experience by encouraging interaction with employees in many different areas of the organization, not just their assigned department. This new process allows the new hire to meet one-on-one with the majority of the office staff so everyone can get to know each other a little better.

Blueprint for Success Onboarding Guide

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

SPOTLIGHT WHAT HAS DEFINED E&V OVER THE PAST 10 YEARS?

Unmistakably E&V Experience Our goal is to exceed expectations and provide an Unmistably E&V experience, not only for the new hire onboarding process, but also to candidates working their way through our hiring process. We are recruiting and selecting candidates of the utmost character and integrity, and we orient them with a process that not only retains, but impresses them.

New Hire Orientation and Onboarding Program

When we hire a new employee, we work hard to engage them before they even begin their job. Our employee orientation and on-boarding process goes above and beyond the standard, provides a warm welcome, and helps the employee feel like part of the team right from the start. Our onboarding and orientation system consists of the following: » » A welcoming email is sent before they start their new job » » An office completely set-up with everything needed to be productive: a computer, supplies, decorations, flower arrangements for the ladies, list of phone numbers, an up-to-date employee directory that includes pictures of everyone in the company, and more. » » Assigned office "buddy" who helps new employees make friends and quickly adapt to our culture » » A gift bag with E&V logoed clothing, accessories, and a hard hat » » Access to all software programs and network connections. » » Welcome breakfast » » Personalized new employee welcome email sent out company-wide that shows their picture and lists their new position and a few personal fun facts. » » Lunch out with the executive team and their office buddy on their first day » » Introduction at our monthly Safety and Update Meeting so they can be recognized company-wide »» Face time with Human Resources to review benefits and new hire paperwork » » A "Blueprint for Success"orientation and onboarding binder, which encourages interaction with employees in many different areas of the organization, not just the assigned department. This new process allows the new hire to meet one-on-one with the majority of the office staff so everyone can get to know each other a little better and they become oriented with each department in the office » » A new employee orientation for office and field employees where they meet with the President/CEO and Vice President of Operations 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.

Our Plans for 2017 include:

» » Continue to improve communication of open positions utilizing our monthly employee newsletter and adding information during our company-wide safety meeting. » » Committed to immediate follow-up to employee referrals » » Actively recruit from local trade programs through the intermediate school district » » Actively recruit for our new office in Coldwater, Michigan » » Rollout our "Sieve Analysis" program, which will help guide each employee as they seek advancement in the organization » » Strengthen our commitment to hire character first to ensure the sustainability of our culture

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

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INSIDE OUR WALLS

How we continually impact our employees...

»» »» »» »» »» »» »» »» »» »» »» »» »»

Cash bonuses Personalized notes and gifts of appreciation from the CEO Recognition and rewards for small successes One-on-one recognition Peer-to-peer recognition programs Special recognition for completing higher education, training and certifications Milestone celebrations for birthdays and anniversaries Recognition for job promotions "Savoring our Successes" Service awards with gifts Good job letters Special recognition for promotions, completing higher education, training and certifications Employee growth plans and goal setting through employee U-Map program

OUTSIDE OUR WALLS

How we extend impact beyond our employees...

»» Unmistakably E&V experiences for employee spouses and families »» Recognition of business partners and trade contractors for their achievements »» Alive 365 program tracks and rewards trade contractors for safety milestones

Gold coins are given to those trade contractors who achieve 365 days with no lost time injuries since the last Safety Symposium. Silver coins are given to companies who participated in the Safety Symposium and are striving to reach 365 days.

Milestone celebrations Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

What creative methods does your organization employ to recognize employee achievement?

E&V believes that small, ongoing forms of recognition engage employees and keep energy and morale high, especially in stressful, difficult situations.

Personalized Gifts

At Elzinga & Volkers, 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 2016 include: »» Customized wedding and baby gifts from the happy couples’ registries »» A surprise paid day off at the spa and dinner with their spouse »» Travel and time off for an employee to visit a loved one »» A shotgun for an avid hunter/outdoorsman »» Tickets to sporting events 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 wrote hand-written 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.

We make it a point to recognize employees on their work-anniversary date with a breakfast and/or lunch. On larger milestone anniversaries, employees receive an additional monetary gift. On milestone birthdays, we will recognize employees on the jobsite or at the office with a breakfast and/or lunch, gifts and even decorating their office.

Our management team is trained to recognize and reward small successes by our staff, which could include the achievement of a schedule milestone, a good job reference from a client or the resolution of a difficult problem or project. We not only publicize “good job letters” from owners and clients but also post internal letters of recognition from one employee to the other, which creates a common respect. Management also has the flexibility and authority to direct small gifts and rewards to outstanding personnel.

"Savoring Our Successes" Celebration

In response to all the negativity in the media and the world around us, Elzinga & Volkers decided to make a conscious decision to focus on the positive. Starting in 2011, we created a special time every week that is set aside for “Savoring our Successes.” Every Friday at 9:00am, employees come together to share successes from the week. We have a large celebration board where employees can tack photos or awards of personal achievements or professional accomplishments. We socialize together and encourage and congratulate one another. It has proven to be a great morale booster for our team, and everyone looks forward to Friday mornings even more now.

Savoring Our Successes Board

Onesies for our newest E&V Family Members

Follow-up to "Savoring Our Successes" Meeting

We want to be sure we share our weekly personal and business successes, and our unmistakably E&V Experiences with employees who are unable to attend, so meeting information is summarized into a fun, easy to read flyer sent via email to all employee's.

New in 2016. We improved our "Savoring Our Successes" celebration by adding a new topic for sharing: unmistakably E&V Experiences. E&V challenges employees to think outside the box and come up with thoughtful, over-the-top experiences for deserving clients, trade partners, employee's, and others engaged with E&V. Sharing these experiences reinforces our Unmistakable E&V program and inspires employees to come up with unique ideas.

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

SPOTLIGHT WHAT HAS DEFINED E&V OVER THE PAST 10 YEARS?

Savoring Our Successes Stopping periodically to celebrate our corporate and personal successes has had a tremendous impact on our culture. While we still face challenges in our business, our teams maintain a positive, success driven attitude.

Year-End Bonus

We are happy to report that over 20% of 2016 earnings were shared with employees in the form of end of year-end bonuses. The company is entering the fiscal year 17 with a great backlog of work and we anticipate continuing to reward our employees for their hard work.

Good Job Letters

Many of our employees receive a good job reference from a client for the resolution of a difficult problem or project. We not only publicize “good job letters" at our monthly Safety and Update Meeting, but also post internal letters of recognition from one employee to the other, which creates a common respect and lets employees know their hard work and extra effort did not go unnoticed.

Promotions, Training, Certifications

Special Safety Milestone Celebration and Gift

On December 14, 2016, we achieved a record safety milestone: 3,500 days without lost time due to injury. This could only be achieved with the hard work and dedication of every E&V employee. In appreciation, all employees were given a special gift of very nice E&V logoed clothing and a commemorative coin. In addition, the celebration included a great dinner, dessert, music and socializing.

E&V does a great job assisting employees to expand into new opportunities for growth and development. Each time an employee is promoted or has completed special training or certification, their accomplishment is recognized. Depending on the accomplishment, employees are recognized in one or more of these ways: employee newsletter, at the monthly Safety Meeting, Savoring Our Successes meeting, social media, and local media outlets.

New in 2016

»» Improved our "Savoring Our Successes" celebration by adding "Unmistakably E&V Experiences" as a new topic for sharing and now share the information with the entire company. Field staff submit their items to be shared.

E&V logoed Carhartt vests for all the field staff

»» A special gift of appreciation was given to each employee in celebration of our safety milestone, 3,500 days with no lot time due to injury

Our Plans for 2017 include:

» » Recognize the efforts of traveling workforce through unique gifts and compensation. Include spouses in this recognition. » » Create unique recognition program for the field staff, led by the field staff. » » Small gift for employees recognized through good job letters. » » Spin wheel at the end of each month for those who have celebrated a birthday.

Delicious celebratory dinner

The Board of Directors of Elzinga & Volkers and the EV Group promoted Grace Silva to Stakeholders meeting incorporates employee Chief Financial Officer for both companies! recognition

Commemorative

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

&COMMUNICATION

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INSIDE OUR WALLS

How we continually impact our employees...

»» Annual Stakeholder Meeting »» Active Social Media program »» U-Maps, Business Map and Divisional Maps »» Office Management Meeting »» "Painted Picture" 2020 development »» Company wide monthly safety and update meetings »» Monthly management meetings – 60% office staff attendance »» 3 on 1 reviews held more than once a year

OUTSIDE OUR WALLS

How we extend impact beyond our employees...

»» Engage employee family members in long term goal setting for their family »» Speaking engagements focused on culture building and the benefits of an employee-centric culture »» Monthly newsletter sent directly to home address to include and inform families. A copy is also email along with a link to an online version. »» Show a "Year in Review" video or slideshow presentation at the annual Christmas party

»» Monthly newsletter distributed to employees

Painted Picture 2020

A "Year in Review - E& V Style" video was shown at the 2016 employee Christmas party as a fun, new way to present year end information with a look ahead into 2017

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

What creative methods does your organization employ that senior leaders use to communicate strategy and vision to employees?

When we were first recognized as a 101 Best and Brightest organization, communication was one section where our scores were lower than our executive team would have guessed. Over the last nine years, we have strived to over-communicate with our employees whenever possible. We developed many unique communications tools, and our communication scores have steadily improved and won an elite award in 2014. We still see that our employees’ desire to know more about the company is growing stronger. This has challenged us to continually think about what we are communicating and how we are doing it.

Third Annual Stakeholder Meeting In January 2014, we organized our first annual Stakeholders’ Conference. What is a “stakeholder,” you might ask? Well, it’s anyone who works for Elzinga & Volkers has a stake in our success. This conference was designed to inform and connect our employees to the entire world of Elzinga & Volkers. During the conference, employees engaged in breakout sessions and presentations to learn more about how we operate and what’s next for our team. Each employee enjoyed dinner and received a memento to commemorate the meeting.

We improved the 2016 Stakeholder Conference by having members from the office and field leadership teams present information and updates about their specific department, which really added a higher level of interest. Employees participated in a round table discussion, enjoyed a nice dinner and received a coin memento to commemorate the meeting.

We are excited for our third annual Stakeholders Conference to be held on January 26, 2017, which will follow a similar format, but we are adding Service Awards and information about the EV Group to the agenda. Each year there will be changes in order to continuously improve communication about the world of E&V and engage employees.

Painted Picture Strategic Planning In 2013, we embarked on our three year strategic planning, which centered on creating a “painted picture” of what our organization will look like in 2017. Our previous painted picture for 2014 was successful both as a communication tool and as a measurement tool. We are happy to report that approximately 80% of our 2014 painted picture came to fruition at the start of the New Year.

The 2020 Painted Picture was developed with two main goals. First, we must connect with every level of the company on both a personal and professional level. Second, we must encourage open communication and cultivate new and radical ideas. Employee groups were led through a series of exercises that extracted ideas and initiatives that the employees felt were important to our continued success. These ideas were documented and most were incorporated into the 2020 painted picture.

The painted picture is a collective document created by all the employees and meant to clearly illustrate the organization that we hope to be in three years. The painted picture was unanimously adopted by our board of directors and is included in our 2017 Business Plan.

2016 Stakeholders meeting

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

SPOTLIGHT WHAT HAS DEFINED E&V OVER THE PAST 10 YEARS?

Painted Picture Visionary In 2017, we embarked on our third Painted Picture strategic plan. We are proud to report an over 75% achievement rate on our past two plans since 2010. We are also proud that this strategic vision is not set by leadership, but rather by a diverse cross-section of employees.

Getting Face-to-Face

There really is no substitute for face-to-face communication. From your first day at Elzinga & Volkers as a new employee, you are exposed to a variety of meetings that allow two-way communications between employees.

Weekly Project Management Meeting. Every Monday morning, the project management team kicks off the week with an hour long meeting, which includes an opportunity for each employee to share upcoming challenges for the week and solicit ideas on how to overcome problems.

Savoring Our Successes meeting recap is emailed to all employees

Weekly "Savoring Our Successes." On Fridays 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 field success 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 many other business partners. We have begun to document the successes from the meeting and email them to the entire company.

This simple email has sparked a wave of employee-to-employee communications with congratulations, support, and sharing of common experiences. All of this keeps us focused on the positive in a world that can quickly drag you into the negative.

Monthly Safety and Update Meeting. We continue to hold our monthly Safety and Update Meeting. We discuss all aspects of company operations, business development, current projects, HR, good job letters, and we bring in experts to present information on a safety topic. This mandatory meeting regularly exceeds 90% participation from our employees, which is impressive when you consider the geographic range of our project locations and where our employees live.

2-on-1 Employee Reviews. Employee reviews are also a critical part of individual growth and fulfilling our corporate goals. At least two members of the executive team hold quarterly reviews for field management and office staff. These 2-on-1 meetings are a chance to connect individual goals with those of the company.

Regular Breakfast Meetings with Field Staff. Our CEO and VP of Operations hold regular breakfast meetings with field staff in groups of 6-8. These informal conversations address company happenings and general concerns from the field level. The field employees also participate in one individual review with management each year.

The mandatory monthly Safety and Update Meetings always include a safety topic and a variety of other topics to keep all employees informed Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

2016 Newsletter Improvements Due to an increase in National projects, we want to ensure that the newsletter reaches employees and family members.

With this in mind, we began emailing a PDF and a link to an online version in 2016.

Newsletters and Social Media

Social media provides Elzinga & Volkers with a powerful communication medium with the company. We have refocused our Facebook page on internal communications rather than external marketing. This small shift has increased our Facebook activity significantly. We also believe that this shift has positively impacted external marketing as our messages are more genuine and focus on culture rather than selling a product.

We continue our efforts with our corporate newsletter “Building Together.” Rather than utilize one of the dozens of electronic formats available for newsletters, we chose to go “old school” and mail the newsletter directly to employees’ homes. We believe that this creates a physical connection to the information in the newsletter and allows our employees’ families and spouses to share in our success.

Please provide additional detail regarding your organization's communication and shared vision best practices.

Breaking Down the Communication Barriers

Accessibility has always been a cornerstone of our ability to connect and communicate with employees. It's easy for things, such as job titles and office doors to get in the way of communication between employees. Elzinga & Volkers strives 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, the company typically supports the efforts financially or with other available resources.

In 2016, we will incorporate a one page, graphically illustrated Painted Picture for 2017 to replace our lengthy, jargon-filled three year plan. Instead of written words alone, we will pair graphics so the document tells a vivid and memorable story to all those we share it with.

Our Business Plan will look similar — cut from fifty pages to five carefully designed pieces of “business art.” These documents will be accessible to all employees and will offer a more tangible idea of what our goals are as a company. In addition, we will continue to use "U-Maps," which is a personal, job-tailored map that guides each employee in their annual and long-term goals as they compare to E&V’s annual and long term business plans. They will also act as a reference and guide for the employee’s annual review, keeping both the employee and manager accountable for the goals and responsibilities listed on the map.

Supporting an EmployeeCentric Culture

We have continued to dedicate a significant portion of our overall 2016 101 Best and Brightest response to the area of communication. We feel that this is an area in which we excel and one that is so important in building a corporate culture where the employee is at the center of all decision making.

Building this employee-centric culture is the cornerstone of all our business operations.

Our plans for 2017 include:

»» Live streaming of corporate meetings

Already in 2016, we held our third company wide stakeholders conference in mid-January.

Taking cues from the formats of large conventions and public shareholders meetings, we hosted an afternoon of presentations, roundtable discussions, a team building event, and socialization with all employees of the company. We shared important themes from the business plan, looked back at 2015 and dove deeper into areas of the company, such as marketing, safety, benefits, financials and operations. 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.

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

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How we continually impact our employees...

»» Attend the Lakeshore Region Summit on Race and Inclusion

OUTSIDE OUR WALLS

How we extend impact beyond our employees...

»» Actively seek qualified minority candidates

»» Our jobsites more closely reflect the communities in which we work

»» Participate and support the Grand Rapids Minority Contractor’s Program

»» Our Management Team brings diverse perspective to professional organizations like CFMA and ABC

»» Promote from within

»» Elzinga & Volkers supports a diverse group of local charitable organizations with missions that touch all corners of the community

»» Women's retreat »» Women hold prominent positions within our management team »» Continuously expand female roles outside of the office »» Flexible schedules for new parents to support new families

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

How do your programs and policies differentiate your organization with regard to promoting diversity, inclusion, and celebrating differences?

Elzinga & Volkers welcomes diversity in our corporate family and our external business relationships. Each year our team invests in diversity in many ways.

Welcoming Diversity, Inclusion, and Celebrating Differences

We are also constantly adding minority and women-owned businesses to our group of trade partners and vendors. We are pleased to have worked with several companies this year that have helped us strengthen our diversity on the jobsite. Our continued commitment to diversity has led to the State of Michigan Department of Civil Rights Certificate of Awardability for many years. 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 also continuously looking for qualified minority candidates for employment at Elzinga & Volkers.

Grace Silva was promoted to CFO December, 2016

In 2016 we have many notable achievements in the area of diversity and multi-culturism:

Morgan Weaver earned equivalent to a Master's Degree with her Innovative Management Certificate

»» Maintaining above 25% minority employees on staff (ethnic and gender minorities included). »» Women make up 20% of the company »» Developed dedicated space for new Moms »» Grace Silva was promoted to Chief Financial Officer »» Jenna Giha was promoted to Accountant »» Maria Nykerk was chosen to sit on the Office Leadership Team »» We hired an employee through the Hope Program

Maria Nykerk was chosen to sit on the Office Leadership Team

»» Hired a third party female Safety Consultant »» Morgan Weaver completed the Innovative Management Certificate Program through New North Center in Holland, MI »» Donated a large plaque to the Unity Bridge Sculpture project celebrating diversity in Holland and attended the dedication ceremony. »» Special jobsite accommodations for Jessica Hammond during her pregnancy. »» We have an employee who is a member of the National Association of Women in Construction (NAWIC) and encourage other female employees to get involved. »» Hired a large number of veterans

Donated a large bronze plaque to the Unity Bridge Sculpture project celebrating diversity in Holland.

Diverse Safety Committee

Our safety committee consists a diverse group of people who bring unique sets of skills, education and experience. Two of the committee members are women.

Jessica Hammond was hired to work with our Interiors Self-Performed Division

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

SPOTLIGHT WHAT HAS DEFINED E&V OVER THE PAST 10 YEARS?

Promotion of Women Promoting women into management positions and leadership roles.

Dedicated Space for New Moms E&V recognized that new moms need dedicated, private space to help make the transition back to work much easier.

During the 2016 office renovation, the space was included in the floor plan.

The space includes a door that locks, a comfortable chair, an electric outlet, a refrigerator, and hand sanitizer.

Cultural emersion trip to the Czech Republic

Other Notable Ways E&V Embraces Diversity »» Cultural Emersion. Two employees participated in a cultural emersion trip to the Czech Republic to study businesses with their graduate program. »» Encourage Educational Growth and Development. Morgan Weaver was promoted to Experience Manager, a newly created position that focuses on providing unmistakably E&V experiences for our employees, families and clients. Field Personnel are given numerous opportunities for training and certifications. »» Annual Women's Retreat. All the ladies of the office are invited to attend an overnight women's retreat, which is a super fun, top secret, laugh-fest where there is a team building exercises, an activity, downtime to select an activity and meals together.

During cultural emersion trip, students visit Terezin, a concentration camp in the Czech Republic

Girl's Lunch celebrating those with a birthday in September.

»» Monthly Girls Lunches. Support Girls’ Lunches where female staff in the office who wish to participate bring in and share a meal with each other once a month.

The 2016 Women's Retreat was held at a relaxing property where the activity included making cozy fleece blankets for the children staying at Ronald McDonald House or Western Michigan. They also had a team building exercise that involved painting pictures.

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Our plans for 2017 include:

Looking forward to 2017, our Diversity and Inclusion Committee aims to be more deliberate about our recruitment of ethnically diverse employees. Utilizing local organizations, trade schools, and community groups, Elzinga & Volkers will break out of traditional patterns and cast a wider net when pursuing new team members. The company, which boasts a female board member, also plans to be more active in the National Association of Women in Construction (NAWIC).

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

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OUTSIDE OUR WALLS

How we extend impact beyond our employees...

»» Flexible work schedules

»» Hall Pass program allows family to share special moments

»» Family focused benefits

»» Flexible work hours allow families to be together more often

»» “Special” paid holidays

»» Flexibility allows our employees to impact non-profits, religious groups and community initiatives

»» "Work-free weekends"- limit the use of email over weekends »» Wireless/remote workplace technology

Employee's and family members come together to enjoy a luncheon and open house hosted by Elzinga & Volkers during Tulip Time.

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

How do your work-life balance initiatives make your organization one of the 101 Best and Brightest Companies to Work For?

In many cases, our employees spend more waking hours at work than at home. This has unfortunately become normal in our society. At Elzinga & Volkers, we believe that we can turn this unfortunate truth into a positive by truly understanding our employees and their connections outside of work and, furthermore, allowing those connections to blend into their work life.

Family Fun Day at Michigan's Adventure 2016

Employee Assistance Program

In 2016, E&V added an Employee Assistance Program (EAP) benefit that is free to employees and family members. Elzinga & Volkers wants to support employees personal life to help them perform better at work. EAP offers valuable, professional resources to help employees and family members with a variety of personal, family and work related issues.

Family and Friends

Our diverse group of employees range from young singles to empty nesters and everything in between. Whatever the situation, Elzinga & Volkers understands that it is important for our team members to spend time with their families. This belief has changed the way we do business and our vision of the future. In the day-to-day operations of the company, there are many examples of this work and home life balance: »» For employees that commute significant distances to work, we allow flex time to accommodate bad weather and child care schedules. While this is relatively easy in an office setting, it is more difficult on a construction project site. Despite the difficulty, Elzinga & Volkers allows their field staff to work overtime on any given day to make up for planned time off or an emergency absence. »» When we have workers from out of town, Elzinga & Volkers strives to schedule longer work days in exchange for a shorter work week. For example, we may work four, ten hour days and give our employees a longer weekend to spend at home. »» We also do not encourage work on Saturdays or Sundays in an effort to provide time to spend with their loved ones. In addition, team members are discouraged from "dumping" emails on others over the weekend in order to keep employees physically and mentally present at home. Elzinga & Volkers will routinely compensate salaried employees for overtime work to recognize their extra efforts.

Hall Pass

Our Hall Pass program kicked off in August 2016 and is a new employee benefit that allows all E&V employees to enjoy up to 8-hurs of free time with their child or grandchild (up to age 18) 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.

Enjoyed time with their daughter as they send her off to college.

This flexibility is a perfect example of the company’s philosophy that helping build strong families creates a strong community and company to better serve our clients.

Memorable time with children on their first day of school Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

SPOTLIGHT WHAT HAS DEFINED E&V OVER THE PAST 10 YEARS?

Extending the Elzinga & Volkers Culture to Family and Friends Elzinga & Volkers has acknowledged today’s fast paced work environment demands a lot from employees. We have taken a "Work-Life Blend" approach that has helped develop the family oriented culture within our organization. The Elzinga & Volkers family doesn’t stop with its employees, it extends out to the family, friends, and loved ones of each employee. A few examples of the work-life blend include an annual family outing at Michigan’s Adventure where the entire extended E&V family gets together for a day of fun including significate others and children, the Mud Run, Christmas party, and new "Hall Pass" program.

Growing the Business

The GR Mud Run is a fun day of family, friends, and fun!

Employee work-life balance also influences the long range planning of the organization.

During our annual corporate planning retreat, the executive team discusses numerous opportunities to grow our business over the next three years. We found many lucrative opportunities that would require our team to travel and possibly relocate. If the mission of a corporation is to make money for its shareholders, we would not have a difficult decision to make. However, our mission is slightly different. We know that we must make money to keep the lights on, but if that money can only be made by disrupting the lives and stability of our employees and their families, we will seek another route. We have turned down project opportunities this year for the sole reason of not negatively affecting the work-life balance of our employees.

When our employees voluntarily travel for a job, we compensate them with higher pay, shorter work weeks and longer breaks between out-of-town assignments since we understand how challenging this kind of work lifestyle can be.

Connecting Work and Family

More paid holidays. Elzinga & Volkers offers a host of benefits which go above and beyond industry standard and allow employees to enjoy a healthy work-life balance. One of the most popular benefits is special paid holidays. Every year, in addition to the traditional six paid holidays for all staff, our employees receive an additional paid vacation day if the holiday lands on a Tuesday or Thursday so they can have a four-day holiday weekend. Also, our employees receive a paid half-day off for Good Friday each year totaling 3.5 extra days per year. In addition, Elzinga & Volkers offers six paid sick days so employees can rest up when illness strikes. E&V spends well over $30,000 a year to fund these special holidays but we continue to believe they are crucial to maintaining a positive work-life balance.

Tulip Time Luncheon and Open House

Health insurance program - not enforcing the "spousal provision." The executive team at Elzinga & Volkers once again chooses not to enforce the “spousal provision” of our health insurance program, which would have forced spouses off of our plan if they qualified for benefits elsewhere. This decision increases the overall premium costs to the company, but protects employees from large increases in their costs. We are proud to have a deep understanding of each of our employees. This connection helps us better evaluate the consequences of any decision that leadership makes, both positive and negative.

Using Hall Pass to enjoy a day with the kids

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Getting Involved

In 2015 we rolled out our 70 Random Acts of Kindness program to celebrate 70 years in business, and encouraged employees to reach out and do kind deeds for others or non-profit organizations near and dear to their hearts. We didn't continue the 70 Random Acts of Kindness program, Elzinga & Volkers continues to encourage employee's to get involved and give back to the community through many opportunities we offer or within thier own communities. Below are just a few of the many great ways Elzinga & Volkers supported blending work and life in 2016: 77 Vacation Days. One of our employees, Tara, has a child who was diagnosed with cancer and she needed to take extended time off of work directly following her maternity leave. Not only has Elzinga & Volkers told her to focus on her family and not worry about her job, since she will always have a job with them, but they supported employees who generously gifted a total of 77 vacation days, which was equivalent to $12,153.00. Employees also brought the family home cooked meals and a gift basket that contained hand written notes from employees along with items she may need during long stays at the hospital. The baby is still fighting cancer and Elzinga & Volkers employees continue to keep her close in thoughts and prayers along with whatever they can do to support Tara and her family.

Employees generously gifted 77 vacation days, equivalent to over $12,000, to support an employee while she is on extended leave to care for her child fighting cancer.

Ronald McDonald House®. During the E&V Ladies Retreat, each person made tied fleece blankets for Ronald McDonald House® members.

Ronald McDonald House® Meal. E&V employees planned and hosted a cookout dinner with all the trimmings for guests at the Ronald McDonald House® of Western Michigan. One employee offered to donate money instead of food. This created a chain reaction and soon several employees were donating. The money collected was used to buy kitchen items for their newly renovated space.

Community Action House. E&V employees volunteered their time to help with deep cleaning at the center for Women in Transition...Refrigerators, windows, offices and more!

Tied fleece blankets for Ronald McDonald House members

Technology Offers Flexibility and Face-to-Face Communication

Flexibility. To further enable flexibility in our employees’ work-life balance, Elzinga & Volkers has made a significant investment in wireless and remote workplace technology. All operational managers are outfitted with laptop computers that contain remote networking capabilities allowing for full access to company documents and programs from the comfort of home. This allows employees who work further from Holland to stay safe in harsh weather and attend appointments while still completing work tasks. But even with this connectivity, employees are encouraged to disconnect on evenings and weekends.

Face-to-Face Communication. While technology has allowed much more flexibility in our operations, there is no replacement for face-to-face communication. Prior to meetings, we hold ‘check-in’ points where team members update the group on both personal and professional things they are currently involved in. This gives everyone a sense of the challenges we all face in properly balancing our busy lives. Understanding your coworker’s personal challenges allows for more productive interactions and effective communication at work. We feel strongly in not separating our work and personal lives. They is always a blend to be respected and balanced.

Tied fleece blankets for Ronald McDonald House members

As Elzinga & Volkers continues to grow nationally, it’s very important that we find new ways to communicate with employee’s working away from home and keep a strong connection.

In 2015 we purchased Zoom video conferencing services that will allow us to hold realtime, face-to-face meetings where everyone can see each other at a glance on desktops, phones and tablets. The software has been used at Field Manager meetings and has been successful! In 2016 we began video taping our monthly safety and update meetings so employees who are unable to attend or work away from home can learn about the latest safety tips.

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Spring Break E&V Stay-Cation

For the past 3 years, Elzinga & Volkers has funded "Stay-Cation!" This program includes daily events during school spring break for any employees families to take part in.

Employees, spouses and their children are invited to participate in kid friendly activities, such as Skyzone, movies, bowling, the Holland Aquatic Center, Grand Rapids Children's Museum and Rebounderz. The costs of all of the activities are covered by E&V. An extra bonus is that employees can use their "Hall Pass" to participate with their kids!

Plans for 2017

»» To continue connecting work and family, we would like to plan a "Bring your child, grandchild or parent" to work day and will include a luncheon and t-shirts. »» Dependent care savings plan to support childcare and career goals. »» Paid time off to volunteer and/or participate in community initiatives.

2016 Spring Break E&V Stay-Cation Activities

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

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INSIDE OUR WALLS

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OUTSIDE OUR WALLS

How we extend impact beyond our employees...

»» Giving our employees opportunities to help the community beyond their checkbooks

»» Monitary donations to community initiatives and non-profits

»» Getting our hands dirty and participating in volunteer opportunities

»» Direct connections to the missions of our clients

»» Support our employee passion for improving the community they live and work in

»» Gifts in-kind and sweat equity to outside organizations »» Superbowl Squares

»» Building comrade between employees through community service

Provided a guest dinner to guests at Ronald McDonald House® of Western Michigan

Donated bikes to deserving members of the Boys and Girls Club of Holland, Northside

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Please provide additional details regarding your organization’s community initiatives.

Elzinga & Volkers continues its strong focus on giving back to non-profits, charities and community organizations throughout Michigan.

With our office located in downtown Holland, we have the capacity to engage with our surrounding communities and take pride in doing so, as a company, as well as individuals. It is in our company culture and in our nature; it’s our responsibility to do so.

Proud Partners

Moving forward we will continue to focus on encouraging employees to volunteer outside of company projects/events and will offer them new opportunities to volunteer and make a difference in our surrounding communities. Some organizations we are proud to partner with are: »» »» »» »» »» »»

United Way Day of Caring Habitat for Humanity Labor Day Parade participant Clays for Kids Zeeland Magical Christmas Parade Gilda's Club member dinner

»» »» »» »» »»

Holland Parade of Lights Tulip Time Kinderplaats City of Holland Tulip Planting Kinderplaats Grand Rapids Children's Museum Kids Artfest

Donating Time and Talent

Where we can’t donate much time, we donate significant funds to support various organizations around our community. Although we would rather have boots on the ground, we believe in giving back monetarily what has been graciously afforded us. Some of the organizations we donated to in 2016 include: Organization/Foundation Donations: »» Ronald McDonald House® of Western MI »» North Kent Community Services »» Center for Women in Transition »» Grand Rapids Urban League »» Kent ISD school supply drive »» Gilda's Club of West Michigan »» School Supply Drive »» Fair Housing Center »» Downs Syndrome Association of West MI »» Gilda’s Club of Grand Rapids »» Michigan Blood »» Tri-Cities YMCA »» Lakeshore Advantage »» St. Mary’s Foundation »» Kinderplaats »» Hope College »» Young Life »» Alzheimer’s Association »» Eagle Crest Charter Academy

»» »» »» »» »» »» »» »» »» »» »» »» »»

Metro Health Hospital Foundation Holland Hospital Foundation Greater Ottawa County United Way Ready for School Samaritas Feyen Zylstra Foundation Boys & Girls Club of Greater Holland Shields of Hope Carters Kid Foundation Catholic Charities of West Michigan St. Marys Catholic Church Holland Christian Schools Holland / Zeeland Community Foundation »» and More!

Holland Parade of Lights is a fun event for E&V employees and families

E&V team who prepared dinner for Gild's Club members

Event Donations: »» Ottawa County 4-H – Pig Bid »» Fair Haven Mission Trip »» Tri-Cities Unity Auction Supporting the City of Holland by planting tulips for the 2017 Tulip Time Festival

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

SPOTLIGHT WHAT HAS DEFINED E&V OVER THE PAST 10 YEARS?

Generously Giving Back

Our community initiative committee prides itself in selecting organizations that are important to our employees or clients.

We donate and support the Wishbone Animal Shelter "Wag & Walk" fundraiser, which is an organization that an E&V employee is very passionate about.

4th quarter winner: Downs Syndrome Association of West Michigan

2016 Non-profit Super Bowls squares game day chart Real-time social media posts to announce winners.

Fun New Way to Give Back: 2016 Non-Profit Super Bowl Squares

We kicked off the new year with a new community partnership opportunity called, "Checks for Charities: 2016 Super Bowl Squares." We partnered with the Breton Group - a local Fund Development Consulting Group - in an effort to support 20 West Michigan charitable organizations who all had a chance to win prizes. All they needed to do was follow our Super Squares game sheet on game day to see if they won a cash prize for their organization. Winners of the first, second and third quarters won $1,000 each and a $2,000 prize was awarded for the fourth quarter winner. Winners were posted real-time during the game on Facebook and Twitter.

2016 "Checks for Charity" winners included: »» First Quarter: North Kent Community Services »» Second Quarter: Center for Women in Transition

North Kent Community Services

»» Third Quarter: Grand Rapids Urban League »» Fourth Quarter: Downs Syndrome Association of West Michigan

Center for Women in Transition

Grand Rapids Urban League

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Making lifesaving differences through blood donations

Getting Employees, Family and Friends Involved Our Community Initiatives Committee works with Michigan Blood to schedule the Blood Bus on site 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.

Looking Ahead to 2017

Since "Checks for Charity" was a success, we are excited to continue our Super Bowl Squares themed program in 2017! This year we will extend the event to the American Subcontractor Association of Michigan (ASAM) and its member organizations. To honor the great work done by the members of the ASAM in 2016, and in support of the organization's efforts to encourage young people to join the construction trades, each ASAM member will be given one square on our Super Bowl game chart. The remaining squares will solely benefit the ASAM scholarship fund. In addition, we will also support the ongoing safety programs of the ASAM members through gift certificates to be used at Agile Safety to purchase safety equipment. Each quarter, trade contractors have an opportunity to win $1,000; half of which will be in the form of a gift certificate to be used at Agile Safety and the other half will be presented in their name to the ASAM scholarship fund. For non-trade companies (those that do not use safety equipment), the complete $1,000 will be donated in their name to the ASAM scholarship fund.

In 2017 we plan to focus on the quality of our contributions, not quantity. We want to offer more than just a checkbook, we want to provide opportunities for employees and families to get involved in volunteer and fundraising efforts. We will also look for new and fun ways to benefit organizations with-in our community and those that are near and dear to our employees and clients.

2017 ASAM Super Bowls squares game day chart is in the works!

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

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How we continually impact our employees...

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

OUTSIDE OUR WALLS

How we extend impact beyond our employees...

»» Families are updated on company performance throughout the year

»» Open communication with leadership team

»» Our goals are communicated openly with industry partners and clients

»» Executive committee connects with employees personally and professionally

»» Meeting corporate goals increases bonus pool and community initiatives investment

»» Maintaining diversity in the HR team by including both members of the field and office

»» Executive team meets with upper management from our Trade Contract Partners to discuss company performance and trends in the industry

»» Field Leadership Team (FLT) committee »» Office Leadership Team (OLT) committee »» Regularly scheduled 3 on 1 meetings with management for every individual in the company (at least two times per year) »» Diverse HR team - members from field and office »» Emphasis on mission statement and core values »» Corporate transparency – openness from corporate leadership with regard to financials, upcoming work and corporate goals »» Leadership connects with employees regularly to update them on overall company performance »» Employees are included in the development and execution of the corporate strategic plan

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

How is your Human Resources team leveraged to implement strategy and overall company performance?

Diverse HR Team

In an employee-centered company, the human resources department becomes the hub for all employee engagement and communications.

Our HR team is comprised of members from various levels of the organization, including representatives from the executive committee, office team and the field staff. This input from all levels of the company keeps our HR department well informed and connected to the changing needs of our workforce. The executive level input keeps the company’s vision and mission at the forefront of any discussion. Input from the operations team allows us to implement new programs quickly and effectively to all employees. Input from the field level keeps the team informed of issues and concerns from our various project sites around the country.

The HR team, including executives, spends a great deal of time with all individuals throughout the year communicating our mission statement and core values. In this way, management elevates a sense of belonging and effective communication. An example of this is our 3-on-1 review process. This evaluation process includes individual meetings with each employee and at least two executive committee members and direct managers to evaluate the work performance and progress of each employee. These reviews are used as a tool to give employees positive reinforcement about things they are doing well and to constructively discuss improvement goals that would make the entire team stronger.

Our HR team also oversees the efforts of many committees that are charged with achieving strategic goals. When goals are met, they coordinate celebrations for the company to highlight the good work that has been done.

The HR team is a truly an open forum for the discussion and resolution of our employees’ work related and personal issues. Elzinga & Volkers truly cares about its team members, who are encouraged to seek out assistance from the company for all types of issues. From smoking cessation to child care, no issue is too personal. If the issue affects the individual, it will affect the quality of that employee’s attitude and work performance. We believe that we can only have healthy client relationships when we have happy, healthy team members!

Connecting the Employee and the Strategic Vision

January 2015 marked the rollout of our employee mapping program. The one page “U-Map”is completed by each office employee and includes information about their top responsibilities, training needs, desires, mentors, mentees, and most importantly, personal and professional goals.

In 2016, Elzinga & Volkers expanded its business mapping program to our trade divisions and all hourly field staff. By the end of 2016, every employee had an individual performance map that is tied to the division in which they primarily work. Those division maps are tied directly to the business plan, which is directly linked to the 2017 Painted Picture. These business and employee maps create a direct connection between each employee and the strategic vision of the organization. For more information about the employee mapping program, please see the "Enrichment, Engagement and Retention" section.

Example of a Field Personnel Map

Example Office U-Map

Example of a Divisional U-Map

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

SPOTLIGHT

Executive Committee and CEO Level of Involvement

WHAT HAS DEFINED E&V OVER THE PAST 10 YEARS?

One item that we feel defines E&V is the level of involvement each member of the Executive Committee has with all employees. From being involved with all reviews, to hosting round tables and forums, being involved in corporate meetings, our leadership is extremely accessible and willing to make time for an employee in need of it. This is not just our VPs, but our CEO as well.

Inspiration from 964 Miles Away On a recent business trip to Mobile, AL, our President/CEO, Mike Novakoski, dined with some associates at a restaurant named Wintzell’s Oyster House. The most memorable part of this lunch, wasn’t the food, it was the original décor of J. Oliver Wintzell’s witty sayings covering the walls from floor to ceiling. He spent time smiling and reading J. Oliver Wintzell’s words of wisdom, but it was the “Creed” that on the outside wall as he was leaving that left the biggest impression.

2016 Leadership Summit - Painted picture 2020 where the executive team presented their three year business plan to employees and asked for input.

Each of the groups came back and shared what they had come up with. Mike was again moved, this time not with civic pride, but company pride. As CEO, he couldn’t force the words employee's used to express themselves, but as everyone took a look at all of the different worksheets and blended them together, he couldn’t help but stand back and smile as he read it for the first time: The Elzinga & Volkers Creed

My Company

This creed was labeled “My Town”. It was a masterfully created set of values that bound he and the town of Mobile together. He had an emotional response of “civic pride” after reading this and snapped a picture. It was obvious to Mike that Mr. Wintzell was a raving fan of Mobile; warts and all.

My company is the place where my talents are allowed to shine, where my work family is located, and where my vote has impact. It is where my life is enriched, where my children aspire to work and where my neighbors wish they could be.

It is a second home for me.

About a month later, there was a mid-year, strategic plan update meeting with about 15 leaders of Elzinga & Volkers. Mike shared the story of his experience at Wintzell's and the creed he discovered to see if E&V could build their own creed that would express employee's feelings for E&V. Mike had no real expectations. The meeting broke into groups of three and each group was given a generic outline to follow that mirrored the flow and cadence of Wintzell’s “My Town” Creed. There were a lot of blanks to be filled in. We asked them to dig deep and truly express how they felt about the company.

My company has a right to my loyalty; and a right to my dedication.

n come Inspiration ca from a from a book or town 964 300 year old om home. miles away fr

My company supports me; and I support it.

My company wants my name, not my number; my creative ideas, not my blind obedience; my best efforts, not my minimum requirements; my safety, not just my productivity.

My company supplies me with a sense of pride, inspiration to advance my career, the flexibility to be there for my kids, empowerment to make change happen, continuous training and growth opportunities; security for my family, and the challenge to be like no other.

My company has some things better than others.

The best things I should seek to reinforce and the worse things I should help to rebuild.

Take it all in. It is my company and it is Unmistakably E&V.

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Connecting with employees at an office management meeting and Thanksgiving luncheon

Looking Ahead to 2017

On-going U-Map improvements. One item already planned for implementation in 2017 is incorporating key performance indicators (KPI's) into office employee and divisional U-Maps. The KPI’s will measure an employee's success by what is indicated on their U-Map. The monthly measurements will provide for ongoing checks and balances rather than just annually or biannually at employee reviews. KPI's will also be publicly shared and discussed to connect all employees with the strategic plan.

Our Marketing report is an example of a KPI

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

ADDITIONAL &

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What else would you like to share with us that demonstrates that your firm is a Best and Brightest Company to Work for?

Thirteen years ago we began a journey moving ourselves from client-centered to employee-centered. The results were instantaneously positive, powerful and exponential. We have a place people enjoy coming to each day and an unparalleled level of loyalty and commitment. This cultural atmosphere has propelled our success beyond what we could ever have imagined.

We had a wake-up call when we first applied for recognition as a 101 Best and Brightest and received low scores. The first five years we did what we instinctively felt was beneficial for the employees, and the results were good. We realized there was so much more we could do, and we set out each year to make incremental changes to consistently improve the lives of our employees. We realized that incremental is monumental!

ASAM Michigan Contractor of the Year award acceptance by our Executive Team

Now, with eight consecutive years of West Michigan 101 Best and Brightest recognitions, six as an Elite Award recipient, and five national 101 Best and Brightest awards, one as a national Elite Award winner, our employee-focused progress has been validated. However, the work towards continuous improvement pushes on.

We are honored to receive the following recognitions in 2016: » 101 Best and Brightest Companies to Work For in West Michigan » 101 Best and Brightest Companies to Work For in the Nation » 2016-2017 ASAM Michigan Contractor of the Year (MCOY) Winner

101 Best and Brightest Award winner

» West Michigan 101 Best and Brightest Elite Award winner in the Achievement and Recognition category » Associated Builders and Contractors (ABC) - Diamond Level Safety Program » ABC Excellence in Safety » ABC Excellence in Construction for renovation and addition of Mercy Health St. Mary’s Cafeteria

» 3,500+ Days Without a Lost Time Injury » United Way Silver Award

2016 Diamond STEP Award for the third consecutive year

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

What else would you like to share with us that demonstrates that your firm is a Best and Brightest Company to Work for?

Michigan Contractor of the Year – 2015 second runner-up of eight finalists

Receiving the Michigan Contractor of the Year award was very meaningful to Elzinga & Volkers because the award acknowledges the Michigan construction manager who has built the organization with the most outstanding character as well as exceptional practices in the areas of bid ethics, job site coordination, payment practices and job site safety. We were up against contractors from all parts of the state of Michigan, and over 300 subcontractors who are part of the American Subcontractors Association of Michigan voted to choose the winner. We are excited to be recognized for building a culture where we don’t win at the expense of others. These awards validate that we are doing right by our partners.

3,500+ Days Without a Lost Time Injury

We reached this safety milestone on Dece,ber 14, 2016. In the construction industry, this is a huge milestone! Elzinga & Volkers has focused on hiring individuals with a safety attitude and mindset. This industry record-setting safety milestone has enabled the company to recruit top level employees. May 14, 2017 marks the day we will achieve 4,000 days without a lost time injury. We are planning a large celebratin for employees and families.

Alive365: Safety Week

At Elzinga & Volkers, we are always striving to recognize employee achievement. We credit our continued safety success to the diligent work of all our employees, a thorough safety program and the overall commitment to being an employee-centered organization. In March 2014, we organized “Alive 365: Safety Week 2014,” which providedfree safety training to our trade partneres and was a great success. Each year has been more successful than the last. In 2015, we proivded training sessions for 71 companies and trained 271 people. In 2016, we provided training sessions for 78 companies and 453 trade partners throughout West Michigan. In 2016, the City of Grand Rapids has proclaimed March 14-18 as Safety Week! We are honored to have our program recognized by Mayor Rosalynn Bliss! Our goal for 2017 is to train 500 trade partners throughout West Michigan. In addition to providing these training sessions for our partners, our employees were also welcomed and encouraged to take advantage of the training programs that were available during the week. The events were a huge success for raising awareness around the importance of safety practices and increasing education on prevention tactics in our industry.

ABC Safety Diamond Level STEP Award

Associated Builders and Contractors (ABC) honored our safety program with the Diamond Level STEP Award. This is the highest award given by the ABC and recognizes our commitment to employing effective safety practices on jobsites. The award is based on 20 key elements of contractor safety programs such as management commitment, pre-planning for safety on jobsites, safety training and resources committed to safety. The STEP process, which was developed and written by contractors for contractors, is a tool designed to objectively evaluate safety programs, policies, procedures and training. We are honored to have been awarded this achievement.

Best and Brightest – Always Striving For More

A significant amount of strategic planning time is dedicated towards the review of our past, present and future goals as they relate to being an employer of choice. The company took the position that in order to improve our award-winning program, we need to focus our attention on its continuous development more than on any initiative we’ve committed to in the past.

After 13 years of progress, incremental changes are more difficult. Yet, we still believe that incremental is monumental. Our solution was to establish a taskforce, or committee comprised of a cross section of employees to work on improving each category in our program (structured around each of the 101 Elite Award categories). Each of these groups was given the responsibility to research the best practices of our 101 Best and Brightest counterparts and to create, recommend and implement new programs to further reinforce our dedication to an employee-centric culture. This is the third year we have had our task forces in place, and we have seen some exciting ideas and changes come about – many listed throughout this submittal. We are enjoying our journey and thank 101 Best and Brightest for being an integral part of our success!

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

Continuous Internal Effort

In addition to continued internal effort to be better (and brighter), we are honored to also turn some of our attention to supporting the overall mission if the Best and Brightest program. Our CEO, and unquestionable cultural architect of our organization, joined the steering committee for 101 B&B West Michigan in 2016. We are excited to share what Elzinga & Volkers is doing with the steering committee as well as chare our thoughts on how the organization can be improved and expanded.

What best practice would you like to share that is unique to your organization?

Elzinga & Volkers is most proud of our “right brain” driven mapping program which links each employee directly to the corporate business plan and strategic long term vision. Starting with our 3 year “painted picture” vision statement, we then map the five core areas of the business into the annual business plan. From there, each employee develops their one individual U-map. The U-map is organized around each employee personal “brand” which is a symbol of who they are as a Elzinga & Volkers team member and as an individual outside of work. The one-page graphical then documents highlighted areas such as top responsibilities, training needs & desires, commitment & safety statements, personal brand / logo, and most importantly, personal & professional goals. Employees were encouraged to take time to reflect on their job and personal life to bring them together into one format. In 2016, this concept was rolled out to the field staff as well.

The leadership team and managers now use this tool during reviews and quarterly check-ins with employees. Most recently, the document has been updated to include a section for Key Performance Indicators, family member names and ages, and date of hire. As new employees are hired, they meet with their supervisor to review this process and start a U-Map of their own. The U-Map process continues to evolve each year in an effort to create a culture beyond the 8:00 – 5:00 normal work day by sharing personal aspects and goals with your supervisor, leadership team and co-workers. The corporate mapping program is the central tool used to connect employees to the company vision and connect corporate leaders to the most valuable asset that we have, our people.

Elzinga & Volkers Construction Professionals | 2017 Supplemental Information - 10th Year Submittal | 7 Elite Awards

THANK YOU