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Written Policies Regarding Employee Relations DynCorp has over 70 written policies regarding employee relations. All Standard Operating Practices (SOPs) are imbedded in our ISO processes and are available to all DynCorp employees through our Intranet Web sites. As an employee-owned company, DynCorp recognizes that its employees are its greatest resource. DynCorp believes in the benefits of a diverse workforce and the need to provide opportunity and recognition for all employees. Our Equal Employment Opportunity SOP, DYN-4100, defines the company's employment practices and conditions to promote equitable treatment of all employees. We believe in treating all employees fairly, and in rewarding those individual and collective efforts that enhance the value of the company. DynCorp understands that our employees deserve to work in an environment that promotes teamwork, sharing ideas, and sharing successes. We believe that our customers and shareholders both will benefit from empowering our employees to take action and make decisions at the lowest level practical. DynCorp encourages employees to generate ideas and to speak openly, knowing their ideas will be heard and responded to through direct feedback. Programs / Policies for Employee Rewards DynCorp has four main programs that recognize employees for exceptional performance: Management Incentive Program, Lighting Bolt Awards Program, Performance Excellence Award Recognition Program, and Contract Specific Programs. Management Incentive Program - The CDF Management Incentive Program (MIP) is a way of recognizing outstanding management performance that directly benefits the performance of the program. The annual incentive bonus is based on the managers' level of contribution to overall contract performance, their functional area's performance, and their individual performance measured against their performance goals. Lightning Bolt Awards Program - Lighting Bolts provide immediate recognition and monetary reward to non-management employees for exceptional efforts and achievements that contribute to the business objectives of the company. The award may be given to an individual employee or a group of employees who accomplish superior results through proper application of the company's values. Nominations may come from the employee's supervisor or co-workers. The approved nominees will receive a certificate of recognition and $200. Performance Excellence Award Recognition Program - This program is designed to recognize and reward employees for contributions to favorable business results and whose demonstration of commitment to our key values make them role models. Because the stringent criteria of this award, less than 2% of employees are expected to receive a Performance Excellence Award in any given year. Individuals who are not participants in the Management Incentive Plan (MIP) or Executive Incentive Plan (EIP) are eligible for nominations which are submitted by the nominee's manager and approved by the Vice President or Director reporting to the President of the company. A quarterly review committee recommends recipients to the President, who makes the final award decisions. The monetary award ranges from $500 to $5,000. All awards are made publicly and communicated widely throughout the company. A summary of Lightning Bolt and Performance Excellence Awards given for the period 01 January 1999 through 31 May 2001 is listed below.
Contract Specific Programs - DynCorp appreciates the employees' efforts to maintain a safe working environment and their sincere desire to maximize production. Team pride, spirit and cooperation are an essential ingredient to accomplishing them. To this end, DynCorp will recognize these group efforts by offering such things as:
Programs/Policies for Disciplining Poor Performance DynCorp's disciplinary process is directed toward performance improvement and is invoked for misconduct or substandard performance. SOP DYN-4090 provides guidelines and instructions for the administration of this process. Corrective action may include, but is not limited to, verbal warnings, memos for the record, letters of reprimand, suspension, or discharge. Some of the conditions that may warrant remedial action are outlined in our Standards and Conditions of Employment Form signed by every employee at the time of hire (see attachment). Employee Enjoyment and Satisfaction With DynCorp DynCorp believes that our policies and practices contribute to employee enjoyment and satisfaction with the company - Our annual employee retention rate of 90% proves it. The following chart shows years of service at DynCorp for the EEO-1 category of Craftworkers (e.g., Mechanics, Electricians, etc.), in five-year increments.  Over 42% of DynCorp Craftworkers stay six years or more with DynCorp. |
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Lightning Bolt Awards are designed to be given on the spot at the time of exceptional efforts. Our managers give out an instant $200 bonus with each certificate.
Performance Excellence Awards Monetary value ranges from $500 to $5,000.
Art Trask
Proposed Program Manager
"This contract provides an excellent opportunity for me to once again work with some of the finest pilots and maintenance technicians that I've ever had the privilege of knowing. Through a proactive approach to problem solving and by working together in a constructive and meaningful manner, I am convinced that we truly can enhance this extremely valuable program."
