RM planning

MP position

Title: General Manager

Lvl of authority

TASK Gran to supply initial guidelines for discussion.

Departmental organogram

Incentive and share structure

  1. Short term share holding structure (2 - 5 yrs)
  1. Long term share structure (5+ yrs)
  1. Upfront/initial structure (Mitchel)

Remuneration and benefits

Shares

Considerations:

a) Mom / Gran's Onwership and plan structure

b) Mitchel's ownership and plan structure

c) Karen & Sally

d) Jenna & Kristen

Financials

RubberMODS

GSF family trust

TASK Gran to acquire a minimum of one yrs management accounts from Roel

Principles

Cultural

Management

Financial

Hiring

Firing

Training/mentoring/coaching

Goals

Machine

Outcomes

People

Character

Ability

Roel's role

Accountabilities/responsibilities?

Gran's thoughts

Concerns

Roel is a consultant, does this mean he should retain being a director of RubberMods? Why did Roel charge R40'000 to get the books done for John Kosterman if he is already paid to do the accounts and why did it take him over 2 years to do them? We need more clarity on whether I would be expected to report to Roel at all and what Roel is accountable for.

Roel is an integral part of the business for Gran (due to financial reasons and Roel's business experience). Roel knows the staff and how things are run. Gran expects that Roel is pulled in on a consulting basis. Roel is a financial consultant and business advisor. Roel's authority extends to that of being able to recommend decisions but not make them. Gran would like Roel to remain a consultant.

Stephani and Willie

TASK Mom to meet with Roel

Clear reporting structure (Defined by departmental organogram)

Details:

Gran requires that I work with Willie to bring him up to his potential and I work to subdue Stephani and the problems she causes.

Concerns:

I believe Willie will come to the party and has the ability to be very effective. I have less confidence about Steph and do not believe that she is the right person for the position she currently holds. I am more than happy to be proven wrong but I feel that once we know what we want and how we need people to behave we would need to put together a time window she would have available to her to conform, should she fail we would need to discuss what will be done about that failure before hand.

Existing staff

Considerations

  1. Future key performers
  1. Future career paths and people who will be focused on for growth & mentorship
  1. Flag roles & staff who are not performing at required level and agree how these will be dealt with

Timeline

When do we want me to be working at RubberMODS?

Responsibilities:

Sales

Management

Production

Administration

TASK Gran to supply a list of projects

Obstacles to the move

Financial

Alignment

WHAT IS TO BE DONE - Nothing can be decided outside of a 2 - 3 month working exposure inside RubberMODS

We can agree that Roel must be held accountable for what his job is (10th Oct 2020)

My expectations