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INTRO TO DESIGN AND EXPECTATIONS
Sector 2
1 | EXPECTATIONS
1 | EXPECTATIONS
GENERAL EXPECTATIONS
GENERAL EXPECTATIONS
Arrive on time for your shift
Ensure you hit all of your hours for the week factoring lunches, breaks, etc.
Communicate with your supervisor
Save their phone number
Pay attention when training
Limit phone use
Take notes
Be receptive to feedback
There’s a lot to learn and mistakes will be made
We don’t expect you to pass design QAs right away. Be patient and kind with yourself.
Don’t settle for “enough”
Constantly improve your process
Be proactive in your growth and process development
Can you do more today than you did yesterday?
JOB TYPES
JOB TYPES
Final Design - 0.7 Hours
This is a “Finalized” version of the Proposal design that uses the site survey photos and notes to do the following:
Model the customer's building, roof obstructions, and nearby trees more accurately
Review the existing electrical equipment to identify any violations that require correction and to determine the PV system's optimal electrical interconnection method.
Review the existing roof's framing for structural viability and for any required upgrades to the framing.
Making the best solar layout in keeping with the customer's wishes and the various design rules.
Plan Set - 0.9 Hours
This is the process that creates the finished products that are sent for engineers' stamping and submission to the jurisdiction for approval, as well as in-house documents needed:
A submittable Plan Set design (typically accompanied by a structural letter from the engineer for the region).
Bill of Materials (BOM) outlining what items are required for the installation.
Installation notes that give the work crew a summary of the layout, structural, electrical, and site notes for the account.
Due to the complexity of the work involved, some Plan Set designs are allotted additional time and are done by Senior-level designers:
Ballast designs [2.5 hours] require additional mounting information that is generated from the company website.
Trenching designs [2.5 hours] typically involve designs on separate structures and customizing the electrical diagrams.
Addon designs [2.5 hours] involve installing extra arrays on a building with an existing solar layout, so the electrical diagrams are typically heavily customized.
Portland, Oregon accounts [2.5 hours] require extra structural diagrams in the Plan Set designs and strict solar panel placement.
Battery accounts [3.5 hours] require installing an on-site storage device and customizing the electrical diagrams beyond their defaults.
Ground Mount accounts [3.5 hours] involve placing modules on a ground-mounted frame, so trenching is always required and has location restrictions.
Most accounts are handled as a “Full Process” job involving the Final Design and Plan Set design being done from start to finish - 2 Hours (or more if a Senior-level design)
8-Week Training Period
Week 1:
Basic Training and Shadowing
Weeks 2-3:
Gradual improvement in efficiency
Aim for an average of 1-2 designs per day
Weeks 4-5:
Focus on improving Quality Assurance (QA) performance
Target a 90% pass rate for two consecutive weeks
Aim for an average of 3-4 designs per day
Weeks 6-8:
By Week 6, expect visibility on team Key Performance Indicator (KPI) reports
Deadline to achieve consistent QA success
Maintain a 100% pass rate for two weeks
Uphold a high-quality score (90% or higher)
Aim for an average of 4 designs per day
PERFORMANCE EXPECTATIONS
PERFORMANCE EXPECTATIONS
Industry leading means high expectations
Best of the best designers
New Hires
Get off QA by week 8 of employment
Steadily improve efficiency and achieve a minimum of 80% by the end of the 12-week period
Outside of 8-Week Training period
80%+ Efficiency Score minimum
90%+ Quality Score minimum
Queue Health
All rework needs to be completed prior to new projects
Keep your assigned accounts below 2
Efficiency Score
Based on 36 productive hours in a 40 hour period
(production / (hours worked / 40) / 36) = efficiency score
Any combination of job types
Bonus Structure:
Our bonus program is designed to reward designers for reducing the company's design costs. Each designer’s cost per design, including error debt, must be at or below $100. For every dollar they reduce their average design cost, the payout increases.
If the average cost per design is $100, they receive $0.50 per design.
For every dollar reduced, the bonus grows. For example:
$99 per design = $1.00 per design
$98 per design = $1.50 per design, and so on.
For our third-party overseas designers, the same structure applies, but the payout is adjusted based on currency exchange rates to ensure fairness. For example, if a designer achieves an average cost per design of $78, they would earn $11.50 per design, or $3.45 for third-party designers.
This program incentivizes efficient work, with the potential for higher payouts as costs are reduced.
DISCLAIMERS
DISCLAIMERS
To qualify for the bonus the employee must be in an active status when the bonus is paid. The bonus is forfeit by any employee in an involuntary or voluntary terminated status.
Ion Solar maintains the right to adjust or change this bonus plan without prior authorization and/or notice.
PERFORMANCE IMPROVEMENT PLAN
PERFORMANCE IMPROVEMENT PLAN
Purpose is to create a specific and actionable plan to improve performance.
Employees will meet with leadership more frequently to give it our all.
Summary:
The Standard Operating Procedure (SOP) for Performance Improvement Plans (PIPs) provides a structured approach for addressing subpar performance within the organization. It outlines a systematic process to address concerns and provide opportunities for improvement.
Procedure:
Two weeks of under 90% quality: Initiate virtual Pre-PIP conversation.
Three weeks of under 90% quality: Conduct in-person Pre-PIP conversation.
Four weeks of under 90% quality: Deliver formal PIP outlining improvement areas and timeline.
New Hires:
Upon joining the company, new hires are expected to meet performance expectations. If, at the supervisor's discretion, a new hire's performance metrics consistently fall below expectations, they may be subject to placement on a Performance Improvement Plan (PIP). This process is designed to provide support and guidance to new employees who require additional assistance in meeting job requirements and performance standards. The decision to initiate a PIP for a new hire will be based on a thorough assessment of performance data and ongoing communication between the supervisor and the employee. The goal is to ensure that new hires receive the necessary resources and feedback to succeed in their roles within the organization.
2 | OUR LEADERS
2 | OUR LEADERS
DESIGN SUPERVISOR
DESIGN SUPERVISOR
Aaron Bardsley
Mechanical Engineer
Plays Soccer and Tennis.
Favorite thing to do is play video games and play Magic the Gathering with family and friends
Loves to read fantasy book series.
DESIGN SUPERVISOR
DESIGN SUPERVISOR
Grant Kennington
Loves spending time with family
Is going to school full time studying Software Engineering
Favorite hobbies are gaming, spending time outdoors, and going shooting
DESIGN SUPERVISOR
DESIGN SUPERVISOR
Ethan Toth
Used to be a sponsored in Down Hill Longboarding
Loves everything Horror and Anime!
Favorite thing to do is play video games with friends and the wife, or watch Horror movies!
Loves to go Camping and Backpacking/Hiking
DESIGN SUPERVISOR
DESIGN SUPERVISOR
Jay Berneche
Fun facts about Jay:
Loves bouldering, hiking, and traveling to new places
Used to play the Bassoon (the “grandpa woodwind”)
DESIGN MANAGER
DESIGN MANAGER
Ryan Long
Fun facts about Ryan:
Has been in the solar industry for 9 years
Ryan is a licensed Massage Therapist, CNA, and EMT
Loves gaming and hanging out with his wife and dogs and learning new things!
Loves all sorts of movies–especially horror movies. Enjoys playing online games with friends and doing DIY projects
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