HRC Flashcards
What are the three elements of the Cintas Corporate Culture?
Principal objective, corporate character, management systems
Recite the Principal Objective.
We will exceed our customers’ expectations to maximize the long-term value of Cintas for its shareholders and working partners.
Give an example of when the Principal Objective was used to make a decision at your location.
Planning reroute – effect on customers, our people, efficiency, finances. That we don’t take shortcuts that will only benefit us today, but also help us in the future.
What are some ways you can ensure the Cintas Corporate Culture is kept alive at your location?
By being honest, kind, and being positively discontent. Culture talks, coffee chats, face to face check ins. Partner engagement. DE&I.
Provide an outline of our Cintas Vision.
- To be recognized as a company that insists on honesty and integrity in everything we do.
- To have a talented, diverse and engaged team of partners who work safely, are compatible with our culture and enjoy what they do.
- To constantly increase our market share in each our businesses.
- To penetrate our customer base with all the products and services we provide.
- To take advantage of international expansion opportunities where markets provide for long-term profitable growth.
- To identify additional products and services o that we can ultimately provide a product or service to every business in North America.
On the Corporate WOR what are the numbers that are important for an HR Leader to know?
Growth numbers, revenues, projections, new business/lost business, adds vs. stops, sales staffing.
Using the WOR, how do you know if your location is “Winning the Week?”
Compare to projections to actual number. Actual more than projections.
Describe how a Salary Justification Form (SJF) gets approved.
Comp dept, FLA, SLA, additional if necessary. Outside of standard hiring ranges, reason for increase, fill out form. Send back to comp after approved by SLA and offer can be initiated.
What are the qualifications for Outstanding Achievement Award (OAA) and who qualifies?
Define Internal Growth.
Earnings Growth.
Accounting Audit.
Policy 116. See image below. Top locations – celebrating best of the best.
What is the OAA Policy? Explain how HR contributes to the location achieving OAA.
Policy No. C116. Hiring the right people for the job, helping to maintain low overhead costs (legal costs, OT), supporting our partners and maximizing partner engagement.
25 Winners in Revenue >28M category
15 Winners in Revenue >18M-27.99M category
10 Winners in Revenue >10M-19.99M category
Following criteria must be met:
Internal Growth Minimum 8%
Accounting Audit Score 80%+ on first score
Minimum Revenue Requirement 10M
TIRAL 3.0 or less
Total Recurring Rental New Business Meets or exceeds projections OR >15% contrib
Describe the Sales Commission plan as if this panel was a Sales Candidate.
S-2210 (sharepoint)
Base (based on experience, performance, and local market) – paid weekly
+ Commission – paid monthly on the 3rd Friday of the Month (Sales Volume * Commission Multiplier (1:1) (0:1 for sales rep in training)
Quarterly bonus (after 13 weeks training, designated territory)
Commission paid through VISTEX, 3rd Fri of Month.
Max sales volume for comp on individ k is 5k
Max sales vol for a Matrix partner is 2500
MLA
1st year 80-90k
2nd year 100-110k
3rd year 130-140k
How can a Sales Partner maximize their compensation?
New business, power adds, focus on selling big items
When is sales commission paid out?
Monthly
Where can you find the qualifying information for Sales Summit?
Are there any disqualifiers?
R-2215 (sharepoint)
Any partner who sells 39 ore more new accounts in any individual quarter will achieve Summit Club. OR Uniform/Rental/Market Development Reps achieve certain “amount installed” per quarter.
Disqualifier: At fault accident during the quarter forfeits for the quarter.
Where can you find the qualifying information for Presidents Club?
R-2211 (Sharepoint)
Uniform/Hybrid Reps
Top 70 Uniform Sales Reps on May PC Ranking Report qualify.
Minimum of 12k in Uniform Rental Volume
Max of 1500 in paper volume credit
Facility Services Reps
Top 80 on the May PC ranking report qualify
Minimum of 7k in combo of mats/mops, chem, hygiene
Max of 2750 in paper volume credit
What are the criteria to achieve ‘Diamond Level?”
Top 40% of uniforms and Top 40% of FS
Uniform/Hybrid Reps
Top 25 of those who qualified for President’s Club
Max 13k Uniform Rental Volume
Max 1500 in paper volume credit
Facility Services Reps
Top 30 of those who qualified for President’s Club
Minimum 8k in any combo of mats/mops, chem, hygiene
Max of 2750 in paper volume credit
What is a Sales Captain?
How does a Partner become a Sales Captain?
S2504 (sharepoint) Captain’s Club
What: Leader on the team in sales that someone can look up to.
How: Nominated by Sales Manager; Fill out application; Letter of recommendation from GM; Interview with Captains Club Selection Committee (Sales Director/Sales VP); Sales VP to conduct Field Ride with the candidate.
What is RBS?
Requirements Base Selling Sales process that we follow, this is what we train on helps have a better business conversation when prospecting - form. (See download)
Describe the travel/meal/expenses.
A Cintas Partner who is able to travel for business purposes is responsible for submitting their expense report timely each month for the appropriate travel expenses.
Partner should refer to C103 – Expense Reports and Use of Credit Cards and C-7 Guidelines for Meal expenses.
$18 for breakfast, no lunch, $40 for dinner, one alcoholic drink
For an SSR, what are “Seconds that count”?
Define the GREAT model:
STC: Wrap up and end of service: Explaining what I did, ask what else do you need, thank you.
GREAT: Greet with a smile
Reach out to right contact
Explain what was done/service provided to make connection on value of service provided
Ask if there’s anything else we can do
Thank them for choosing Cintas
Please state the SSR Pay Plan Policy number applicable to your location.
R3702 (Sharepoint)
Role Play:
Describe the SSR Pay Plan as if you are talking to a SSR Candidate.
Starts as hourly. Then goes to ….
Base + rental volume commission
(Rental volume commission is based on 8 week average after on route for 8 weeks, 2 week avg until then)
Delinquent contract bonus, catalog sales, sales leads, CORE, referral bonus, Q growth bonus, CRT Bonus, Premium pay if you work OT.
Goes to SSR Unassigned hourly rate if no routes are available.
FS 4%
U 3%
Sanis 4%
24 25 Pay Plan
Route trainers get a 1k bonus when their trainees complete the program.
Discuss the Road to Ready training program/process for a new SSR In Training.
Explain what happens when an SSRIT does not successfully pass the Phase 1 Solo Certification after their second attempt.
R2R
Cintas’ Road To Ready was developed to ensure new SSRs are supported both during and after their onboarding and initial training. The Road to Ready is intended to instill Cintas’ culture of positive discontent and lifelong learning by providing developmental deposits over the first year of a new SSR’s career with Cintas. It is divided into four phases, and each phase has a different focus. 12 month program.
1 New Partner Onboarding
2 Route Fundamentals
3 Retaining Customers
4 Advanced Customer Relations
Final Certification
What happens if: Partner with HR leader and with the HRD to be fair and consistent and determine if partner needs to be suspended, retrained, or . . .
What are the 5 Core Competencies of a Service Leader?
Team Acumen
Process Mgmt
Training/Dev
Business Acumen
Transformational Leadership
Please discuss your location’s current service staffing using the Service Staffing Report.
569 has 17 Industrial routes, 21 certified Industrial SSRs, 12 FS routes, 9 certified FS drivers, 3 helpers, 3 route specialists, 3 Supers, 3 SMs, 2 KAMs, and currently has 1 open route, unassigned. Is everyone coded correctly? Checking ratios. Make sure we’re staying on top of everything.
569 has 2 UC routes with 3 certified UC SSRs. AWV $11,469.12
Trends.