Loading presentation...

Present Remotely

Send the link below via email or IM

Copy

Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.

DeleteCancel

Oath Pizza Board Meeting2 - V2 1.20.17

No description

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Oath Pizza Board Meeting2 - V2 1.20.17

EMPLOYEE INCENTIVE
STOCK OPTIONS
BONUS PLAN
EMPLOYEE
RECOGNITION
PROGRAM
P E O P L E
OUR STRUCTURED APPROACH TO
MENU ITERATION
WHAT WE’RE TESTING
P R O D U C T
F I N A N C I A L
S T R A T E G I C
P L A N S

R E S O L U T I O N S
& B O A R D
D I S C U S S I O N

PHILOSOPHY
PURPOSE
MISSION
VISION
VALUES
PRINCIPLES
PURPOSE
TO INSPIRE HAPPINESS IN PEOPLE WHO LOVE GREAT FOOD AND WANT TO FEEL GOOD ABOUT THEIR DECISIONS, WHETHER IT’S EATING OR WORKING WITH US.

MISSION
TO SHOW HOW DIFFERENT CAN ALSO BE BETTER, HOW LITTLE THINGS CAN MAKE A BIG DIFFERENCE, AND HOW DOING THE RIGHT THING HELPS TO REALIZE HUMAN POTENTIAL.
VISION
LIKE OUR PIZZA, TO RISE ABOVE INDIVIDUAL CULTURES AND STATUS, AND EXTEND THE BOUNDARIES OF HOW A PIZZA BUSINESS CAN IMPACT PEOPLE AND COMMUNITIES.


VALUES
WE‘RE AMBITIOUS

WE’RE COMMITTED

WE’RE ACCOUNTABLE

WE SIMPLIFY

WE COLLABORATE

WE’RE HONEST

WE’RE FOCUSED

WE ACT WITH URGENCY

PRINCIPLES
Talent acquisition remains the highest priority and our success rests in having the right teams in place. Therefore, everyone in a leadership role must have making great hiring decision as a core competency, and getting it right most of the time. We:
CANDIDATE PROFILES
We’re not looking for ‘perfect’ employees, but rather a combination of the right skills and traits. Therefore, we don’t rely on average job descriptions that bring in average candidates, and use performance profiles instead. Each profile:
INTERVIEWING & HIRING

Recognizing that statistically we’re more likely to hire average people than high-performing ones informs our balanced interviewing and hiring process:

ONBOARDING & EVALUATIONS
We make great efforts in integrating new hires and take personal accountability for their success, recognizing that without our support their probability of failure is high.

ORGANIZATIONAL CONSTITUTION
TALENT STRATEGY
VP/DIR OR REAL ESTATE VS.
INTERIM NY REAL ESTATE LEAD

DIR ACCOUNTING

DIR BRAND MARKETING

DIR OPERATIONS

DIR CULINARY
OPEN POSITIONS
SUZANNE LENZER
KATZIE GUY-HAMILTON
PHILOSOPHY
GUEST RECOGNITION PROGRAM
SEPHORA – BEAUTY INSIDER
LEARNING
FROM COMPANIES DOING IT ‘RIGHT’
STARBUCKS – MY STARBUCKS REWARDS
IDEAS & TACTICS
WHAT WE’RE LEARNING
PRODUCT
AND MENU
INNOVATION
CLEAN INITIATIVE UPDATE
IMPLEMENTATION
MESSAGING, STORY AND ASSET WORK UNDERWAY
COMMISSARY
ANALYTICS SOLUTION
TETRAD (SITEWISE PRO)
R E A L E S T A T E
CONVERSABLE
FRESHNESS:
IN STORE DESIGN
FRESHNESS:
OF MENU
TACTILITY
IN STORE DESIGN
CURVATURE:
IN STORE DESIGN
DISTINCTION:
IN STORE DESIGN
INTERIOR DESIGN UPDATE
TRUCK UPDATE
RESULTS
2017 Q1
CONSULTING RESOURCES 
CONSULTING RESOURCES 
PHILOSOPHY
PLAN & BUDGET
BONUS PAYOUT
INVESTMENT (TBD)
CHRISTMAS PARTY AND TBD
Full transcript