2010 Choice Employers, 5 to 24 Employees No. 4: Sapp Design Associates Architects PC

For the 17 employees at Sapp Design Associates Architects PC, there is no waiting period for participating in the company’s retirement plan, and they are fully vested in the plan in six months or less. The company pays more than half of health insurance premiums for its staff and provides access to coverage for domestic partners and dependent aging parents. The company also provides dental and life insurance for all employees and disability coverage to upper management. Other benefits are tuition reimbursement, opportunities for promotion from within and a mentoring program.

President Michael Sapp answers SBJ’s questions:

How would you describe your company’s culture?
Our culture encourages honesty, integrity and commitment to excellence both internally to our peers and externally to our clientele.

When employees ask for raises, what factors do you weigh?
Merit, goodwill and tenure. Performance factors such as profitability and maintaining good client relations, continuing education, professional accreditations, commitment to the organization, community and professional association services, communication skills and a proactive approach to daily activities.

What methods do you use to involve employees in benefit 
decisions?
We (allow) employees to volunteer to serve on committees to evaluate potential benefits such as establishing a four-day workweek. … The economic downturn has certainly landed at our door step which has forced us to make business decisions about staffing, salary freezes and reduced benefits for our employees this year. This decision was extremely painful but was a consensus of our management team as a way to keep as many folks employed as possible, (though) we did have to lay off three individuals earlier this year and have been able to hold steady at this point.

Beyond financial compensation, what benefits are most important to your staff?
A flexible work schedule and a simple acknowledgment of thank you when a job is well done.

Give us some examples of how your benefits package has evolved to meet work-force needs.
Allowing a flexible work schedule based on an honor system of trust that a project assignment will be completed on schedule.

What intangible perks make your company a great place to work?
Treating each employee fairly and with respect, acknowledging their value to the company and the resulting success and promoting input to improved operational and business advancements.

Just for Fun
If there were no limitations – budget or otherwise – what benefit would you begin offering employees tomorrow?
Work from home or any location of their choice and still participate together as a team through various digital/video networks. Free on-site childcare, clothing allowance, on-site doggie daycare, personal pets at work stations, laundry service, family meal preparation services, mobile car wash, family mobile phone coverage, personal assistants to pick up kids from school and take them home or to special activities and take care of errands. One week paid vacation per month mandatory, state-of-the-art on-site fitness center with personal trainers for each employee and paid college tuition for employee children.[[In-content Ad]]