CDI
Commercial Dry wall, Inc.
Craftsman
Vol. 4 No. 3
January 1983
A glimpse of 1983
M®ec3 for ©©mmitmeinrfi, dtedfeaffoim, foamw®rk CDI previewed 1983 for its top office and field personnel January 13 at the monthly supervisors’ breakfast. The meeting, conducted for some 70 superintendents, supervisor's and foremen, presented a glimpse of the company’s present sales backlog, plus outlined CDI’s goals for 1983. According to general manager Alan Jezek, CDI’s backlog remains strong through the first half of this year. “We presently have core work going on several major projects. Unfortunately many of these are expected to wind up sometime in the third quarter without new core jobs to replace them. I “What we will be seeing is the effects of the current recession. Projects which would normally be starting later this year have never really gotten off the drawing boards because of the economy,” contends Alan. While major core work will be down, tenant work is slated to be strong late in 1983. “The tenant backlog looks very encouraging, but we really don’t know how much we can depend on it coming through," says Alan. “With the economy the way it is there’s simply no guarantee that tenant space will be built out as it is projected.” Following the sales forecast, Director of Construction Hoagy Cannon presented CDI’s production goals for 1983. “These goals,” said Hoagy, “are the results of a concentrated effort by management and top supervisory personnel to focus on the key issues facing the production department. These key ^rassues include workers’ compensation (^fccosts, training, job costs, and ^bonuses and incentives.” According to Hoagy, the production department will strive to reduce the costs of workers’
Mike Holland (left) and Alan Jezek show CDI supervisors and foremen the company's current backlog of work as part of the "state of the company" message presented at the January supervisors' breakfast.
compensation through the effective administration of Project S.A.F.E. “We have an excellent on-going safety program, but we need to continue to maintain safety awareness,” he said. “We will do this through evaluations of our incentive program, inprovement in safety meetings and implementation of a safety council. The second goal, said Hoagy, is to broaden the scope of our training to include both supervisory and nonsupervisory personnel. "The more informed our craftsmen are, the better able they will be to perform their jobs.” On improving job costs, the production department will concentrate on this on a job by job basis. This will include the use of craftsman surveys, foreman delay surveys, strict enforcement of starting and stopping times, emphasis on pre-job planning and utilization of a project management system. In regard to bonuses and
incentives, Hoagy stressed the need for closer ties between job performance and rewards. "Our present bonus system will be examined as well as all non monetary rewards. We want to insure that rewards are based on job performance rather than subjective criteria," said Hoagy. In wrapping up the program, Executive Vice President Bruce Marek stressed the need for commitment, dedication and teamwork." We have been challenged by 1983. This new year will demand more from all of us, said Bruce. “The economy is down. We are taking work at lower costs because there are fewer projects and more competition. CDI is commited to getting the jobs, to keep you working, but we need your commitment to do it as efficiently as you know how.”