Large Company Technology Networking Conference Wes Smith Executive VP & Chief Operating Officer

1. Large Company Technology Networking Conference Wes Smith Executive VP & Chief Operating Officer Mayer Electric Supply Company, Inc.

2. Mayer Acquisition Support & Training Teams (MAST)

3. Orientation 4 hours 6-10 people in a group Next Generation Visit 45 minutes Must follow orientation Systems Orientation 4 hours 30 days prior to “Go-Live” Pre “Go-Live” MAST Orientation 1 hour worksheets, training resources, MayerNet, systems docs, forms Leadership Feedback Division Go-to Person OJT ? East Coast Needs Assessment Myers Briggs 2 hours Week 2 Week 4 Week 1 Week 3 East Coast Audit Performed by Quality 120 days post conversion Check-up 60 days post conversion

4. Needs assessment • Interview each associate—30 min • Determine any special needs for that associate • List of equipment & other special resources needed at the branch • Confirm our resource allocations for the conversion

5. Myers-Briggs Type Indicator • Tied back to your assessments • Provide the team an understanding of different types using the MBTI • Types are related to change-readiness • Types are related to learning styles • Help the individuals assess their learning and coping styles • MBTI stimulates positive growth • Provide a positive framework prior to the Go Live

6. Visit by the Next Generation • Collat daughters (in tandem, trio, or solo) will visit ECD. • Purpose is to communicate a message of “family” • Reinforce the need for positive leadership

7. MAST • Mayer Acquisition Support & Training • Mayer Associates • One-on-one support • During “go live” • For the week after that • and for as long as needed—at least four weeks

8. Opportunity to grow & develop • Mayer associates want to share • They want to help you • Many want to be more visible • All are volunteers • Please make them feel welcome • PUT THEM TO WORK FOR YOU!

9. Objective of This Approach • Keep the business going during conversion • Provide one-on-one support from Mayer experts • Expose associates to a variety of best practices • Sort through practices that “work” but not best, for your operation

10. MAST Team Objectives, 2 • Provide learning by doing—”hands on” during the workflow • Eliminate time spent in the classroom environment • Give you Mayer associates for resources—ongoing networking • Prepare you to help other converted associates

11. The approach • Week 1: Staying Alive – Learn by doing • Week 2: More structured—”intermediate” issues • Week 3: More structured, fewer resources—advanced issues • Week 4: Evaluation: are you ready to steer your own ship

12. Go Live Schedule

13. Systems Orientation • Required of everyone • Hands on—WinTerms in conference rooms • OneWorld fundamental skills • Navigating in OneWorld

14. “Go To” Person OJT • Bring to Birmingham a person from each branch • “Go To” person because people now “go to” this person for help • Objective is to make this person aware of the resources available to help • Also to introduce some tasks to the person • “Itinerary” suitable for the operations manager or general manager

15. MAST Team Orientation • Introduces job aids prepared for the conversion • Reviews mayerNET systems and procedural instructions • Identifies forms on the mayerNET • Focuses on the objectives for the remaining weeks • Lays down the ground rules for how the Maddux and Mayer associates will interact Done in conjunction with the MBTI

16. Week 1: Learning by doing • Objective is to keep the business going • As transparent as possible for customers • Reassured associates • One-on-one coverage • Associates will learn by doing the job alongside a Mayer resource

17. Week 2: Structured training • Specific, structured trainings • Required of those who have to do the tasks • Specific, structured interventions • Cross training in the warehouse • Operations Manager duties • Inside & Counter • Almost one-on-one

18. Week 3: Learning transfer • Specific OJT Checksheets to evaluate everyone • Fewer resources • Resources are identifying & addressing ongoing needs • Yes/no—needs more training

19. Week 4: On Their Own? • Decision point: did we fulfill our objectives? • If yes, “certification” • If not, more resources will remain in place. • If not, we must evaluate why no. About one-quarter the resources of Week 1.

20. 60-Day Check Up • Background checks on key processes • Visits as needed • Informal but focused

21. 120-day Audit • QA will be asked to perform an audit to determine what gaps remain between expectations and performance

22. Mayer Acquisition Support & Training Teams (MAST) Resources

23. Purpose: OJT Check Sheet • Tool used to facilitate on the job training • How often each topic experienced (week 1 & 2) • Communication between MAST Teams • If associate can be “certified” (week 3 & 4) • Guide for MAST team & associates during conversion weeks through training process.

24. OJT: MAST Orientation • Included in MAST Orientation binder Based on position title and results of their needs assessment. • Room for MAST Team to add topics if needed. • Check sheet stays with associate • Associates see what topics they will be trained and see how progress will be monitored.

25. OJT: Week 1 • Check sheet updated as tasks are performed. • MAST Team member and the associate update. • "Tick mark" recorded for each time particular topic is covered during week 1 in the space provided. Shade in if completely practiced. • Measurement of how many opportunities to "learn by doing" are taking place naturally. • Information gathered helps incoming week 2 team see what has already been accomplished and where gaps may exist.

26. Shade in the entire cell if you have practiced frequently. Week 1

27. OJT: Week 2 • Check sheet reviewed to find areas of focus to begin week 2 (MAST & associate) • Process same as week 1 with more emphasis on areas of focus. • Information gathered helps incoming week 3 team see what has already been accomplished and where gaps may exist.

28. OJT: Week 3 • Guide to confirm if topics have been mastered • Associate demonstrates ability/understanding of topics to MAST Team member. • Certified Y/N? in week 3 space provided • Insures that the associate has learned the topics they need to function in their roles. • Critical point in the process to verify if associate has been prepared/trained properly. • Information gathered helps incoming week 4 team and training department see where gaps may exist.

29. Y Y N H M L 100365 100365 Needs more here! Week 3

30. OJT: Week 4 • Focus on any items not certified during week 3 • Associate demonstrates ability/understanding of topics to MAST Team member. • Certified Y/N? in week 4 space provided • Insures entire location is ready to function post conversion with all associates certified in their roles and all key topics. • Training Director determines if location is certified based on feedback from MAST Teams. • MAST Team member sends copy of completed check sheet to training as record

31. Y Y N H M L 100365 100365 Y 101254 Needs more here! Week 4

32. OJT: Post Conversion • If items need to be addressed post conversion, they will be scheduled accordingly.