Accomplishments

Culture and Community

• Family for Families provided over 1,000 grants in response to COVID-19 emergencies and winter storm disasters (2021)
• Partnered with local clinics and pharmacies to provide on-site vaccination opportunities for our team members and family (2021)
• Created Ambassador program to promote CoorsTek culture and values and to integrate new hires into the organization (2021)
• Family for Families grants – 606 grants totaling $394,447 (2020)
• Supported culture of belonging through behaviors identified in The CoorsTek Way (2020)
• Hearing directly from global team members on the importance of “Valuing the inherent worth of every individual” (2020)
• Targeted recruiting and networking to increase the diversity of our talent (2020)
• Global movement challenge to inspire generosity and empathy towards each other (2020)

Communications

• Refreshed Strategic Intent to focus on corporate priorities and initiatives that have largest impact (2021)
• Launched Elements Global Intranet site with fresh look and new features to help drive productivity and employee engagement (2021)
• Enhanced employee communications outreach with video messaging on YouTube channel (2020) 
• Built Coronavirus communications site that does not require network access to ensure global employees receive real time safety communication (2020)
• Increased use of tiered-communication boards to reach shop floor employees (2020)
• Implemented group texting for emergency communications (2020)
• ​Cascaded new corporate strategy to all levels (2017)
• Communicated with all employees about org and job changes (2017; 2018)
• Created onboarding toolkit​ (2017)
• Focus Groups at every facility (2018)
• Regular meetings with EIT when visiting locations (2018)
• Additional kiosks added to support Workday (2018)
• Monthly slide decks with consistent messaging across globe (2018)
• Quarterly CEO business update (2018)
• Shop-tiered communication (2019)
• Share Your Concern line (2019)

Recognition & Rewards​

• Presented First Annual CoorsTek Way Award (2021)
• All eligible employees awarded 2021 mid-year payout of 100% of their individual target (2021)
• Market adjustments and new starting pay rates for all hourly roles (US) (2021)
• Increased referral bonus and sign-on bonus as part of enhanced recruitment strategy (2021)
• ​Implemented additional pay for COVID-related reasons to ensure our employees had options (US) (2020)
• Individual performance component linked to IP opportunity (2020)
• Continued prioritization of pay equity (2020) 
• More competitive total rewards package (PTO change) (US)  (2020)
• Introduced the CoorsTek Way Award (2020)
• Redesigned CoorsTek incentive plan (2017)
• Launched recognition boards (2017)
• Enabled “anytime feedback” in Workday (2018)
• Introduced service anniversary recognition guidelines (2017)
• Created compensation philosophy videos (2017; 2018)​
• Chairman's Award (2019)

Work Environment

• Supported flexible working schedules to ensure our employees put their safety and families first during this pandemic (2020) 
• Cleaner and safer plants due to preventative cleaning (2020)
• Employee Referral Program for US (2020)
• Global art contest for employees and their families (2020)

Professional Growth & Development​

• Launched LinkedIn Learning to leaders and information workers (2021)
• Enhanced Workday Learning platform for an improved learner experience (2021)
• Aligned enterprise-wide learning to provide a strategic learning roadmap to enable workforce optimization and growth (2021)
• Created Technical Trainer role as part of CoorsTek Academy faculty (2021)
• Launched mentorship program (2017)
• Expanded CoorsTek U offerings (2017)​
• Introduced the CoorsTek Way (2017)​
• Began globally consistent goal setting and performance management (2017)
• Created a new career framework (2017)
• Created videos on performance management and goal setting (2017); expanded course content and uploaded into Workday Learning (2018)​
• Identified 150+ employees across the company to participate in Employee Insight Teams (EITs) to improve engagement (2018)​​
• Launched Workday Learning (2018)
• Introduced Talent Profiles (2018)
• Provided training on applying for internal positions (2018)
• Provided targeted leadership training​ (2018)
• Launched Talent Review and Development Planning (2019)
• 800+ courses in Workday Learning; 40,000+ completed in first year (2019)

Wellness and Work/Life Balance

• ​​Brought micro-markets and healthy vending choices to many plants (2017)
• Created forums to educate employees about wellness (2017)
• Brought partners and wellness events on-site (2018)
• Expanded benefits offerings (2018)
• Adjusted overtime expectations in most plants (2018)

Recognition​

• ​Came up with the vision for recognition / "Shout Out" boards, which were launched companywide
  
  
• Identified additional creative ways to recognize fellow employees

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Communication

• ​Established regular communication meetings at many locations
  
  
• Focus groups
  
  
• Created various site newsletters
  
  
• Improved shift handoff procedures / checklists
  
  
• Provided opportunities for employees to share ongoing feedback
  
  
• Monthly industry and product spotlight to educate employees on end-use

Professional Growth & Development​

• ​​Provided company-related training and information-sharing forums
  
  
• Established "lunch and learns" and other training opportunities
  
  
• Participation in EIT and Wellness initiatives

Wellness

• Established various wellness competitions and challenges
  
  
• Monthly wellness topic
  
  
• Local wellness champion

Community & Teamwork

• ​​Improved facilities and working conditions
  
  
• Hosted various social activities
  
  
• Sponsored volunteer activities in our communities
  
  
• Encouraged new levels of connection with company leaders

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Safety

• ​​Connected engagement to safety performance
  
  
• Increased near-miss reports by 5x
  
  
• Began consistently measuring on-time completion of corrective actions