Business Evaluation
Prefix (Mr., Dr., etc.)
 First Name
 Last Name
Title
Company Name
Street Address
Supplemental Address
City
 State
 Zip Code
Phone
 Fax
Email
 Website
When was your company started
What type of work do you do
What were your annual gross sales last year (in $$ volume)
What is your historical annual growth rate (past 3 year average)
List 3 things you would like to accomplish in the next 12 months

What do YOU see as the biggest needs of your company
If you have you used outside paid consultants in the past
For what specific areas 		Did you achieve the results you wanted
By answering the following questions, you provide us with information to better assist your desired growth and change. Answering “no” to any questions below is not a problem. This program is designed to get you to “yes” in every category

Financial Management Practices
  Age Hours worked
/week last year 		Projected hours
worked/week this year 		Hours worked ON
the business each week*		 Satisfaction Level
(Choose the Best Fit)
Owner 1
Owner 2
Owner 3
*Working ON your company involves “The Big Picture” tasks, including budgeting, strategic planning, financial projections, training staff, etc. Working IN your company deals with the day-to-day tasks, including client meetings, tracking down the missing plumbing piece, working with your production manager on the weekly schedule, etc.
 
Type of Entity
Financial Period
From To
Financial Reports
Method of Accounting
Income recognized when billed, cost recognized when billed.

Contract recognized incom & expense when contract is substantially complete.
Reviewing Financial Statements
Balance Sheet
 P&L
 Job Costs
 Budget
Job Autopsies
Job costs are computerized

Marketing

  
The company has developed an identifiable niche with identifiable prime buyers. This niche can be easily explained.
The company produces and implements an annual marketing plan
Marketing funding is adequate to consistently generate the right quality and quantity of leads for the company.
The company’s marketing program emphasizes 4-6 annual communications with past clients and those that refer others to the company.
Do you have a website?

Sales

  
The company sets clear and achievable sales goals. Typically, the annual volume for a professional salesperson is $600,000+ in full-line remodeling, and $350,000+ for specialty companies for full-line companies with average job sizes under $8,000. The larger the average job size, the higher this goal can be set.
Salespeople adhere to the company-specified mark-up level.
Salespeople have a close ratio of 13 to 15 (that is one sale for each 3-5 qualified leads they have first appointments with)
Estimating overall is within 2% to 3% of actual costs
The company has a high percentage (60% plus) of repeat and referral buyers.
Ongoing sales training is well-funded in the budget, and well-utilized
Sales people are encouraged and expected to weed out any overly difficult clients before selling to them.

Production

  
Production stresses pre-job planning and debugging by holding a company pre-construction conference and client pre-construction conference.
The company has a standard handoff package, which must be adhered to before the job moves into production. Production has the right to refuse a job if it has not been well packaged by sales.
Production controls the job-start schedule.
Actual job costs are within 2% to 3% of estimated costs.
Safety is a top priority for production and OSHA and commonsense written safety rules are closely adhered to.
Production holds weekly meetings with ongoing clients at which they discuss job progress and whether the company can do anything to make the process more comfortable for the homeowners
The company utilizes a Job Scheduling – software program

Human Resources

 
The company has a clear organizational chart and logical chains of authority with no more than 3-5 staff people reporting directly to the owner. Each employee understands the organizational chart and their position in it.
Every position (including the owner) has a written job description that is updated when needed
The company has developed an efficient hiring system. This is in place for each position which includes recruit, how to describe the position in an ad or flyer, how to screen applicants, an interview system, interview questions, any testing to be done, a complete job description, and a policy manual
The company uses personality profiling with all current employees and all new prospective hires to assess their aptitudes with those required by their position (or prospective position)
Performance reviews are systematic and held at least bi-annually

Strategic Plannning

  
The company owner drives Strategic Planning. He/she projects the company vision into the future, sets measurable goals and targets that will enable the company to achieve their 1 and 3 year business plans