Page 19 - VYSNOVA PROGRAM MANAGEMENT GUIDE 2020

Human Resources

Training

All Vysnova CONUS employees are registered with Vysnova’s Learning Management System (LMS)
for mandated annual training during their initial on-boarding. Employees are assigned annual training
to be completed within 30 days of hire, and reassigned at the start of each year, regardless of
previous date of completion, with 30 days to complete. A complete list of current mandated trainings
can be found in the LMS and a Training Matrix is provided in Annex F for all project staff. OCONUS
personnel may be required to complete training via the LMS on an “as-required basis”. Upon learning
of a required training, the PM is to inform Vysnova HR, and provide any details of the training. Once
the training is uploaded into the LMS, the HR manager will assign to employees as directed by the
PM. All certificates of completion are stored in the employee’s personnel file and provided to the PM
as requested. The PM is responsible for ensuring that all his/her staff takes the requisite training
within the established timeframes.

Employee Management
Probationary Period for New Employees

All employees are on probationary status during the first 90 days of employment unless local labor
law or custom dictates otherwise and thus stated in the employment agreement. PM can find details
in the Employee Handbook but should reach out the local HR/payroll company for guidance on this
policy.
Continuous Feedback, Coaching, and Mentoring for all Employees

The following sections outline Vysnova’s formal feedback and performance management SOPs. To
supplement the formal, documented performance management plans, all PMs will informally
provide feedback, coaching, and mentoring to all project staff under their supervision on a
continuous basis to ensure transparency and continued growth. This continued engagement is one
of the most critical duties of the PM and should be tailored to each employee under his/her
supervision. Vysnova prides itself on the growth of its employees and ensuring that their related
technical and non-technical skill sets improve over time benefitting the employee, the firm, and,
most importantly, the client and related mission. This process is explained in the Leadership Training
for supervisors, which is being developed for the LMS in the third quarter of 2020. Until then, for
questions regarding feedback, mentoring, and coaching, contact our HR department at
HR@vysnova.com.
Unsatisfactory Performance by Employees

Both CONUS and OCONUS employees may, at some time during their employment, be placed on a
Performance Improvement Plan (PIP). This plan is set for a pre-determined period by the PM, if an
employee’s performance is consistently not meeting the requirements outlined in the position job
description. This plan is set into place when other official efforts, both verbal and written, to correct
the employee’s performance have not yielded satisfactory results. The Performance Improvement
Plan policy and Template are provided to all supervisors in the Vysnova Standard PgM Docs
ShareSync folder (See Annex E). A PM must consult with HR prior to initiating a PIP for any employee.

Copyright 2020 Vysnova Partners Inc. All rights reserved.

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