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This document provides information about Intel Corporation, including its founding in 1968, early history producing memory chips, transition to focusing on microprocessors, and continued success partnering with IBM on PCs. It also summarizes an employee rewards and recognition case study for American Express Incentive Services' "Max!" program, which uses a superhero mascot to encourage recognition of high performance through various reward points programs.

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Name : - Nisha Pandey RollNo : - 39 Subject : - Reward Management Topic : - A comparativestudyof Reward practices in manufacturing vs service AcademicYear : - 2014 –2016 Project guideline : - Diya udasi
 Intel Corporation Intel Corporation (commonly referred to as Intel) is an American multinational technology company headquartered in Santa Clara, California. Intel is one of the world's largest and highest valued semiconductor chip makers, based on revenue. It is the inventor of the x86 series of microprocessors, the processors found in most personal computers. Intel Corporation was founded on July 18, 1968. Intel also makes motherboard chipsets, network interface controllers and integrated circuits, flash memory, graphics chips, embedded processors and other devices related to communications and computing. Founded by semiconductor pioneers Robert Noyce and Gordon Moore and widely associated with the executive leadership and vision of Andrew Grove, Intel combines advanced chip design capability with a leading-edge manufacturing capability. Though Intel was originally known primarily to engineers and technologists, its "Intel Inside" advertising campaign of the 1990s made it a household name, along with its Pentium processors. Intel was an early developer of SRAM and DRAM memory chips, and this represented the majority of its business until 1981. Although Intel created the world's first commercial microprocessor chip in 1971, it was not until the success of the personal computer (PC) that this became its primary business. During the 1990s, Intel invested heavily in new microprocessor designs fostering the rapid growth of the computer industry. During this period Intel became the dominant supplier of microprocessors for PCs, and was known for aggressive and sometimes illegal tactics in defense of its market position, particularly against Advanced Micro Devices (AMD), as well as a struggle with Microsoft for control over the direction of the PC industry. The 2013 rankings of the world's 100 most valuable brands published by Millward Brown Optimor showed the company's brand value at number 61. Intel has also begun research into electrical transmission and generation. Intel has recently introduced a 3-D transistor that improves performance and energy efficiency. Intel has begun mass-producing this 3-D transistor, named the Tri-Gate transistor, with their 22 nm process, which is currently used in their 3rd generation core processors initially released on April 29, 2012. In 2011, Spectra Watt Inc., a solar cell spinoff of Intel, filed for bankruptcy under Chapter 11. In June 2013, Intel unveiled its fourth generation of Intel Core processors (Haswell) in an event named Computex in Taipei. The Open Source Technology Center at Intel hosts PowerTOP and LatencyTOP, and supports other open-source projects such as Wayland, Intel Array Building Blocks, Threading Building Blocks (TBB), and Xen.
Intel is a portmanteau of the words integrated and electronics. The fact that "intel" is the term for intelligence information also made the name appropriate.  Origins Intel was founded in Mountain View, California in 1968 by Gordon E. Moore (of "Moore's Law" fame), a chemist, and Robert Noyce, a physicist and co-inventor of the integrated circuit. Arthur Rock (investor and venture capitalist) helped them find investors, while Max Palevsky was on the board from an early stage. Moore and Noyce had left Fairchild Semiconductor to found Intel. Rock was not an employee, but he was an investor and was chairman of the board. The total initial investment in Intel was $2.5 million convertible debentures and $10,000 from Rock. Just 2 years later, Intel completed their initial public offering (IPO), raising $6.8 million ($23.50 per share). Intel's third employee was Andy Grove, a chemical engineer, who later ran the company through much of the 1980s and the high-growth 1990s. In deciding on a name, Moore and Noyce quickly rejected "Moore Noyce", homophone for "more noise" – an ill-suited name for an electronics company, since noise in electronics is usually very undesirable and typically associated with bad interference. Instead they used the name NM Electronics before renaming their company Integrated Electronics or "Intel" for short. Since "Intel" was already trademarked by the hotel chain Intelco, they had to buy the rights for the name.  Early history At its founding, Intel was distinguished by its ability to make semiconductors. Its first product, in 1969, was the 3101 Schottky TTL bipolar64-bit static random-access memory (SRAM), which was nearly twice as fast as earlier Schottky diode implementations by Fairchild and the Electro technical Laboratory in Tsukuba, Japan. In the same year Intel also produced the 3301 Schottky bipolar 1024-bit read-only memory (ROM) and the first commercial metal–oxide–semiconductor field-effect transistor (MOSFET) silicon gate SRAM chip, the 256-bit 1101. Intel's business grew during the 1970s as it expanded and improved its manufacturing processes and produced a wider range of products, still dominated by various memory devices. While Intel created the first commercially available microprocessor (Intel 4004) in 1971 and one of the first microcomputers in 1972, by the early 1980s its business was dominated by dynamic random-access memory chips. However, increased competition from Japanese semiconductor manufacturers had, by 1983, dramatically reduced the profitability of this market. The growing success of the IBM personal computer, based on an Intel microprocessor, was among factors that convinced Gordon Moore (CEO since 1975) to shift the company's focus to microprocessors, and to change fundamental aspects of that business model. Moore's decision to sole-source Intel's 386 chip played into the company's continuing success.
By the end of the 1980s, buoyed by its fortuitous position as microprocessor supplier to IBM and IBM's competitors within the rapidly growing personal computer market, Intel embarked on a 10-year period of unprecedented growth as the primary (and most profitable) hardware supplier to the PC industry, part of the winning 'Wintel' combination. Moore handed over to Andy Grove in 1987. By launching its Intel Inside marketing campaign in 1991, Intel was able to associate brand loyalty with consumer selection, so that by the end of the 1990s, its line of Pentium processors had become a household name.  CASE STUDY Employee Rewards & Recognition Case Study AEIS - Max! Employee Reward & Recognition Program Objectives: Satisfy/retain employees by demonstrating the value placed on them. • Support achievement of company performance goals to create recognition culture. • Provide a “leading edge” recognition structure that will create marketplace presence for AEIS in terms of employee recognition. American Express Incentive Services’ (AEIS’) definition of recognition is “showing an employee that you value them for their contributions and as a worthwhile person.” AEIS needed a short catchy and memorable way to link recognition with high performance and to convey the value that AEIS places on its people. The Max! employee recognition program was developed to create and enhance a high performance culture, and was based on the premise that the Maximum performance of AEIS employees is worthy of Maximum recognition. The Max! Employee Reward & Recognition Program is personified via Max!, a graphic character who embodies the spirit of a champion. The custom-designed, blue-skinned superhero dons a red cape and tie and carries a briefcase in his quest for superior performance being helped along the way by AEIS peers, supervisors and officers who know the value of recognizing and rewarding achievement. The Max! Employee Reward & Recognition Program and character were introduced in April 2006 through multi-media kick-off meetings that included an animated video and focused on providing training about the program and explaining the guidelines for effective recognition. Employees were also provided with support materials to serve as reference as the program unfolded. Program promotion included posters and banners displayed throughout company headquarters and animated Max! kiosk displays placed prominently in high traffic areas. Max! branded launch materials included items such as Post-it notepads, Max! Reward cards, and employee ID badge clips. Subsequent program communications included a small reminder card with tips for effective recognition, periodic email blast/reminders to all employees with unique Max! -themed headers, and Max! branded Valentine’s Day chocolates and bottles of sparkling grape juice. The
Max!-imize Friday initiative featured posters and email blasts with targeted Max! headers along with special treats such as giant Max! decorated cookies to remind and encourage employees to recognize each other at the end of the week. Max! recognition is awarded through four general types of programs: 1) all-employee programs designed so that employees at all levels have the ability to give and receive recognition to/or from any other employee in the company. 2) management-driven programs designed to help the management team recognize the performance of the people directly reporting to them. 3) general AEIS company-driven recognition programs to support specific company or departmental objectives that are not based on achievement or performance, and 4) sales incentive programs focused on driving profitable sales growth by achievement of sales goals or other contributions. Each employee’s reward points vary based on the value of their contributions and the discretionary point value awarded by the manager or peer. Points are loaded onto custom designed Max! prepaid American Express® branded rewards cards that can be reloaded every time an employee earns additional points. The purchase value of the points is $1 for every point earned. Two programs are included under the all-employee driven umbrella. Customer First allows employees to recognize one another with points for exceeding customer expectations or making it easier to do business with AEIS. In Customer First, every employee is given 150 points on an annual basis to recognize fellow employees in any amount up to 150 points (most awards range From five to 20 points). The AEIS Award of Excellence is the company’s most prestigious program and is designed to recognize significant or major contributions toward key business objectives or initiatives. Any employee may submit an Award of Excellence nomination, however, the final determination of four quarterly and four annual winners is carefully considered and voted on by the entire Leadership Team with final determinations made by the officer team. Quarterly recipients receive 100 points and a plaque; annual recipients receive 550 points and a trophy Management-driven programs awarded by officers, directors and managers are similar to employee-driven programs in that they involve discretion in determining who receives an award and its value. Three recognition programs are available to managers: Free Lunch and Denim Day Certificates, Performance Based Recognition and Above and Beyond Recognition. Free Lunch and Denim Day certificates are allocated to all members of the Leadership Team based on the number of direct reports. These certificates are used to recognize and reinforce the positive behavior of their employees. Free lunch certificates are valid for a $6 free lunch at the company cafeteria and Denim Day certificates are valid for one day of wearing denim to work. For those with direct reports in the field, a supply of $10 American Express® Gift Cheques are provided instead. Performance based recognition is given through a variety of reward cards or Gift Cheques. A “pool” of reward points is allocated to the manager based on the number of direct reports and are used primarily to recognize specific and significant.
Accomplishments /contributions toward company goals or to recognize superior performance. Leadership has the discretion to award these points through the reward platform most meaningful to the recipient and in any denomination up to the total value of the reward pool. The Above and Beyond program allows the Leadership Team to recognize an employee’s major contributions toward reaching the company’s goals and its significant impact on the company’s near- or long- term success. Leaders may request from the Officer Team special award funds to a maximum of $5,000 value for such recognitions. All Above and Beyond recognitions must have Officer Team approval. Employees receiving management-driven rewards are recognized at monthly Town Hall meetings by managers wearing special red Max! capes for the occasion. Management is strongly encouraged to use their entire allocation of awards and custom-designed Max! trophies are awarded to managers who exhibit outstanding recognition of employees. AEIS’ four company-driven programs are designed to support specific company or departmental objectives such as employee retention, employee referrals, etc. These rewards are not based on achievement or performance. The Service Anniversary program recognizes and rewards commitment and loyalty to AEIS by awarding 10 points for every non-milestone year of service to AEIS and 15 points for milestone anniversaries such as 5, 10, 15 years, etc. Recipients also receive a congratulatory letter from the CEO. The Holiday Gift program awards each employee 100 points in celebration of the holiday season. The Leads to Success program rewards employees for contributing to AEIS’ sales efforts by providing leads that ultimately convert to sales, with rewards based on the sale amount. The Employee Referral program rewards employees for referring qualified candidates for employment; 1,000 points are awarded to the AEIS employee making the referral: 250 points are issued to the referring employee on the new hire’s start date and the 750 point balance after the new employee has been on the job for 90 days. AEIS’ Circle of Excellence sales incentive program targets all sales channels within the organization. This traditional sales incentive program is focused on driving profitable sales growth by recognizing sales force and sales manager over-goal performance or contributions. There is no discretion in this program and it is a direct reward for achieving measurable results. In addition to the programs listed above, additional programs exist to recognize exemplary performance. The You’ve Got a Billion Dollar Attitude award encourages positive attitude and advocacy in support of a changing business environment and is awarded on a monthly basis at Town Hall meetings. Awards are officer-selected to be personally relevant to the honoree. The Recognition to the Max! award acknowledges commitment by individuals to both formal and informal recognition at AEIS. This award may be presented to the individual the officers feel has best exemplified and demonstrated “Recognition to the Max!” during the course of the year. The recipient, if one is named, is honored at the Annual Business Conference and receives an officer- selected award. A special travel award is awarded to three AEIS employees (and their guests) during the Annual Sales Conference. A blue-skinned actor in a red cape and tie hired to play “Max” presents the travel awards, and employee entries are based on the number of times they are recognized throughout the year.  Results
• Employee satisfaction surveys show an increase from a score of 3.2 prior to Max! program launch to 4.25 since program inception. • All employees issued points to their peers • 65% of employees issued all their available points, 34% issued 50% to 70% of their available points. • The Circle of Excellence sales incentive program rewarded 27 sales employees at the annual dinner for exceeding their sales goals. Employee response to the Max! program has been overwhelmingly positive with a majority of employee responses indicating the program is easy to use. Employees have also reported that they enjoy the privilege of receiving awards and rewarding their peers in a memorable way. Managers appreciate the flexibility the program offers in how to recognize their employees. Through its multi-level approach to recognizing and rewarding employees and their performance, AEIS is “practicing what they preach.”

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Comprative report

  • 1. Name : - Nisha Pandey RollNo : - 39 Subject : - Reward Management Topic : - A comparativestudyof Reward practices in manufacturing vs service AcademicYear : - 2014 –2016 Project guideline : - Diya udasi
  • 2.  Intel Corporation Intel Corporation (commonly referred to as Intel) is an American multinational technology company headquartered in Santa Clara, California. Intel is one of the world's largest and highest valued semiconductor chip makers, based on revenue. It is the inventor of the x86 series of microprocessors, the processors found in most personal computers. Intel Corporation was founded on July 18, 1968. Intel also makes motherboard chipsets, network interface controllers and integrated circuits, flash memory, graphics chips, embedded processors and other devices related to communications and computing. Founded by semiconductor pioneers Robert Noyce and Gordon Moore and widely associated with the executive leadership and vision of Andrew Grove, Intel combines advanced chip design capability with a leading-edge manufacturing capability. Though Intel was originally known primarily to engineers and technologists, its "Intel Inside" advertising campaign of the 1990s made it a household name, along with its Pentium processors. Intel was an early developer of SRAM and DRAM memory chips, and this represented the majority of its business until 1981. Although Intel created the world's first commercial microprocessor chip in 1971, it was not until the success of the personal computer (PC) that this became its primary business. During the 1990s, Intel invested heavily in new microprocessor designs fostering the rapid growth of the computer industry. During this period Intel became the dominant supplier of microprocessors for PCs, and was known for aggressive and sometimes illegal tactics in defense of its market position, particularly against Advanced Micro Devices (AMD), as well as a struggle with Microsoft for control over the direction of the PC industry. The 2013 rankings of the world's 100 most valuable brands published by Millward Brown Optimor showed the company's brand value at number 61. Intel has also begun research into electrical transmission and generation. Intel has recently introduced a 3-D transistor that improves performance and energy efficiency. Intel has begun mass-producing this 3-D transistor, named the Tri-Gate transistor, with their 22 nm process, which is currently used in their 3rd generation core processors initially released on April 29, 2012. In 2011, Spectra Watt Inc., a solar cell spinoff of Intel, filed for bankruptcy under Chapter 11. In June 2013, Intel unveiled its fourth generation of Intel Core processors (Haswell) in an event named Computex in Taipei. The Open Source Technology Center at Intel hosts PowerTOP and LatencyTOP, and supports other open-source projects such as Wayland, Intel Array Building Blocks, Threading Building Blocks (TBB), and Xen.
  • 3. Intel is a portmanteau of the words integrated and electronics. The fact that "intel" is the term for intelligence information also made the name appropriate.  Origins Intel was founded in Mountain View, California in 1968 by Gordon E. Moore (of "Moore's Law" fame), a chemist, and Robert Noyce, a physicist and co-inventor of the integrated circuit. Arthur Rock (investor and venture capitalist) helped them find investors, while Max Palevsky was on the board from an early stage. Moore and Noyce had left Fairchild Semiconductor to found Intel. Rock was not an employee, but he was an investor and was chairman of the board. The total initial investment in Intel was $2.5 million convertible debentures and $10,000 from Rock. Just 2 years later, Intel completed their initial public offering (IPO), raising $6.8 million ($23.50 per share). Intel's third employee was Andy Grove, a chemical engineer, who later ran the company through much of the 1980s and the high-growth 1990s. In deciding on a name, Moore and Noyce quickly rejected "Moore Noyce", homophone for "more noise" – an ill-suited name for an electronics company, since noise in electronics is usually very undesirable and typically associated with bad interference. Instead they used the name NM Electronics before renaming their company Integrated Electronics or "Intel" for short. Since "Intel" was already trademarked by the hotel chain Intelco, they had to buy the rights for the name.  Early history At its founding, Intel was distinguished by its ability to make semiconductors. Its first product, in 1969, was the 3101 Schottky TTL bipolar64-bit static random-access memory (SRAM), which was nearly twice as fast as earlier Schottky diode implementations by Fairchild and the Electro technical Laboratory in Tsukuba, Japan. In the same year Intel also produced the 3301 Schottky bipolar 1024-bit read-only memory (ROM) and the first commercial metal–oxide–semiconductor field-effect transistor (MOSFET) silicon gate SRAM chip, the 256-bit 1101. Intel's business grew during the 1970s as it expanded and improved its manufacturing processes and produced a wider range of products, still dominated by various memory devices. While Intel created the first commercially available microprocessor (Intel 4004) in 1971 and one of the first microcomputers in 1972, by the early 1980s its business was dominated by dynamic random-access memory chips. However, increased competition from Japanese semiconductor manufacturers had, by 1983, dramatically reduced the profitability of this market. The growing success of the IBM personal computer, based on an Intel microprocessor, was among factors that convinced Gordon Moore (CEO since 1975) to shift the company's focus to microprocessors, and to change fundamental aspects of that business model. Moore's decision to sole-source Intel's 386 chip played into the company's continuing success.
  • 4. By the end of the 1980s, buoyed by its fortuitous position as microprocessor supplier to IBM and IBM's competitors within the rapidly growing personal computer market, Intel embarked on a 10-year period of unprecedented growth as the primary (and most profitable) hardware supplier to the PC industry, part of the winning 'Wintel' combination. Moore handed over to Andy Grove in 1987. By launching its Intel Inside marketing campaign in 1991, Intel was able to associate brand loyalty with consumer selection, so that by the end of the 1990s, its line of Pentium processors had become a household name.  CASE STUDY Employee Rewards & Recognition Case Study AEIS - Max! Employee Reward & Recognition Program Objectives: Satisfy/retain employees by demonstrating the value placed on them. • Support achievement of company performance goals to create recognition culture. • Provide a “leading edge” recognition structure that will create marketplace presence for AEIS in terms of employee recognition. American Express Incentive Services’ (AEIS’) definition of recognition is “showing an employee that you value them for their contributions and as a worthwhile person.” AEIS needed a short catchy and memorable way to link recognition with high performance and to convey the value that AEIS places on its people. The Max! employee recognition program was developed to create and enhance a high performance culture, and was based on the premise that the Maximum performance of AEIS employees is worthy of Maximum recognition. The Max! Employee Reward & Recognition Program is personified via Max!, a graphic character who embodies the spirit of a champion. The custom-designed, blue-skinned superhero dons a red cape and tie and carries a briefcase in his quest for superior performance being helped along the way by AEIS peers, supervisors and officers who know the value of recognizing and rewarding achievement. The Max! Employee Reward & Recognition Program and character were introduced in April 2006 through multi-media kick-off meetings that included an animated video and focused on providing training about the program and explaining the guidelines for effective recognition. Employees were also provided with support materials to serve as reference as the program unfolded. Program promotion included posters and banners displayed throughout company headquarters and animated Max! kiosk displays placed prominently in high traffic areas. Max! branded launch materials included items such as Post-it notepads, Max! Reward cards, and employee ID badge clips. Subsequent program communications included a small reminder card with tips for effective recognition, periodic email blast/reminders to all employees with unique Max! -themed headers, and Max! branded Valentine’s Day chocolates and bottles of sparkling grape juice. The
  • 5. Max!-imize Friday initiative featured posters and email blasts with targeted Max! headers along with special treats such as giant Max! decorated cookies to remind and encourage employees to recognize each other at the end of the week. Max! recognition is awarded through four general types of programs: 1) all-employee programs designed so that employees at all levels have the ability to give and receive recognition to/or from any other employee in the company. 2) management-driven programs designed to help the management team recognize the performance of the people directly reporting to them. 3) general AEIS company-driven recognition programs to support specific company or departmental objectives that are not based on achievement or performance, and 4) sales incentive programs focused on driving profitable sales growth by achievement of sales goals or other contributions. Each employee’s reward points vary based on the value of their contributions and the discretionary point value awarded by the manager or peer. Points are loaded onto custom designed Max! prepaid American Express® branded rewards cards that can be reloaded every time an employee earns additional points. The purchase value of the points is $1 for every point earned. Two programs are included under the all-employee driven umbrella. Customer First allows employees to recognize one another with points for exceeding customer expectations or making it easier to do business with AEIS. In Customer First, every employee is given 150 points on an annual basis to recognize fellow employees in any amount up to 150 points (most awards range From five to 20 points). The AEIS Award of Excellence is the company’s most prestigious program and is designed to recognize significant or major contributions toward key business objectives or initiatives. Any employee may submit an Award of Excellence nomination, however, the final determination of four quarterly and four annual winners is carefully considered and voted on by the entire Leadership Team with final determinations made by the officer team. Quarterly recipients receive 100 points and a plaque; annual recipients receive 550 points and a trophy Management-driven programs awarded by officers, directors and managers are similar to employee-driven programs in that they involve discretion in determining who receives an award and its value. Three recognition programs are available to managers: Free Lunch and Denim Day Certificates, Performance Based Recognition and Above and Beyond Recognition. Free Lunch and Denim Day certificates are allocated to all members of the Leadership Team based on the number of direct reports. These certificates are used to recognize and reinforce the positive behavior of their employees. Free lunch certificates are valid for a $6 free lunch at the company cafeteria and Denim Day certificates are valid for one day of wearing denim to work. For those with direct reports in the field, a supply of $10 American Express® Gift Cheques are provided instead. Performance based recognition is given through a variety of reward cards or Gift Cheques. A “pool” of reward points is allocated to the manager based on the number of direct reports and are used primarily to recognize specific and significant.
  • 6. Accomplishments /contributions toward company goals or to recognize superior performance. Leadership has the discretion to award these points through the reward platform most meaningful to the recipient and in any denomination up to the total value of the reward pool. The Above and Beyond program allows the Leadership Team to recognize an employee’s major contributions toward reaching the company’s goals and its significant impact on the company’s near- or long- term success. Leaders may request from the Officer Team special award funds to a maximum of $5,000 value for such recognitions. All Above and Beyond recognitions must have Officer Team approval. Employees receiving management-driven rewards are recognized at monthly Town Hall meetings by managers wearing special red Max! capes for the occasion. Management is strongly encouraged to use their entire allocation of awards and custom-designed Max! trophies are awarded to managers who exhibit outstanding recognition of employees. AEIS’ four company-driven programs are designed to support specific company or departmental objectives such as employee retention, employee referrals, etc. These rewards are not based on achievement or performance. The Service Anniversary program recognizes and rewards commitment and loyalty to AEIS by awarding 10 points for every non-milestone year of service to AEIS and 15 points for milestone anniversaries such as 5, 10, 15 years, etc. Recipients also receive a congratulatory letter from the CEO. The Holiday Gift program awards each employee 100 points in celebration of the holiday season. The Leads to Success program rewards employees for contributing to AEIS’ sales efforts by providing leads that ultimately convert to sales, with rewards based on the sale amount. The Employee Referral program rewards employees for referring qualified candidates for employment; 1,000 points are awarded to the AEIS employee making the referral: 250 points are issued to the referring employee on the new hire’s start date and the 750 point balance after the new employee has been on the job for 90 days. AEIS’ Circle of Excellence sales incentive program targets all sales channels within the organization. This traditional sales incentive program is focused on driving profitable sales growth by recognizing sales force and sales manager over-goal performance or contributions. There is no discretion in this program and it is a direct reward for achieving measurable results. In addition to the programs listed above, additional programs exist to recognize exemplary performance. The You’ve Got a Billion Dollar Attitude award encourages positive attitude and advocacy in support of a changing business environment and is awarded on a monthly basis at Town Hall meetings. Awards are officer-selected to be personally relevant to the honoree. The Recognition to the Max! award acknowledges commitment by individuals to both formal and informal recognition at AEIS. This award may be presented to the individual the officers feel has best exemplified and demonstrated “Recognition to the Max!” during the course of the year. The recipient, if one is named, is honored at the Annual Business Conference and receives an officer- selected award. A special travel award is awarded to three AEIS employees (and their guests) during the Annual Sales Conference. A blue-skinned actor in a red cape and tie hired to play “Max” presents the travel awards, and employee entries are based on the number of times they are recognized throughout the year.  Results
  • 7. • Employee satisfaction surveys show an increase from a score of 3.2 prior to Max! program launch to 4.25 since program inception. • All employees issued points to their peers • 65% of employees issued all their available points, 34% issued 50% to 70% of their available points. • The Circle of Excellence sales incentive program rewarded 27 sales employees at the annual dinner for exceeding their sales goals. Employee response to the Max! program has been overwhelmingly positive with a majority of employee responses indicating the program is easy to use. Employees have also reported that they enjoy the privilege of receiving awards and rewarding their peers in a memorable way. Managers appreciate the flexibility the program offers in how to recognize their employees. Through its multi-level approach to recognizing and rewarding employees and their performance, AEIS is “practicing what they preach.”