At Five Points Hospitality Inc. our culture is a part of everything we do. We equally balance the needs of guests, associates and the company.

It’s not just our award winning hotels that make Five Points Hospitality, Inc. successful - it’s our people. We're dedicated to providing each member of our team with the best working environment possible. Our company leaders understand the importance of our team and their role in the overall success of Five Points Hospitality – everything we do and say must ensure the environment fosters open communication, teamwork and respect.

We foster an environment where every associate is empowered to consistently exceed guest expectations in providing outstanding guest satisfaction.

Associates receive brand-specific training from their property management team. Leadership development through the management company and the individual franchisors training is vital, along with an assortment of internal classes designed to develop our next generation of leaders. Five Points encourages cross-training, fosters associate growth, and strives to promote from within, as evidenced by the number of property and senior managers with the company for many years. Each associate hired by the hotel attends an orientation which consists of learning the hotels and company’s philosophy. Each associate must complete the orientation and the trainer has to feel that the individual is knowledgeable of his/her duties before they are able to work on there own. Each new team member is paired with a supervisor who will work very closely with them for a specified period of time, depending on the position. Once the associate is confident and can perform their job duties as specified they are allowed to work individually. All associates meet quarterly with their respective manager to gauge their progress and opportunities. All employees are encouraged to be certified through AH&LA's Educational Institute.

Five Points Hospitality Inc. is an equal opportunity employer. We employ associates with a diversity of educational backgrounds, personalities, ages, and ethnic backgrounds in each department and hotel.

Associates of Five Points Hospitality enjoy the security and peace of mind of a financially stable company and a comprehensive benefit package. Benefits include Health Insurance, Vacation Benefits, Relocation, a Scholarship Program, Paid Time Off and an associate pleasure travel rate at all company hotels.

We pride ourselves on listening and understanding to the concerns of our team members. We use the following method to ensure an environment of high employee job satisfaction:

•  Never over work the employees – provide a fair work/life balance
•  Provide adequate supplies for work duties
•  Recognize employees for work done well
•  Schedule set break times to prevent overworking
•  Employee satisfaction surveys are conducted quarterly

Associate surveys are in place to measure the effectiveness of the following:

•  Company / Product Training
•  Executive leadership and Overall Employee Satisfaction
•  Supervision and management effectiveness
•  Employee teamwork/support/cooperation
•  Job/Career Opportunities, salaries and benefits
•  Career development/promotion/opportunity

To ensure a safe work place we have policies that all associates must follow very closely. In addition, all managers periodically have an individual meeting with each team member in their department to determine any concerns that need to be addressed. The general manager frequently meets with all associates and reinforces to the team that he/she is here for them should they need anything.

Five Points Evaluation for GM



Five Points values the commitment and pursuit of excellence as demonstrated by the General Managers of the individual properties. We recognize and reward the General Managers who exemplify high standards of guest service, profitability and commitment, along with those who constantly perform well above average in their respective departments.

Our program is used in conjunction with an incentive bonus plan tied to each hotel’s Financial Performance as well as Guest Satisfaction, Associate Turnover and Satisfaction.

Five Points has the pertinent information to prepare summary information on the objective and performance items. This information will be used to help finalize the selection of the winners.

The awards are announced and presented either annually or semi-annually.


CRITERIA

All GM’s and Key Managers are part of the Five Points Hospitality Bonus program which is measured utilizing the following criteria:

•  Revenue Achievement
•  Profit and GOP Achievement through effective cost controls
•  Service Score Achievement / Guest Satisfaction
•  Associate Satisfaction
•  Personal Development Goals
•  Policy Adherence

Awards

Awards for different levels of management are distributed quarterly, bi-annually or annually. Scales of value differ between full and limited service hotels.

All of the following features apply to this program:

•  This is an annual program judged and paid annually.
•  The program’s calculations are based on year-to-date results and will be paid annually on a dedicated paycheck approximately sixty days after the close of year end books.
•  Newly assigned General Managers will be eligible to compete as of their first full month following their start date.
•  General Managers who leave the company prior to bonus distribution for any reason will forfeit any payments or awards due them under this program.
•  An anomaly or extraordinary event might occur which might affect this program in a negative or positive manner. In all cases, the President of company will reserve the right to adjust the program or an individual’s results so that the program is fair the both the General Manger and the company. Any such adjustments will be at the sole discretion of the President and not subject to any appeal outside the company.

At Five Points we believe everyone wants to be recognized for their performance, effort, and results. General Manager of the Year programs will be effective in going beyond purely monetary incentives by motivating staff via both peer pressure and appealing to our staff’s pride.