Performance, Development & Accountability

47G expects employees to perform their work with professionalism, accuracy, ownership, and mission alignment.

Performance standards may include quality of work, timeliness, communication, judgment, reliability, collaboration, initiative, responsiveness, stewardship of resources, and ability to meet role-specific expectations.

Employees are responsible for understanding the essential duties of their role, asking questions when expectations are unclear, and maintaining the level of execution required by the organization. Supervisors are responsible for communicating expectations, setting priorities, providing feedback, and addressing performance concerns early.

47G operates in an ecosystem where trust, timing, and execution matter. Employees are expected to work with the discipline required to support members, partners, public-sector leaders, internal teams, and the broader mission.

Accountability means taking responsibility for commitments, decisions, results, and professional conduct.

Employees are expected to follow through on assigned work, meet deadlines, communicate obstacles early, document important decisions, and correct mistakes when they occur. Accountability also requires the maturity to receive feedback, adjust course, and strengthen performance over time.

Employees should not conceal delays, avoid difficult conversations, shift responsibility without cause, or allow preventable issues to become larger operational problems.

Leaders are expected to model accountability by setting clear direction, making decisions with care, communicating consistently, and supporting employees in meeting the standard.

47G expects work product to be accurate, complete, thoughtful, and appropriate for its intended audience.

Quality matters whether the work involves an internal process, board material, member communication, public event, grant document, financial record, policy brief, partnership discussion, or operational task. Details signal discipline. Discipline builds trust.

Employees should review work before submission, verify facts, use approved templates or brand standards when applicable, and seek review when the work is sensitive, public-facing, financially material, legally significant, or connected to a key partner relationship.

Repeated errors, missed details, poor preparation, or work that does not meet role expectations may be addressed through coaching, corrective action, or other performance management steps.

47G’s work is ecosystem work. It requires collaboration across functions, partners, industries, and public-private relationships.

Employees are expected to contribute to a team environment marked by respect, reliability, clear communication, and shared ownership of the mission. Strong teamwork includes sharing relevant information, honoring commitments, supporting colleagues, preparing for meetings, resolving conflict professionally, and placing the organization’s mission above personal preference.

Teamwork does not mean avoiding accountability or lowering standards. It means working with others in a way that strengthens performance, trust, and momentum.

Employees who create unnecessary conflict, withhold information, undermine colleagues, disregard team priorities, or fail to collaborate may be subject to performance management or corrective action.

47G may conduct performance reviews on a regular schedule, at the conclusion of an introductory period, annually, semiannually, quarterly, after major projects, or at other intervals determined by the organization.

Performance reviews are intended to clarify expectations, recognize contributions, identify opportunities for growth, address concerns, and align individual performance with organizational priorities.

A performance review is not the only time employees should receive feedback. Supervisors and employees are expected to communicate throughout the year so that expectations remain clear and performance issues are addressed early.

47G may modify review timing, format, or process based on organizational needs.

Performance reviews may inform compensation decisions, but a performance review does not guarantee a salary increase, bonus, promotion, or change in benefits.

Salary reviews may consider individual performance, role scope, budget, funding, market conditions, internal equity, organizational priorities, grant or contract constraints, and leadership approval.

Compensation decisions are made at 47G’s discretion, subject to applicable law and any written agreements or plan documents that may apply.

Employees should discuss compensation questions with their supervisor or authorized leadership through the appropriate process.

Supervisors and employees may establish performance goals to support clarity, accountability, and professional growth.

Goals should align with the employee’s role, department priorities, organizational needs, and 47G’s mission. Goals may address project execution, communication, leadership, operational systems, member service, event performance, policy support, program outcomes, professional development, or other role-specific areas.

Effective goals should be clear, realistic, measurable when possible, and connected to work that matters.

Employees are expected to take ownership of assigned goals, track progress, communicate risks, and seek guidance when priorities shift.

47G expects feedback to be direct, respectful, timely, and useful.

Supervisors should provide feedback in a way that clarifies expectations and helps employees improve. Employees are expected to receive feedback professionally, ask clarifying questions, and take reasonable steps to act on it.

Feedback may be informal or formal, verbal or written, immediate or part of a scheduled review process. It may address performance, conduct, communication, judgment, attendance, collaboration, leadership, technical skill, or mission alignment.

Employees are encouraged to provide upward feedback and raise concerns in good faith. Strong teams improve through honest communication, not silence.

47G may require employees to complete training related to workplace conduct, harassment prevention, cybersecurity, confidentiality, safety, compliance, data protection, financial procedures, event operations, leadership, role-specific systems, or other business needs.

Employees must complete required training by assigned deadlines. Failure to complete required training may result in reminders, loss of access to certain systems or responsibilities, corrective action, or other measures appropriate to the circumstances.

Required training is part of operational readiness. It helps protect employees, partners, the organization, and the mission.

Supervisors are responsible for supporting completion of required training and ensuring employees understand how training applies to their work.

47G’s professional development benefit — eligible opportunities, approval considerations, and expectations for applying what is learned — is described in Section 7.4.5. In the context of employee growth, development plans are typically discussed as part of the employee’s regular performance conversations with their supervisor.

Learning at 47G may occur through formal training, project assignments, cross-functional collaboration, event execution, partner engagement, supervisor coaching, independent study, or exposure to ecosystem leaders.

Employees are encouraged to pursue learning that improves judgment, sharpens execution, and deepens understanding of aerospace, defense, advanced materials, advanced manufacturing, hard tech, public policy, workforce development, and ecosystem growth.

Employees should discuss learning goals with their supervisor and identify opportunities that align with role responsibilities and organizational priorities.

47G values employees who remain teachable, curious, and disciplined in their growth.

47G’s tuition assistance benefit is described in Section 7.4.4. As with other development support, written approval from the employee’s supervisor and authorized leadership is required before enrollment.

47G may use coaching to address performance concerns, conduct issues, communication gaps, attendance concerns, judgment concerns, or early signs of misalignment.

Coaching is intended to clarify expectations, correct issues early, and support improvement. It may be informal or documented depending on the circumstances.

Coaching may include discussion of specific concerns, examples of expected improvement, timelines, resources, follow-up meetings, or other practical steps.

Coaching does not guarantee that further corrective action will not occur. 47G may move directly to stronger action when the circumstances warrant.

A written warning may be issued when a concern requires formal documentation or when prior coaching has not resulted in sufficient improvement.

A written warning may describe the issue, prior discussions if applicable, expected improvement, timeframe for improvement, consequences of failing to improve, and any support or resources available.

Employees may be asked to acknowledge receipt of a written warning. An acknowledgment confirms receipt, not necessarily agreement.

Written warnings are part of 47G’s effort to create clarity and accountability, but they do not alter the at-will employment relationship.

47G may use a Performance Improvement Plan, or PIP, when an employee’s performance requires structured improvement.

A PIP may include specific performance concerns, measurable expectations, required actions, deadlines, check-in schedules, available resources, and consequences if expectations are not met.

A PIP is not required before termination or other corrective action. 47G may determine that a PIP is not appropriate based on the seriousness of the concern, business needs, prior history, role requirements, or loss of trust.

Employees placed on a PIP are expected to engage seriously, communicate progress, seek clarification, and make sustained improvement.

47G may suspend an employee when appropriate based on performance concerns, misconduct, investigation needs, safety concerns, security concerns, policy violations, or operational risk.

Suspension may be paid or unpaid, subject to applicable law and employee classification. Suspension may be used while 47G reviews a concern or as a disciplinary measure when warranted.

During suspension, employees may be required to remain available, avoid contacting coworkers or partners about the matter, preserve documents, return company property, or follow other instructions from 47G.

Suspension does not guarantee any particular outcome.

47G may terminate employment for performance concerns, misconduct, policy violations, loss of trust, business needs, restructuring, funding changes, role elimination, failure to meet job requirements, or any other lawful reason.

Employment with 47G is at will. Corrective action may be progressive when appropriate, but 47G is not required to follow a specific sequence before termination.

Some conduct may result in immediate termination, including serious misconduct, dishonesty, harassment, discrimination, retaliation, violence, theft, fraud, confidentiality violations, serious safety violations, insubordination, misuse of resources, or conduct that materially harms 47G’s reputation or relationships.

47G will handle termination decisions professionally and in accordance with applicable law.

Misconduct may result in corrective action, up to and including termination of employment.

Misconduct may include dishonesty, harassment, discrimination, retaliation, bullying, threats, violence, theft, fraud, misuse of funds, confidentiality violations, falsification of records, misuse of technology, inappropriate communications, conflicts of interest, unauthorized commitments, insubordination, unprofessional conduct, or other conduct inconsistent with 47G standards.

This list is not exhaustive. 47G may determine that other conduct warrants discipline based on the facts, impact, and organizational responsibility to protect the workplace and mission.

Poor performance may include failure to meet job expectations, missed deadlines, low-quality work, repeated errors, lack of preparation, poor communication, lack of responsiveness, inability to complete assigned duties, failure to follow instructions, or lack of progress after feedback.

47G will determine the appropriate response based on the seriousness of the issue, prior feedback, employee role, business impact, available support, and need for reliable execution.

Employees are expected to take performance concerns seriously and work in good faith to improve.

Insubordination may include refusal to follow lawful and reasonable instructions, refusal to perform assigned work, disrespectful defiance of leadership, failure to cooperate with an investigation, refusal to comply with policy, or conduct that undermines supervisory authority or organizational order.

Employees may raise concerns, ask questions, seek clarification, or respectfully challenge decisions through appropriate channels. However, disagreement does not excuse refusal to perform assigned duties or comply with lawful direction.

47G expects employees to communicate concerns professionally while continuing to meet responsibilities.

Violation of 47G policies may result in corrective action, up to and including termination.

Policy violations may involve attendance, confidentiality, conflicts of interest, technology use, harassment, discrimination, retaliation, safety, timekeeping, expense reporting, social media, remote work, company property, drug and alcohol standards, or any other policy in this handbook or issued separately by 47G.

Employees are responsible for reading, understanding, and following applicable policies. Employees who are uncertain about a policy should seek guidance before acting.

Safety violations may result in corrective action, up to and including termination.

Safety violations may include ignoring safety procedures, failing to use required protective equipment, entering restricted areas, unsafe driving while conducting company business, failing to report hazards or injuries, creating unsafe event conditions, threatening conduct, workplace violence, impairment at work, or failure to follow host-site safety rules.

Because 47G employees may work in offices, event environments, manufacturing settings, partner locations, and public-facing spaces, safety requires constant awareness.

Employees are expected to treat safety as part of execution, not as a separate obligation.