Osprey's Employee Profit Sharing Plan
It symbolizes growth, teamwork, security, and shared investment in the future.
At Osprey, we believe that when the company succeeds, everyone should rise together. That's the heart of the N.E.S.T. Our employees wealth-sharing initiative build to reward the people who help build our success from the ground up.
N.E.S.T
Net Earnings Shared Together
Why "N.E.S.T."?
Memo from Ownership TEam
We want to take a moment to share why we’ve created the N.E.S.T. program, and why it matters.
This isn’t just another bonus system. It’s a statement of belief.
We believe that real innovation and profitability begin in the field, not the boardroom. The people closest to the work have the clearest view of what needs to change, improve, or evolve. That’s why we’re flipping the triangle. Leadership doesn’t sit at the top, it serves from the bottom, clearing the path so that those doing the work can drive the results. N.E.S.T. is how we put that belief into action.
By linking financial rewards directly to performance, efficiency, and shared outcomes, we’re choosing to reward the real drivers of our success. This program is designed to:
- Create necessary friction, the kind that sparks real conversations
- Drive momentum by rewarding who and what matters most
- Challenge outdated assumptions about where value is created
We believe every position in this company can make us better. But we also recognize that those in leadership carry greater responsibility and greater influence. That’s why their rewards and their accountability are greater too.
Is this disruptive? Yes.
Is it challenging? Absolutely.
But we didn’t build Osprey by playing it safe, and the market we’re in now demands bold moves rooted in values. N.E.S.T. is one of those moves.
At our core, we believe that financial incentives, competitive wages, and shared success will drive not just higher results but a higher performing culture. It will increase our talent density, attract the right people, and sharpen us all.
This isn’t about charity. This is about excellence.
Let’s make something remarkable together.
With respect and conviction,
Tyler Cody
President/Owner
Curtis Berry
Director of Business Development
John Slater
General Manager
How it Works
Each year, Osprey designates a portion of company profits to fund the N.E.S.T. plan, a team wide initiative designed to recognize and reward collective and individual contributions.
As part of N.E.S.T., every eligible employee earns a number of “shares” based on their role, impact, and contribution, for clarification these shares are a share of net profits not a share of Osprey Electric. The size of the total N.E.S.T. pool is determined based on ownerships fiscally responsible decision to share a percentage of net company profit. That pool is divided by the total number of eligible participants and the corresponding quantity of shares to establish a base value, call this a “share”. The amount of shares you get is based on your tier, which reflects your role and impact within the company. Higher tiers receive a larger number of shares using a multiplier.
This system ensures that:
- Everyone has a stake in company performance.
- Rewards scale fairly with contribution
Your actual share amount depends on your tier and the overall company results, but the structure is designed to be transparent, motivating, and team oriented.
Here’s how your payout is calculated:
- Tier Multiplier: Based on your role and leadership responsibilities, you earn more or fewer shares.
- 40% Discretionary Personal Performance : Your total share value is influenced by individual performance across five measurable categories: Process, Profitable Projects/Work Orders, Labour Budgets/Management, Mentorship, and Team Values. This will be reviewed periodically through your direct reports and staff.
- 60% Team Performance: Your share value also reflects overall company performance, labour efficiency, and mentorship impact across the organization.
You don’t have to “ask for more”, your contribution automatically earns your share.
Our Vision
Osprey isn’t just a place to work; it’s a company we build together.
N.E.S.T. is our commitment to share not just the workload, but the rewards.
When we win, we all win.
What Makes N.E.S.T Different?
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It’s not just a discretionary bonus, it’s a wealth-sharing model that rewards shared success
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It grows with the business, so as Osprey scales, so does your opportunity
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It promotes long-term commitment and continuous improvement
This program also helps address increasing cost of living pressures by offering financial upside through shared success. Rather than relying solely on permanent wage increases, which can reduce the business’s long-term profitability and flexibility, N.E.S.T. allows us to reward contribution in a way that is adaptive and performance based. This ensures we stay competitive, sustainable, and team aligned.
Who's Eligible?
Eligibility is clearly defined by your role, whether you're in senior, field leadership, service, administration, or support. Every role contributes, and every contributor earns their share based on fair, transparent benchmarks. All results are reviewed quarterly. Staff must be employed for one year prior to participating in the NEST program.
The overall size of the N.E.S.T. bonus pool is directly tied to net company profitability, and your actions can have a real impact.
Here’s how you can influence both the company’s bottom line and your individual share:
1. Labour Efficiency
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Staying within or under budgeted hours helps improve job margins.
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Planning, pacing, and reducing non billable time are critical levers.
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Supporting apprentice productivity through mentorship also contributes to overall efficiency.
2. Driving Growth
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Quality work leads to repeat business and stronger client relationships.
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Referrals, upsells, and operational excellence help fuel division growth.
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Supporting emerging divisions (like solar, generators, or service) helps increase revenue and shareable profits.
3. Mentorship & Team Results
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Helping others succeed strengthens team delivery and reduces costly errors.
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Sharing knowledge, completing paperwork on time, and avoiding rework all protect profitability.
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Attracting talent to the Osprey Team and keeping our talent density strong.
Bottom Line:
The more efficiently we work, the more we grow, and the more there is to share. Your daily effort contributes directly to whether the company performs above baseline, and that’s what unlocks greater N.E.S.T. rewards.
How can I Influence the N.E.S.T Bonus Amount
N.E.S.T Tiered Share Categories
N.E.S.T Program FAQ
1. What is the N.E.S.T program?
N.E.S.T stands for Net Earnings Shared Together. It's Osprey's company wide profit sharing program. Each year, we allocate a portion of profits into a pool that is shared with eligible team members based on their role, contribution, and performance.
2. How much profit does Osprey share?
Osprey N.E.S.T allocation changes year to year to reflect overall market conditions, prior year profitability and long term strategic goals. The actual amount contributed may vary depending on the company's overall performance and financial health.
3. How is my payout calculated?
Your share of the pool is determined by:
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Tier Multiplier: Based on your role, responsibilities, and level of impact.
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Discretionary Field Personal Proformance (40%): Measured across six key area, Process/Paperwork, Profitable Work, Labour Budget Management, Mentorship and Team Values. This will be reviewed periodically through your direct reports and staff.
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Discretionary Support Staff Personal Proformance (40%): Task and workflow management, Accuracy and attention to detail, Communication, Customer Service (internal mentorship/external), Initiative and Problem Solving, Team Collaboration and Values.
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Team Performance (60%): Reflects company wide profit results and labour efficiency. This will be reviewed periodically through your direct reports and staff.
The pool is divided into base shares, which are then scaled by your tier and performance. The amount of shares changes year over year based on number of employees and weighting of shares.
How your N.E.S.T share payout amount is Calculated. Here is a simple Example:
This example shows hour your N.E.S.T share payout amount is calculated using your performance, tier, and the total pool. We've simplified it so you can see exactly how the numbers come together, while protecting company wide financial details.
Step-by Step Breakdown:
Putting It All Together
We combine your team and personal performance to get your adjusted share value:
All applicable taxes and burden (WCB, CPP, EI ect) would be deducted from that.
If you were in Tier 2 your net share payout could be $405.41 Quarterly ($1621.62 Annual) in the above scenario because of your multiplier would be 150%
4. Why don't we see the company's actual profits or he N.E.S.T pool size?
To protect Osprey's financial integrity and competitive position, we do not publicly disclose detailed financial statements or profit breakdowns.
The N.E.S.T program is a discretionary bonus initiative, not a contractual entitlement or a guaranteed payment. Participation reflects leadership's intent to share success when the business performs well, not a legal or financial obligation.
While we don't share every financial detail, we are committed to distributing profits through a clear, structured, and performance based methodology. The framework rooted in role, contribution, and company results is designed to be fair, motivating and team aligned.
We understand that some may question whether profits are being shared equitably. Our honest response is this "We don't have to share them all, we choose to." If the presence of this program becomes a source of mistrust, we'd invite a conversation about expectations and alignment. Participation in N.E.S.T should feel like a privilege, not a point of conflict.
5. How is my tier decided?
Tiers are determined based on your role, scope of responsibility, and overall impact on the business. If you have questions about your tier placement, speak with your direct report or senior manager.
6. What happens if the company has a slower year?
Because N.E.S.T is directly tied to company performance, the size of the bonus pool, or whether a payout occurs at all, depends on Osprey's overall financial results. This means do not rely on N.E.S.T for financial support. It's a discretionary bonus.
Some years may be leaner than others. In the past, Osprey has experienced everything from net losses to modest profits. In lean those seasons, our priority is stability, protecting the long-term health of the business and the people who depend on it.
We are not driven by short term rewards. We are committed to long term success.
When conditions require it, we may choose austerity, not because we don't value your contribution, but because ensuring sustainability protects everyone: the business, our staff, and the many families who rely on Osprey for their livelihood.
The N.E.S.T program exists to share success when it's real, and when that success returns, we will continue to share it, boldly and generously.
7. What if I think something was miscalculated or unclear?
If you have questions about your share or how it was calculated, please connect with your direct report or a senior manager. We're happy to walk through the structure with you and address any concerns.
8. Do I need to advocate for a higher bonus?
No. N.E.S.T is performance based (up to 40%) and automatic (60%), your share is earned through your contribution, not through negotiation or self-promotion. The personal amount (40%) is measured using N.E.S.T's observation methodology and metrics assigned to your position for how we measure success. This is reviewed quarterly at your impact meetings.
9. Is the N.E.S.T program guaranteed every year?
No it is no. N.E.S.T is a discretionary program. While it reflects our long-term values and intent to share success, the company reserves the right to revise, pause, or modify the program in response to changing business needs.
10. When can I expect to receive a N.E.S.T payout?
You will receive a N.E.S.T payout at your quarterly 1:1 with your supervisor. In this 1:1 you will review how the prior quarter went and you will receive a cheque for the quarter before that. If your 1:1 meeting does not happen due to time restrictions, the money will be paid out to you via cheque or direct deposit.
Example: When you meet in September for your Q2 1:1 you will be reviewing your time from July-September. You could be receiving a cheque for your time in Q1 from April-June. To receive a payout, the company must first achieve a financial bench mark to create net earnings, and you must be actively employed at the time of distribution. Bonuses are not retroactively issued to former employees or those on leave.
11. Will I still get my Christmas bonus?
No, this is a new discretionary incentive, and everyone will benefit from N.E.S.T. Instead of receiving a bonus once a year it will be quarterly and based on the calculations outlined above.
12. Is N.E.S.T just a way to avoid giving pay raises?
No. N.E.S.T is not a replacement for fair compensations, it's a complement to it.
Base wages will continue to be reviewed based on market benchmarks, jobs performance and role responsibilities.
However, fixed wage increases have a permanent impact on the business, even in slower years. N.E.S.T allows us to reward strong performance without compromising long term stability. It helps us respond to success dynamically, sharing upside in a way that's both motivating and sustainable.
N.E.S.T is designed to do two things:
1. Offset rising cost of living without locking the company into unsustainable overhead.
2. Align rewards with company results, so we can share success when it's real.
Think of N.E.S.T as a way to turn shared wins into shared rewards, not a substitute for salary, but a smarter way to grow together.
13. Who do I talk to if I have questions?
Your first point of contact should be your direct report or senior manager. They're here to support you and help make the N.E.S.T program a meaningful part of your experience at Osprey.
To qualify for a bonus payout, employees must be actively employed by Osprey at the time of payment. Participation in the profit sharing program does not constitute a guarantee of compensation, and no entitlement to a bonus arises until the payment is formally issued.
Bonus payments under the N.E.S.T. program:
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Shall not be considered wages, severance, or compensation in lieu of notice.
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Are not owned or accrued if employment ends before the date of payment.
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Will not be issued retroactively under any circumstances.
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Eligibility is contingent on one year of full time employment. The one year waiting period is waived for apprentices who have completed one year of employment but then attend school and return immediately after. A quarter of completed work is required prior to the new N.E.S.T cheque being issued.
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Staff participating in return to work programs, modified duties, or other WCB supported initiatives are not eligible to participate in the N.E.S.T. program during that period.
Osprey reserves the right to amend, suspend, or discontinue this program at any time, without notice and at its sole discretion. Participation in the N.E.S.T. plan does not create a contractual right or entitlement to ongoing or future payments.
