Company Values & Behaviour’s Charter

Manual: Team & HR

Owner: Director

Frequency: Always on; reviewed annually

Why This Matters

• Protects culture as the business grows.
• Aligns decisions across Directors, Foremen, and trades.
• Sets clear expectations for behaviour on site and with clients.
• Prevents ‘good worker, wrong fit’ hires and leadership drift.
  
  

Trigger

• New hire onboarding
• Performance review
• Disciplinary issue
• Promotion to leadership (Foreman / Leading Hand)
  
  

Value Proposition (Anchor)

We are in the business of transforming houses into dream homes by delivering quality renovations and extensions that add value, create inspiring spaces for families, and provide homeowners and investors’ confidence through seamless, on-time projects that improve everyday living and maximize return on investment.

We do this by listening to what our customers want, collaborating closely throughout the process, delivering exceptional workmanship, leveraging strong relationships with trusted trades, maintaining single-point accountability for budget and quality, and adding value to every renovation so you can bring your dreams to life.

Core Values & Behaviours

We care about the client’s outcome

What this looks like:

• Respect the client’s home as if it were our own.
• Communicate clearly and honestly (no surprises).
• Think about how the family will live in the space.

What this does NOT look like:

• Rushing work to finish early.
• Dismissing concerns.
• ‘Not my problem’ thinking.

We deliver exceptional workmanship

What this looks like:

• Pride in detail others will not see.
• Fix issues properly (no hiding).
• Leave sites clean, safe, and organised.

What this does NOT look like:

• Cutting corners.
• Rework is caused by carelessness.
• Accepting ‘good enough.

We take ownership and accountability

What this looks like:

• Own mistakes early and fix them.
• Single-point accountability for budget and quality.
• Follow through on commitments.

What this does NOT look like:

• Blaming others.
• Passing problems down the line.
• Avoiding hard conversations.

We work as one team

What this looks like:

• Respectful communication on site.
• Support Foremen and supervisors.
• Collaborate with trusted trades to protect quality and timeline.

What this does NOT look like:

• Ego-driven behaviour.
• Undermining leadership.
• Creating division on site.

We act professionally at all times

What this looks like:

• Turn up on time, prepared, and presentable.
• Follow site rules and WHS requirements.
• Represent Roweanne Builders positively.

What this does NOT look like:

• Unsafe work practices.
• Disrespectful conduct.
• Poor attitude or unreliability.
  
  

How This Charter Is Used

• Hiring: candidates must demonstrate 100% values alignment.
• Onboarding: reviewed on Day 1; signed acknowledgment filed.
• Performance reviews: behaviour is assessed alongside skills.
• Discipline and exits: charter is the reference standard.
• Leadership: Foremen enforce these behaviours daily.
  
  

Approvals & Gates

• Stop until approved by Director: any exception to values expectations.
• Stop until approved by Director: continued employment after a values breach.
  
  

Outcome

A consistent, values-led culture across all projects. Clients experience confidence, quality, and professionalism. Team members know exactly what is expected.

KPI

Client Sentiment

Do-Not-Miss Checklist

• Reviewed with every new hire
• Signed acknowledgment on file
• Referenced in performance reviews
• Enforced consistently by leadership
• Used in disciplinary decisions
  
  

Document Control

• Version: v1.0
• Updated by: Director
• Last updated: 18 Jan 2026
• Change summary: Initial charter aligned to company value proposition