Questions About the Blueprint?

The Blueprint is a cultural companion to our business strategy. It helps translate our values, mission, and vision into everyday behaviors and decisions that support high performance, inclusion, and long-term success. It reinforces our belief that culture drives results.

We created The Blueprint to make our culture visible and actionable. It reflects our values, aligns our behaviors, and ensures every Team Member understands how their contributions drive our shared success.

The Blueprint is maintained by the Inclusion Council in partnership with MarCom. Content updates are shaped by feedback from Team Members and leaders from across the organization and are aligned with our strategic priorities.

We review and update The Blueprint regularly based on feedback, cultural shifts, or new initiatives.

At U.S. Engineering, culture is how we work, treat one another, and get things done. It’s not just what we say—it’s what we consistently do. Culture shows up in our daily actions, our decisions, our standards, and how we support teammates and customers.

Some call our culture high-performance, people-first, or values-driven—and it is. But at its core, it’s about alignment: making sure how we operate reflects what matters most to the organization.

A strong culture isn’t about perfection or conformity. It’s about clarity, consistency, and trust. We aim to build a culture rooted in our history, grounded in the present, and ready for the future.

Because culture is about people, it should grow and evolve like people do. We’re not perfect, but we’re committed to learning and improving together. That’s why we created The Blueprint—our flexible guide to defining and strengthening culture every day.

A Culture of Belonging is a workplace atmosphere where every Team Member feels respected, supported, and valued for who they are. It is about creating a safe and inclusive environment where everyone can bring their full, authentic, best selves to work and know they matter. We believe that diverse perspectives lead to better outcomes, and when people feel like they belong, they perform at their best.

At U.S. Engineering, a Culture of Inclusion means creating an environment where every Team Member feels valued, respected, and empowered to bring their full, authentic, best selves to work. Inclusion is not just a value—it is a daily practice that lives through how we lead, how we listen, and how we collaborate.

Inclusion is reflected in our commitment to valuing differences, developing talent, driving engagement, and building strong networks. A Culture of Inclusion ensures that everyone has a voice, access to opportunity, and the support needed to grow, contribute, and thrive together.

Engagement is the connection team members feel to their work, their teams, and the organization’s mission. It reflects how motivated people are to contribute, collaborate, grow, and see a future with the organization.

At U.S. Engineering, we view engagement as a direct result of how people experience culture each day. When individuals feel included, respected, and connected to a shared purpose, they’re more likely to do their best, innovate, and stay committed.

We measure engagement through our Annual Engagement Survey, which covers key drivers like trust, fairness, belonging, leadership, and outlook. The survey gives every team member a voice and helps leadership identify what’s working and what needs improvement.

Survey results shape future priorities and guide culture-building efforts tied to The Blueprint. It’s a key tool for keeping our culture strong and responsive to our team’s needs.

There are many ways to engage — from participating in conversations and events, to volunteering, to simply practicing inclusive behaviors in your daily work. Start by exploring The Blueprint or reaching out to a member of Inclusion Council or the USEvents team if you’d like to get involved. You can also email culture@usengineering.com.

Yes! All Team Members are welcome and encouraged to participate. Inclusion is everyone’s responsibility, and we believe the more voices we include, the stronger we become.

If you are just getting started at U.S. Engineering, The Blueprint is a great introduction to our culture, values, and the way we work together. It provides helpful insights into what we expect of each other, how we grow, and how to get involved in shaping your experience.

Absolutely! Culture lives in every corner of our organization—not just in the office. The Blueprint is designed for all Team Members, no matter where or how you work. If you need help accessing it or finding resources that apply to your role, we are here to help.

At U.S. Engineering, we use the term team member intentionally — because we believe every individual contributes to our shared success. The word “employee” can feel transactional, while team member reflects the spirit of collaboration, respect, and shared purpose that defines our culture.

We are not just a group of individuals doing jobs — we are a team, working together toward a common vision. Using inclusive language like team member reinforces that everyone plays an essential role in building our culture, delivering excellence, and shaping the future of our company.

At U.S. Engineering, authenticity means being honest, consistent, and aligned with our values, both in what we say and how we show up. It’s about being true to yourself while also showing respect for others.

We believe authenticity includes:

• Acting with integrity, even when no one is watching
• Staying intentional and self-aware in how we communicate and lead
• Aligning our actions with our cultural expectations, what we say, how we say it, and what others can consistently expect from us.

We also recognize what authenticity is not:

• It’s not a license to be unfiltered or disrespectful
• It’s not leaning into personal biases or behaviors that harm others under the label of being “real”
• And it’s not about perfection, but about accountability and being willing to grow.

When our values are visible in how we treat others, solve problems, and lead ourselves, that’s authenticity at U.S. Engineering.

We would love to hear from you. Email culture@usengineering.com to share ideas, ask questions, or suggest improvements. Your feedback helps us shape and evolve The Blueprint.

Reach out to one of the Inclusion Council Co-chairs, Sherri Lockridge, or Todd Vonlintel to share ideas. Whether you have a story to share, a resource to suggest, or an idea for improvement — we want to hear it.

Your input is reviewed by the Inclusion Council Co-chairs and shared with the appropriate partners. We use your feedback to inform updates, improve communication, and guide future content.

You are the driver of your development — but you’re not in it alone. At U.S. Engineering, we believe growth is a shared responsibility between each team member and their leaders.

You’re encouraged to take ownership of your goals, interests, and learning — and to communicate these aspirations with your manager. In turn, leaders are expected to provide guidance, feedback, and support to help you move forward. Development doesn’t always mean a new job or promotion. It can mean learning a new skill, taking on a stretch project, deepening your leadership, or growing right where you are.

The Blueprint points you to internal tools for professional growth and provides inspiration for development at every stage of your career. It defines what high performance looks like at U.S. Engineering and connects you to the systems, behaviors, and opportunities that can help you achieve personal and professional success.

Whether you’re just starting out or preparing for a leadership role, The Blueprint highlights pathways for continuous learning, and reinforces the value of feedback, goal-setting, and intentional development through regular 1-on-1 conversations.

The Blueprint is not a platform where you work toward development. Rather, it points you to internal tools, like Atlas, Quantum, and information on SMART goals.

At U.S. Engineering, we believe performance management should create clarity, build trust, and support growth. The Blueprint emphasizes the importance of setting clear expectations and defining what success looks like — for individuals, teams, and the organization.

Yes — The Blueprint aligns closely with our learning and development strategy, reinforcing ideas and behaviors taught through our training programs, leadership development experiences, and ongoing learning opportunities.

It serves as a practical guide for feedback conversations, career planning, and development at every level.

But it’s not where you do the work! To explore available learning content, visit our learning management platform, Atlas, and check out the resources aligned to your goals.

SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. This framework helps clarify expectations, track progress, and connect individual work to broader priorities.

At U.S. Engineering, SMART goals are a useful tool we encourage team members and managers to use when setting clear, focused, and achievable goals.

While not required, SMART goals are a resource available to support your personal and/or professional development and performance conversations. If this method works for you and your manager, it can be a great way to stay aligned and focused on what matters most.

Use the tools that help you grow – SMART goals are one option to help guide that process.

The ideal cadence for 1-on-1s should be agreed upon by you and your manager based on your needs and role. That said, they should occur at least once a month.

These conversations are essential for aligning on goals, discussing challenges/roadblocks, recognizing wins, and identifying development opportunities.

A leadership competency is a set of measurable skills, knowledge, abilities, and behaviors that enable an individual to effectively guide others to achieve organizational goals. 

But Leadership Competencies aren’t just for managers – they apply to everyone. They reflect how we lead ourselves, support others, and contribute to the success of our teams, the business, and our community.

Whether you’re leading a project, influencing others, or managing your own responsibilities, these competencies guide how we grow and succeed together. To learn more, visit the Competency Library in Atlas and complete the Introduction to Competencies training.

Recognition helps build a high-performance culture. When people feel valued, they’re more likely to stay engaged, motivated, and open to growth.

That’s okay – you don’t need to have it all figured out. Use your 1-on-1s or conversations with a mentor to explore interests, reflect on strengths, and identify new opportunities.

Career growth isn’t always linear. What matters most is staying curious and open to learning.

Start by having an open conversation with your manager. Share your interests, ask for feedback, and explore what development options might be available.

You can explore learning content in Atlas or talk with HR for more support.

A culture of inclusion and belonging thrives when every team member has clarity, opportunity, and support.

The Blueprint helps create that environment by reinforcing consistent expectations, promoting open feedback, and making development accessible to all.

By focusing on performance, growth, and recognition through a merit-based lens, we ensure that individuals are valued for their contributions, not assumptions. This helps reduce bias and reinforce fairness, so team members are seen, supported, and rewarded based on the impact they make.

When success is rooted in merit and every person knows what’s expected and how to grow, it builds trust, connection, and equity across the organization.

That’s perfectly valid. Growth doesn’t have to mean moving into a new role — it can also mean deepening your skills, mentoring others, or continuing to contribute in meaningful ways.

We respect what success looks like for everyone. If you’re thriving in your current role, we support your continued impact and development on your own terms.

If development conversations aren’t happening, it’s okay to speak up. Ask your manager to set up a recurring check-in or use The Blueprint as a conversation starter.

You can also reach out to HR or a trusted leader for support. Growth is a shared responsibility and Your Voice Matters!

If you’re experiencing technical issues, please reach out to your manager, HR partner or contact us at culture@usengineering.com.

Please note that some links or features may be secured through internal systems, so access may vary depending on your device or connection. We are committed to making this resource as accessible as possible for all Team Members and will gladly help you find the information or support you need.

Yes — The Blueprint was designed to be mobile-friendly so you can explore and engage with content from any device.

No login is required. The Blueprint is openly available to all U.S. Engineering Team Members for easy access anytime, anywhere. The Blueprint is publicly available. Some features or internal tools may require company access, but core content is open to everyone. If you have trouble, talk to your manager or HR partner and we will help to get you connected.

Yes — The Blueprint was intentionally created as a public-facing resource that reflects who we are, how we grow, and the impact we make. It not only supports Team Members internally but also serves as a tool to help attract future talent, strengthen relationships with partners, and highlight the culture we have intentionally built at U.S. Engineering.

We encourage you to share The Blueprint with individuals who want to learn more about our company — whether that’s prospective team members, industry peers, community partners, or customers. It provides a transparent view into our values, leadership commitments, inclusion efforts, and performance expectations, helping others understand who we are and what it means to be part of our team. If you are sharing externally, you can point people to culture.usengineering.com.