Summary of performance. Kristin has delivered a standout quarter, sustaining her position in the top quartile of field techs across the Lexington and Houston territories. Her $42,180 in Q1 revenue puts her $7,180 above the $35K-Club threshold, making this her 6th consecutive 35K Club month — a franchise-leading streak. The consistency is what stands out: every week in Q1 closed above the $8.1K weekly prorate, with no single-week dip below $7.4K.
Quality of revenue. Beyond the revenue total, Kristin's close rate of 58% and average ticket of $685 suggest she is consistently upselling appropriate scope rather than discounting to close. This quarter she ran zero promotional discounts — the full book was at or above standard price. Paired with a 4.82 CSAT and a zero-callback month achieved in both January and February, the picture is of a technician who is simultaneously growing revenue and customer satisfaction, which is rare.
Technical excellence. Kristin completed three advanced certifications in Q1 — Advanced Bonding, Structural Glass, and Smart-Film Integration — and posted zero rework across 142 installs. Two shadow-ride observations by Evan in February flagged her pre-install inspection routine as a model to spread to the rest of the Lexington crew. We're in the process of capturing her checklist as a standard operating procedure.
Development area. Kristin's focus on personal throughput has kept her from taking on Install Lead responsibilities — specifically mentoring a junior tech through a shadow-job sequence. This is the last remaining requirement before she can be seated as Install Lead, which unlocks her next comp tier (+$6/hr base + 2% bonus on mentee revenue). In Q4 2025 she declined a mentor assignment, stating concern about losing weekly earnings during the ramp. Addressing that trade-off directly — and guaranteeing no pay dip during the first 60 days of mentoring — is the action item going into Q2.
Recommendation. Approve promotion-track continuation. Schedule Install Lead seat-in for late Q2 once the mentor shadow-job sequence is complete. Offer her as a peer trainer on the zero-callback SOP regardless of Lead timing — the technique is too valuable to keep sidelined.