Wednesday, May 21, 2008

Francorp Clients - Direct Buy

DirectBuy - A time tested franchise opportunity

Francorp developed the original franchise development program for DirectBuy. The company continues to grow and cement its position as the market leader in direct sales. Here is an overview of where this successful franchise organization stands today.

It’s not just business as usual anymore. No matter where you turn today – TV, radio, the Internet or newspapers – the economy is a hot topic and a concern for many people trying to earn a living, while at the same time, achieve personal and financial goals.

With over 35 years of franchise experience and over 140 locations throughout North America, the DirectBuy franchise opportunity offers a time-tested and replicable system that enables franchise owners to realize results and reap rewards regardless of the economic climate. As a DirectBuy franchise owner, you are helping families buy the items they need and want at prices they can afford. Every day, families can buy more and buy better, thereby improving their quality of life.

Debbie BowenV.P. Franchise Development

DirectBuy was founded in 1971* during a period of weak economic times. Frustrated with inflation, consumers were looking for ways to stretch their dollars, and DirectBuy enabled families to purchase the things they needed and wanted at affordable prices without sacrificing quality.

As far as what the future holds for DirectBuy, our vision is clear. Based on our history during similar economic conditions, we feel DirectBuy will continue to grow and be the best alternative to conventional retail buying. In fact, recently, DirectBuy has enjoyed historic membership and merchandise sales records.Franchise owners derive their income from membership sales, not from the sale of merchandise. Based on historical experience, when the economy slumps, consumers tend to be attracted to DirectBuy for the savings on items they need. In times of prosperity, consumers tend to be eager to purchase higher quality merchandise and add to their “wish lists.”

Why a DirectBuy Franchise?
The DirectBuy International Corporate Support Center, located in the Chicago metropolitan area, provides multiple services to franchise owners throughout North America. Recognized by Success and Entrepreneur magazines as one of the top business providers to franchise owners, DirectBuy’s mission is to create an operations climate, which allows franchise owners to devote maximum attention to the growth of their own business.

New DirectBuy franchise owners receive extensive training, including a comprehensive sales and service program conducted at the corporate headquarters in Merrillville, Indiana. In addition, new franchise owners enhance their training during a hands-on internship at an existing DirectBuy Showroom.

Once in operation, franchise owners receive ongoing assistance from field sales and service teams and are updated on the latest methods at an annual international sales and service conference. Regular owner seminars and idea exchange workshops, combined with award and incentive programs, are designed to elicit peak performances. Along with the latest technology reflected in our web-based T.OP.S. and our private members-only web site, DirectBuy will continue to be at the forefront of member services.Opportunity AboundsWe deliver real value to our franchise owners. I encourage you to continue your exploration of how your entrepreneurial interests combined with our proven business plan can launch you into a new and exciting career.

*Founded in 1971 as United Consumers Club.

Franchising in The United States

Definition of Franchising
www.francorp.com

In the United States, the Federal Trade Commission and state regulatory agencies have developed a formal set of disclosure requirements and franchise-specific prohibitions that franchisors must follow in their relationships with their franchisees. To determine whether or not a business meets the definition of a franchise, the Federal Trade Commission applies three definitive criteria that are summarized below:

1. Trademark -- According to FTC Rule 436, "This element will be satisfied only when the franchisee is given the right to distribute goods and services which bear the franchisor's trademark, service mark, trade name, advertising, or other commercial symbol." Note that it is the right, not the obligation, which triggers the first element of the franchise definition.

2. Use of "significant control or assistance" -- FTC Rule 436 lists 18 specific criteria in the area of significant control or assistance, any one of which may trigger the second element of the definition. Some of these elements include site approval, site design or appearance requirements, specified hours of operation, accounting practices, personnel policies, required promotional campaigns, training programs, and the provision of a detailed operations manual.

3. Required Payment -- According to Rule 436, "The franchisee must berequired to pay the franchisor (or an affiliate of the franchisor), as a condition of obtaining or commencing the franchise operation, a sum of at least $500 . . . within six months. . ." Required payments include franchise fees, royalties, or even from training fees, bookkeeping charges, payments for services, rent, or even from product sales (if they are sold above a bona fide wholesale price).

For additional information on legal aspects of franchise rules and regulations please visit Francorp's corporate site, www.francorp.com.

Thursday, May 15, 2008

Jimmy John's article in The Franchise Times

The effervescent Jimmy John Liautaud reflects on 25 years of making sandwiches.

When a friend called to tell me he was headed to Russia to teach Russian bakers how to make money, I knew that would be tough to one-up. But still, I told him I was heading to Champaign, Illinois, to interview Jimmy John Liautaud. There was a moment of reverent silence on the other end of the line, and then he gushed, "Jimmy John, the sandwich guy? This is going to sound strange, but can you get his autograph for my son?"

Turns out his 16-year-old son is a huge Jimmy John fan. His passion for the food and the larger-than-life frontman is fueled in part by the fact that two of his heroes, Minnesota Twins baseball players Justin Morneau and Joe Mauer, have been quoted in the local press as saying they eat Jimmy John's Gourmet Sandwiches before every home game. The 16-year-old and his friends dine at their local Jimmy John's restaurant several times a week.

The next day as I was lunching with Jimmy John Liautaud on grilled salmon and a chopped salad in his conference room, I relayed the request—which he didn't find strange at all. I left with an autographed photo with the inscription: "Ty: Keep kickin' butt in school, date lots of babes and follow the speed limit. Be good. Jimmy John." "You think his dad will be OK with that?" he asks, a big grin lighting up his tanned face. Ty also is receiving two knit hats skaters like, a baseball cap, a T-shirt with the inscription "Subs so fast you'll freak," and a Dickies black jacket that looks like something a mechanic into branding would wear.

The autographed picture, by the way, is going to be a Christmas gift that Ty can place next to his Hank Aaron autographed baseball. Such is the power of irreverent branding.
The request wasn't the first time Liautaud has been asked for his autograph. Once, while hanging out at a college campus in Michigan with a buddy who was the drummer for Smashing Pumpkins, there were more sandwich fans vying for autographs than music fans. "If they think making sandwiches until 5 a.m. is cool, then God bless them," Liautaud says. "I don't think it's cool to be cool, I think it's cool to be real."

It's not just the sandwiches attracting fans to the concept, it's the culture. Threatening to, but never quite crossing the line, it's cheeky, never corporate. For instance, on a sign giving etiquette tips, one line is "Put your napkin on your lap; leave other people's laps alone." Printed on a pair of boxers for sale on its Web site is a phrase that is also displayed in neon in the restaurants' windows: "Free Smells."

There is no shortage of sandwich opportunities out there, so why has Jimmy John's, which at press time had 668 stores open, 20 of which are company owned, been able to attract such a loyal following?
A slice of lifeThis June will be the 44-year-old Liautaud's 25th year in the sandwich business. He refers to it as his 51st semester, since he started making sandwiches right out of high school on a college campus. "I had an idea 25 years ago and worked it through," he says. "I thought once you had a good idea, Ronald McDonald, Dave Thomas, the Colonel and Ray Kroc would want to come to your house," he says, only half in jest. But the food business isn't a fraternity of guys with big ideas swapping recipes. It's a lonely place, as he found out. While he has had mentors—unfortunately not his hero McDonald's Ray Kroc, whose long-ago french fries fried in beef tallow still produce a poignant longing in him—a lot of what he learned about business was at the counter.

His mother was a homecoming queen from Lithuania, and his mixed-race father was the first Liautaud to graduate from college. He graduated with an engineering degree and sold encyclopedias door to door. When asked why, Liautaud shrugs off the question, saying, "He was a hell of a peddler."
Liautaud likes to tell people he graduated second from last in his high school class. While it never fails to get a laugh, the truth is he didn't have that class ranking because he was slow. Like the delivery of his sandwiches, his mind works freakishly fast. He's a visual learner, something his teachers never took the time to uncover. He was the class clown, but never disruptive or disrespectful, he adds.

After graduating from high school—second to last in his class—his father told him he couldn't live at home anymore. His choices were: He could join the Army, which was a family tradition, or if he wanted to start a business, his father would give him $25,000 in seed money and own a 48 percent share of the business.

Liautaud originally wanted to open a Chicago hot dog stand, but after three weeks of investigating the business, he discovered that even with used equipment, it would cost around $43,000. He went back to his dad, who said, "tough"— he had $25,000. "I said, '(Shoot, or words to that effect), what am I going to do now?"

A visit to a friend's apartment at the University of Illinois at Carbondale gave him the answer. They went to a little sandwich shop with great sandwiches on the menu, and even better, the only equipment he could spot was a beer cooler and a meat slicer.
For the next few months, Liautaud traveled the country with his Chevy Citation and sleeping bag, picking up menus from local sandwich shops to study. He baked in his mom's kitchen until he came up with his signature bread. He then bought meat and cheese at the local deli, came up with six sandwiches and had his extended family over to vote. From the six, they choose their four favorites, which became his first menu. The losers, by the way, were liver sausage with Hellmans mayo—his personal favorite—and the "everything" sandwich.

Liautaud had cousins attending Eastern Illinois University, so in 1982 he headed to Charleston, where in one weekend he found a store location and an apartment. The first Jimmy John's Gourmet Sandwiches was located in a converted garage. The house had been turned into a Dixie Cream doughnut shop, and the Panther Lounge was next door. He signed a five-year lease—which was more youthful inexperience than optimism, he adds.

"My dad gave me a Safeguard checkbook and two pieces of advice: Always pay COD and put your money in the bank every day," he says. With his seed money, he purchased a used meat slicer, a second-hand refrigerator, a new oven, a butcher block and six used bread pans. His mom donated one of her old oven mitts. In all, he spent $23,871.

Jimmy John Liautaud met James North, right, on a hunting trip in Alaska. North moved to Champaign, Illinois, from New Zealand to become “the best restaurant operator in the world.” The 30-year-old is now the president of Jimmy John’s Gourmet Sandwiches.
Two of his buddies followed him on his adventure. "I gave them the toughest shifts and took weekends off," Liautaud says. After a month, the first friend quit. Liautaud had to take his shift, and then the second friend quit, telling him he was inconsistent and a poor leader. "I was 19 years old. I was three months into it and there I was, all alone in a sweatbox. It was a hallelujah moment," he says, ruefully.

He worked open to close, seven days a week, "because I didn't know what else to do." By the fourth week of his double-shifts, he knew his customers. "I knew their personalities and which of my jokes they laughed at," he says. If the customer was heavy, Liautaud says he went heavy on the mayo; if they were thin, he went lighter on the mayo. By the sixth week, I had just gotten on my game and the students left (for break)," he says.
Bored, he turned his attention to his Safeguard checkbook. He started adding up the daily deposits, and discovered that his balance was $25,000. "I thought that was all mine," he says, but then realized that although he had been collecting sales tax, he had never actually sent it to the state. His father hired a local accountant who told him he owed the state $12,000. "Stuart (the accountant) made me call the state and tell them," he says, scrunching up his face in remembered distaste. "But they were so sweet." A supervisor came to the store and in the end, the government didn't penalize him. "The state was so gracious, I think they were laughing at me," he adds.

The lesson taught him more than to pay his taxes: "I became connected to the (bank) balance. I could control if it went up or down. I could control my destiny. That's what turned me on."He hired his first employee, and began to relax a little. "I was so excited about the customers. I couldn't believe they would give me $2.10 and say thank you," he says.

The first year in business he rung up $155,000 in sales, which translated to Liautaud making about 92 cents an hour. The second year, sales were $188,000. "I told my dad, 'Dad, you've made $45,000. I think we're even,'" he says. His father, however, disagreed, reminding him the deal was $25,000, plus 10 percent. In 1985, Liautaud bought his partner out, paying cash.Now completely on his own, he opened a second sandwich shop in another Illinois college town, taking over working double shifts when the friend who was going to help him, Billy Burns, was killed in an accident. Once a week he drove to check on the original Charleston store.Financing was one of the stumbling blocks. He felt he had a compelling story, but the banks weren't listening. He had a thriving business, but "I found the way I was presenting it wasn't an attractive deal," he says. He could slice meat for sandwiches, but slicing and dicing data was harder. Doors closed, but he kept "grinding."

Early in the process, Liautaud wrote down his operations system for subsequent stores and adopted a different management style from his early days on the job. He had learned that "instead of setting (employees) up to succeed, I set them up to fail," he says. And while his friend's parting words on his management style still hurt today, Liautaud says he learned from the experience.

In his second shop, he did the prep at night so that when his employee came in the next morning, he could concentrate on the customers—plus sleep in. A nice perk for college kids.
Why he does the things he doesWhen the doors first opened for business, Liautaud didn't have the dollars to advertise, so he used his quirky sense of humor to lure customers into the stores with promises of "free smells" and "freakishly fast service."

And he delivered—a service appreciated in college towns. He gave out free samples, and hung signs on the walls with twisted truisms, such as "Turns out pigs can fly. You just have to make them into sandwiches first" (alluding to Jimmy John's fast delivery service) and "Your mouth isn't watering, it's crying for Jimmy John's."

His employees were hired for their ability to be "real." "It's about being nice, not wimpo have a nice day," he says. No Jimmy John's employee says, "Have a nice day," when a customer leaves the store. "Have a nice day," Liautaud mimics in a kiss-uppy voice. "That's so lame. 'Later, dude.' Now that's real."

His realness is what Church's CEO/president, Harsha Agadi admires about Liautaud. "I'm the classic MBA type, but I've had the unique pleasure to work with three entrepreneurs: Tom Monaghan (Domino's), Mike Illich (Little Caesars) and Jimmy John."
Classic entrepreneurs are "real," explains Agadi, who served on Jimmy John's board, because their whole lives are tied into the day-to-day execution of the brand they created. In essence, they are the brands. "When you meet Jimmy in his R&D lab, that's when you meet the true entrepreneur, not over a desk," he claims. The excitement he has discovering new tastes and recipes is palpable, Agadi says.

"Jimmy's brain is wired a little differently than the rest of us," he says. "He can sense opportunity thousands of miles away and his heart goes after it, not just his mind."
Jimmy John’s menu has expanded since the days of four sandwiches, but it will never serve soup—at least “not while I’m CEO.”Lessons ingrainedAll these years and restaurants later, Liautaud still pays COD and checks go out the same day they come in, he says. His operation is based in part on his mentor's. Jamie Coulter, former CEO of Lone Star Steakhouse & Saloon took him under his wing and showed him the ropes. Jimmy John's is "Jamie's culture on steroids; we've put rocket fuel on it," Liautaud says.Coulter says he met Liautaud when he had just one unit open. "He was a young guy full of passion. I could see he was committed."
Coulter was a friend of Liautaud's father and he was happy to take on the role of guiding him through the restaurant business.
"He's taken everything I taught him to the third or fourth generation," Coulter says. "I'm proud of him."

For his culture, Liautaud is looking for high achievers. His president, James North, is just 30, but has worked for the company eight years. The two met on a hunting trip in Alaska, where they shared a hut, and became friends. North, who is from New Zealand, finally took Liautaud up on his offer to make him the best restaurant operator in the world. He applied for an 18-month visa, to which Liautaud replied, "18 months? You'll only last 12."
But North had the last laugh, he not only lasted 96 months, he proved invaluable.
When the previous president departed, North told Liautaud he could run the company, but on the condition they stop selling franchises for a year and fix the ones they had. "I gave him a chance, because everything he touches turns to gold," Liautaud says. North turned 70 stores around, took over real estate, hiring an industry veteran to run the real estate department, and has led during the sale of a piece of the company to a private equity company.
"I operate outside the box, he operates in the box," Liautaud says of their working relationship.
The culture at Jimmy John's is fast-paced. Just like his stand on sandwich sales—"I don't discount; I don't coupon. It is what it is, take it or leave it"—Liautaud has definite opinions about headquarters staff. "All of the top people I've developed myself," he says proudly. He expects things will get done today, not tomorrow. And he demands people prove themselves first. "With employees, I underpay until they prove their worth, then I overpay and reward them (generously)," he says.

Golfers need not apply. "We don't do next weeks; we don't hire golfers," he says, explaining that golfers start their weekends early, either physically or mentally. OK, so that's a pretty big generalization, but as Liautaud says himself, he's not into political correctness. Being mentally present on Fridays is important, he explains, because "on Fridays we get revered up for the weekends"—which generate 70 percent of the chain's revenues. "We give respect to the operators."

Liautaud is big and brash, but as North says, "You can't not like the guy. His presence is always felt." Liautaud is still involved in the marketing, and the irreverent humor that makes the ads, commercials and signage in the shops freakishly clever. He also likes to take people under his wing and give counsel. And they don't have to work for the company to take advantage of his talking points.

On a recent outing at an athletic shoe store, the clerk handed his 8-year-old son Fred a pair of shoes to try on. Liautaud wasted no time in explaining salesmanship to the young clerk. "I told him, 'the more shoes you put on people's feet the more you'll sell," he says. The clerk started hustling and the end result was "I spent $300 and I think he was enlightened."
Family is important to Liautaud. He married a professional ballerina—"the chemistry is spectacular," he says—and the couple has three children. The family hunts and boats together, and Liautaud likes racing fast cars. He belongs to a race track that he refers to as country-club like. His wife, Leslie, has given up dancing and turned into a playwright.
Jimmy John Liautaud has spent the last 25 years learning how not to be left alone in the store. The sign outside his red-brick headquarters reads: Company headquarters: Everything that has nothing to do with what we do center.

It's all about the operators and the customers, he says, not about headquarters. Not about being corporate. Which has everything to do with why young people want his autograph.

Franchise Times - May 2008

Wednesday, May 14, 2008

Rita's Water and Ice - Cool University

FOR IMMEDIATE RELEASECONTACT: Kelly Banaszak, PR ManagerDate: April 13, 2007

RITA'S WATER ICE ANNOUNCES RELOCATION OF COOL UNIVERSITY AND OPENING OF COOL UNIVERSITY STORE


Media Contact: Kelly Banaszak, PR ManagerRita’s Water Ice215-645-0125 (office) k.banaszak@ritascorp.com Rita’s Water Ice Announces Relocation of Rita’s Cool University and Opening of Cool University Store Company’s New Training Facility Features Fully Functioning Store Bensalem, PA (April 13, 2007) —Rita’s Water Ice, the largest Italian Ice concept in the country, has announced that it will move its training center--- Rita’s Cool University--- to the Showcase Plaza Shopping Center in Bensalem, PA. In addition, the company is opening its adjacent Cool University Store, a fully functioning store that will be open to the public.At Cool University, Rita’s Franchise Partners and Treat Team Managers learn how to operate a store during a series of 6 day workshops. Cool University attendees learn how to make Rita’s products, uphold company standards, program the registers, train staff and other essential operating elements. As the number of new store openings continue to increase--from 33 stores in 2005 to 68 in 2006 with 135 planned for 2007--- Rita’s decided to expand the Cool University facilities and to also open its Cool University Store so that attendees can get practical, real-life experience with actual Rita’s guests. “The relocation of the Cool University and the opening of the Cool University Store demonstrate the tremendous growth that we have seen in the past two years,” said Jim Rudolph, Rita’s Chief Executive Officer and Chairman of the Board. “The new facilities allow us to provide our new Franchise Partners with the opportunity to serve our guests as part of their training. In addition, the move provides a larger learning facility for the University attendees and our trainers.” Rita’s Cool University move and creation of the Cool University Store are part of Rita’s overall expansion project. The company has seen unprecedented growth in the past two years, hiring over 75 employees. As a result of the increase in staff and need for more space, the Cool Support Center—the company’s headquarters--is relocating to a larger office space. Effective April 16, 2007, Rita’s Cool Support Center will be moving to the Northbrook Corporate Center in Trevose, PA. ###About Rita’s Water IceRita’s Water Ice Franchise Company, headquartered in Bensalem, PA, is the largest Italian Ice concept in the nation, currently operating in 14 states with over 425 stores. Rita’s brand promise is Ice, Custard and Happiness™. The chain offers a variety of frozen treats including its famous Italian Ice, Old Fashioned Frozen Custard and layered Gelati as well as its signature Misto™ and Blendini™ creations. Rita’s was named one of the Top 25 Franchise High Performers by the Wall Street Journal’s ‘Startup Journal.’ For more information about Rita’s Water Ice, please call 1-800-677-RITA or visit www.ritasice.com

Tuesday, May 13, 2008

Francorp Clients - Pet Butler

Company Background
Pet Butler, founded in 1998 by Matt “Red” Boswell, has grown from a one-person
operation into a national company, with operations from coast to coast, and revenue of
over $3.5 million in 2007. A merger with Pet Butler of Central Ohio in 2006 extended the
company’s roots to 1988.
The family-owned company, based in the Dallas suburb of Frisco, Texas, is the nation’s
leading pet waste cleanup (poop scooping) service. Proudly billing itself “#1 in the ‘#2’
business,” Pet Butler provides professional pet waste cleanup and removal services for
individual yards, parks, HOAs and multi-family communities.
The company’s mission is to make life more convenient, enjoyable, and safe for pets
and their owners, and allow them more time to enjoy their pets, families, and yards. Pet
Butler accomplishes that mission by charging customers a small per-visit fee for its
technicians to collect dog and cat waste, carry it away, and dispose of it properly.
Pet Butler’s primary market includes pet owners in all geographic locations and socioeconomic
levels. Demand for Pet Butler’s services is constant, prompting most clients to
subscribe to ongoing weekly or twice weekly service, usually year-round. Unlike most
competitors, who may provide a pet waste cleanup service as a sideline to their pet
sitting, walking, or grooming services, Pet Butler specializes in the diligent cleaning and
safe disposal of pet wastes. To complement the cleaning and disposal, Pet Butler offers
additional services such as odor elimination, yard disinfecting, patio and deck cleaning
and training aids to keep pets out of specific areas and encourage them to eliminate in
others.
In late 2005, Pet Butler began an aggressive franchise program across North America,
and currently has nearly 100 franchises in 27 states. Its goal is 1,000 franchises across
North America by 2015, making Pet Butler a household name, synonymous with pet
waste cleanup and removal.
With an affordable franchise investment, Pet Butler offers its franchisees a turnkey
system for an immediate, effective business launch in their dedicated region. The
company maintains an advanced communications network (ARF) and proprietary webto-
mobile routing software (“Poop Net”) for franchisees, as well as a National Calling,
Billing, and Customer Support Center (“Poop Central Command”) to handle the
administrative side of franchisees’ businesses, freeing them to serve customers and
develop their businesses.

Friday, May 9, 2008

Fundraising

Little Lomans
By MEGHAN COX GURDON
May 9, 2008; Page W11
Wall Street Journal

There comes a moment in the life of every parent when the startling proportions of one's altered state are manifest. Only a few years ago, there you were, falling in love, getting married, and having a baby. Now suddenly you find yourself standing in your living room surrounded by boxes of scented candles or cookies or poinsettias that you somehow have to put into the hands of all the people who agreed to buy the stuff when you and your child went trolling for business months ago. Perhaps a line from the old Talking Heads song goes through your mind, "My God, how did I get here?"


M.E. Cohen
In the past 30 years, school fund-raisers that involve children going door-to-door, and parents selling to friends, co-workers and such automatic soft touches as grandparents, have spread across the country like lice in a second-grade class. As a result, American children have transmogrified into a vast, seething sales team, forever being asked by schools to push products. According to the Association of Fund-Raising Distributors and Suppliers (AFRDS), America's schoolchildren are now shaking down the populace for nearly $2 billion a year.
The ubiquity of the practice can be seen in the AFRDS finding that 80% of American adults last year "supported" at least one school fund-raiser. Some poor saps -- ahem -- contributed to nearly a dozen. A survey in 2007 found that 94% of elementary-school principals ran fund-raisers to supplement their budgets. For parents, fund raising has become virtually inescapable, whether their children receive public or private education, whether their neighborhood is white- or blue-collar. For their part, principals tend to use the money raised for science lab equipment, band uniforms and bonuses -- even teacher salaries.
Many schools rely on so-called turnkey fund-raisers, such as Sally Foster, a gift and wrapping-paper outfit, that induce children to sell products in order to win prizes ranging from plastic straws to iPods. One is reminded of the nice trinkets those Dutch gentlemen offered the Indians for Manhattan. The inducement for educators: Half of all Sally Foster sales go to schools. Other methods of rattling cash loose from adults include selling magazine subscriptions, candy bars, Christmas wreaths and frozen desserts.
School fund raising might once have had a character-building aspect -- and perhaps still awakens the sales superstar within the occasional 9-year-old -- but in the moist atmosphere of the American consumer hothouse, it has grown wild and sent tendrils in every direction.
Mary Anderson, a Washington mother who for five years ran the Sally Foster campaign at her children's parochial school, felt that she glimpsed the nadir this winter when a co-worker approached her with a costume-jewelry catalog. "The brochure," Mrs. Anderson said, "had been sent home with this woman's two-year-old by his daycare!"
Mrs. Anderson didn't want to buy any new baubles, but turning her co-worker down was especially awkward "because she'd been such a good customer for my gift wrap!" Saying no to the child of an acquaintance or friend can seem like failing a loyalty test. Other parents can get huffy if they've bought more from your kids than you've bought from theirs. Some mothers agree to mutual nonaggression pacts by determining ahead of time which items they will "buy" from each other's children after perusing the catalogs in their own homes.
Neighbors face delicacy of a different sort. The buyer, or, as we say in the children's retailing business, the "mark," has the option of either forking over cash for products she doesn't need or looking into the trusting, liquid eyes of an ardent young person, ruefully shaking her head, and saying . . .
"No, I don't need it!" expostulates suburban Washington mother Amy Freeman, wrathfully recounting what she wanted to say when two winsome children rang her doorbell a few months ago and held up the dreaded catalog. Within minutes, she'd caved in. "I felt hamstrung, pinched and cheap," she says. "It was only $23, but it felt like tithing. It felt like these sweet little dimpled hands were rummaging around in my wallet and I couldn't stop them."
The worst part of that anecdote, for me, is that those two little peddlers were mine. Yet I too have fund-raising scars, such as the one left in my checkbook after our eldest daughter sold $250 of novelties and I accidentally threw away the envelope full of money. Then there was the time our young son lost the slip of paper listing who in our neighborhood had already paid for tins of flavored popcorn. He and my husband spent several evenings trolling the streets like Ancient Mariners, bearding residents to ask whether they had purchased caramel, chocolate, cheddar or kettle corn.
Apart from principals being able to buy educational extras, can school-induced selling possibly be good for children? I doubt it. In fact, I suspect there's a link between these fund-raisers and the entitlement mentality rampant among teenagers and young adults. Unintentionally, American culture is encouraging children to move from entrepreneurialism to franchise operations . . . to panhandling.
When quite small, children might bestir themselves to mix a bit of sugar, water and lemon juice in order to grossly overcharge the neighbors for 50 cents a cup. Aw, a lemonade stand! How cute! Soon come the depredations of the bake sales, the magazine-a-thons, bike-a-thons, jump-rope-a-thons, the selling of pizza kits and geraniums and jewelry.
By the time children are in middle school they're seasoned (and sometimes cynical) veterans. Experience has taught that adults will pay cash for even the cheapest trinkets; that, moreover, many will tell them to keep the change. Little wonder, then, that anecdotes abound of children eventually dropping the pretense of offering any value for money and simply holding out their hands for loose change, like hobos.
One mother in a New York suburb was nonplussed recently to encounter a group of girls in front of the supermarket shaking down passersby so that their volleyball team could take a jolly excursion. Mortified mothers have discovered their small children going door-to-door, dunning neighbors, after observing older saleschildren at work. "What's worse, the neighbors actually gave my daughter money!" says Betsy Hart, a parenting writer in suburban Chicago who promptly marched her then-6-year-old back down the street to repay her creditors.
Happily, for adults who feel a tad oversupplied with "opportunities" to "support" America's schoolchildren, there is hope. Jon Krueger, spokesman for the AFRDS, says that with virtually every school in the country involved, fund-raising has "gotten to a point of saturation." In other words, it can't get any worse -- can it?
Mrs. Gurdon reviews children's books for the Journal.

Thursday, May 8, 2008

Francorp Blog

The Francorp Blog is a great place for Francorp clients and alliance partners to interact and discuss key franchising issues. This forum is used as a place for Francorp to discuss recent franchise news, franchise company information and client updates. Please visite the site at www.francorp1.com.

Monday, May 5, 2008

NonProfit Franchises

McNonprofit.
By McLaughlin, Thomas A.
Publication: The Non-profit Times
Date: Thursday, February 1 2001

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The growing power of franchises

The apparent products of franchises are etched in our consciousness. Mile after mile of strip malls and tacky signs. Endless come-ons and overuse of exclamation points. Deceptive advertising and shady operators. It's hard to imagine any business entity with a lower fondness quotient than franchises.
Yet the fact is that franchising has been one of the most powerful economic forces in our society in the past several decades. When franchises are seen solely as the cause of neon boulevards and cheap appeals to lowbrow tastes, their value as systems of business organization is being missed.
If franchising is so powerful, shouldn't nonprofits organize into franchise systems? Shouldn't nonprofits gain the benefits of local service delivery and national support structures? Shouldn't nonprofits find a way of building their values into a new model of business organization?
The answer to all of these questions is yes. In fact, nonprofits already do all of these things, they just don't use traditional business terms. Consider most of the names on The NonProfit Times' list of top nonprofits: The American Red Cross, YMCA, Salvation Army and Boys and Girls Clubs are just as much franchise operations as, well, McDonald's or Burger King. Moreover -- you heard it here first -- the issues of nonprofit franchise systems will be a major part of this field for the next decade or two.
It would help to define the terms. When saying "nonprofit franchise" it is any group of local or regional non-profit service providers operating within a single centralized and explicit framework. At a minimum, non-profit franchises consist of a recognizable "brand name," a coordinating entity (usually of the same name), and at least a handful of groups operating somewhat related programs and services. All of the groups mentioned earlier, and hundreds of others, fit this description.
The reason that nonprofit franchises are so important is that, as the nonprofit sector evolves toward collaboration -- not to mention the inevitability of an economic slowdown at some point in the future -- the incentive to deliver services within a larger framework will grow. Based on our work with many such organizations, we can say that the relationship between the coordinating entity and the various groups actually delivering the programs and services is poised to respond.

Typically in these systems there is a fundamental debate about the desired nature of the coordinating entity. Is it a trade association? An advocacy group? Or is it more akin to a traditional corporate office in the for-profit franchise world?
These are the wrong questions. The reason for the confusion is that these models are expressed in the language of for-profit business, while the nature of the task in nonprofits is different enough that we really don't have a term for it. The reality usually is that the coordinating entity performs one or more of these functions, but to slot it narrowly as one of these models is incomplete and misleading.
The new logic
Instead of attempting to shoehorn nonprofits into for-profit models, let's try to work through the logic of the nonprofit franchise relationship. A good starting point would be the nature of the exchange between the local organizations and the coordinating entity.
Rather than considering things like member dues or whether the entity is a trade association or lobbying arm, start with a fundamental assumption: the enduring relationship has to be an exchange of value. Local service providers -- also called affiliates, chapters, members, etc. -- pay dues to the coordinating entity; What do they expect in return for the money?
The most obvious thing is the right to use the franchiser's name. This transaction would be considered a licensing fee and would typically be calculated at 0.5 percent to 7 percent of total revenues in a for-profit context. It also means that one cannot characterize the nonprofit equivalent as a trade association, because pure trade associations are more or less random groupings of entities that create an entity to work exclusively for their own benefit. Trade associations do not require -- nor do they want -- members to use the same name for business purposes.
As funders emphasize performance and outcomes they will almost certainly come to rely on established systems to define and determine their own outcomes and quality delivery systems. Brand names swill then become far more important.

Each of the franchise-like groups in The NonProfit Times' top 100 list boasts a strong brand name. The right to use that name locally means a great deal to affiliates, so the first value that the coordinating entity can offer is the protection and development of the brand name. They pay dues to protect, preserve and promote the name and the marketing advantages that come with it.
Beyond that it gets tricky. The role of advocacy is a classic example. Theoretically, the coordinating entity could advocate with the public for general awareness of the cause, or it could advocate with the federal government or on the local level.
However, public advocacy is best carried out by single, often nationwide organizations. Only the second and third types of advocacy work well in a nonprofit franchise system, because most are composed of service providing members and in this kind of relationship the only viable, sustainable advocacy is on behalf of the members.
Standards of service are another area where nonprofit franchise systems can bring tremendous value, even if most such systems have been slow to realize the potential. An inherent problem with many nonprofit services is the lack of agreement over the definition of the services, let alone the quality with which they are delivered. Nonprofit franchise systems are the only player with widespread leverage and a vested interest in ensuring quality services.
The final and possibly most important area in which nonprofit franchises are creating new models is in governance. Governance is about power and control, and in a for-profit franchise there is not usually much question that it's the franchiser that has the ultimate legal and financial power, even if sometimes the franchisees have a lot of economic power.
But in most nonprofit franchises the members are free-standing nonprofit corporations, just like their coordinating entity. Since there are no owners of nonprofits, authority is diffuse and subject to shifts, which is a nice way of saying that, governance matters can be more about politics and personalities than about measurable outcomes.
For this reason nonprofit franchises are most decidedly uncorporate-like. Decision-making can be slow and skewed toward unrepresentative factions or concerns. Board members can be deeply conflicted about their roles, or out of touch with local concerns. Deciding not to decide can become a popular decision.

Much of this confusion is structural in a nonprofit setting, but the negative effects can be minimized by a relentless focus on strategy. This is why months-long planning processes and widespread participation are integral elements of using strategy to unify and focus the effective nonprofit franchise system.
Parenthetically, one of the areas where nonprofit franchise systems' coordinating entities are not going to excel is in administrative support to members. Most often, the greatest concentration of administrative excellence is in the members themselves, not the national office. Yet even here nonprofit franchise systems' coordinating entities will have an impact as they become brokers and facilitators of member collaboration. The net effect will be to strengthen their systems' overall administrative capacities and therefore their economic clout in the outside world.
Nonprofit franchise systems are already established, even though we don't usually recognize them in this way. What's more, they are poised to be a dominant factor in services for the next decade or two. And they'll do it without a single neon sign.

Thomas A. McLaughlin is a non-profit management consultant with BDO Seidman, LLP in Boston. He is the author of "Nonprofit Mergers and Alliances: A Strategic Planning Guide" and of the soon-to-be-published "Trade Secrets for Nonprofit Managers."

Good Article From Jeff Elgin

Buying a Franchise
Lay-offs mean opportunities for new franchisees.

One of the most significant trends in franchising over the past 15 years is the emergence of ex-corporate executives as new franchisees. This trend began in earnest with the downsizing of the early '90s, and has continued steadily--corporate layoffs of white-collar workers have become a way of life in large companies.

This is actually exciting for franchisors, because the pool of potential franchisees isn't only larger--it also contains many people with extensive management experience. Many of these prospective franchisees also have significant capital available due to severance packages or simply via years of earning high salaries (read "Executive Decision").

Yet from your perspective, there are certain dynamics of being a franchisee you should be aware of. Your experience as a franchisee running a small business will probably be light years away from the world of being an executive in a Fortune 100 company.

If you're an ex-executive considering becoming a franchisee, realize that, in a franchise operation, you won't have large budgets and staff personnel to support you. You need to make decisions much more rapidly and almost always without having complete information at your disposal. The risks of making a mistake may be much smaller in a financial sense, but they're also far more personal, since it's your own treasure that's at stake.

It's essential that you communicate well with your franchisor and understand clearly what your role will be as a franchisee. Failure to do so could seriously jeopardize the chances of you being happy and successful as a franchisee.

Your first decision in making the transition between corporate employee and franchisee is whether you want a "standard" or an "executive" franchise business. Both can be great, but they're quite different in terms of the role you'll play.

In a standard franchise business, you'll be very involved in the daily operation of the unit. You can expect to spend a significant amount of time working at the physical location of the business or trying to increase business through marketing or sales. This is very much a hands-on role, and you'll probably work harder than you have in quite some time, especially during the first few years.

The standard franchise can be quite exciting and rewarding if you're an executive who's tired of all the bureaucracy, committees and decision levels involved in a large corporation. This gives you the ability to personally control and drive the business and make decisions on every level, and on an immediate basis. You can also interact with your customers and know from first-hand experience what makes the cash register ring. The downside is that in addition to being the CEO of such a business, you'll have to take on potentially every other role, from the janitor on up. Expect to get your hands dirty in this type of franchise.

In an executive franchise, your role is much more indirect--you work through others to drive the success of the operation and usually have very little, if any, interaction with customers. In this type of franchise, typically managers or other key employees actually run the business operations, while you supervise the managers and key employees.

The advantage of an executive franchise business is that it's tailored to match the corporate experience you're familiar with. It feels comfortable, because it's how you're used to working to achieve results. The downside is that, just as in corporate America, if your subordinates don't perform, the responsibility ultimately rests with you (and in this case, failure has a very personal financial impact).

There's no right or wrong answer as to which type of franchise is best for you. This is a personal choice based on your individual desire, but it's very important that you understand the distinction and the role you'll play in any business you choose (read "The Golden Ticket").

Some other factors you should consider when making your decision include:

The type of employees you want to work with. Some franchise businesses feature large numbers of minimum-wage employees; others have fewer or higher skilled employees. Consider the types of employees you can most effectively manage and work with in choosing a franchise that'll match up well for you.
The hours you want to work. You need to be involved in the business during the high-volume periods. Many retail franchise businesses do most of their volume during the evenings and weekends, yet you may be used to having your evenings and weekends free. This is a very important point you need to resolve--otherwise, you'll probably experience a great deal of anxiety once the excitement of the new business wears off.
The franchise's potential for larger than normal operating margins. Such businesses are simply more forgiving of mistakes and, despite whatever success you're used to having, starting any new business is going to involve making some mistakes. Many of these potentially higher margin franchises are in the service or sales sectors, though you can also find such opportunities in retail or food if you research carefully.
If you're a displaced executive, take heart: The franchise industry represents a great potential opportunity. The secret to making the transition a positive and successful one is to figure out what you want from a business and to gather all the information you need to ensure the franchise you buy is the right one for you. If you do that, you should be well on your way to a better and more rewarding life.

Jeff Elgin is the "Buying a Franchise" coach at Entrepreneur.com and has almost 20 years of experience in franchising, both as a franchisee and a senior franchise company executive. He is currently the CEO of FranChoice Inc., a company that provides free consulting to consumers looking for a franchise that best matches their needs.

Saturday, May 3, 2008

Jiffy Lube

Jiffy Lube International Honors Peak Performing Franchisees at 29th Annual Convention & Trade Show

Media Contact:
Virginia Sanchez, 713-546-6272 Virginia.Q.Sanchez@shell.com
Emilie Valle, 617-939-8319 evalle@coneinc.com

Franchisees Honored for Exceptional Results Over Past Year

HOUSTON, April 10, 2008 - STC Management LLC, owned by Bob Sanders, Dusty Shipley, Gene Tunelle and Chris Burns, was named Franchisee of the Year at the 2008 Jiffy Lube International Convention & Trade Show. The winners were honored along with other outstanding franchisees and employees at the four-day conference held in Colorado Springs, Colo. last month. All winners exemplified the 2008 Convention theme of Mission: Peak Performance.

Based in Woodbridge, Va., the owners STC Management, LLC were recognized for optimal sales performance, successful implementation of new systems to improve its business and accomplishments in the areas of training and certification. The honorees also actively particpate in their community with local programs including a high school safe driving program and breast cancer awareness initiatives.

"It brings us great pleasure to present STC Management, LLC with this prestigious award because they embrace and live the values of the Jiffy Lube brand and consistently perform at a high level," said Luis Scoffone, president of Jiffy Lube International. "Bob, Dusty, Gene and Chris ensure their employees receive great training, arming them with the skills and tools needed to be successful. And they continually strive to provide an enjoyable and memorable experience for their customers."

Peak Performers Recognized

Jiffy Lube International recognized many other exceptional franchisees during the annual President's Dinner. The Presidential Recognition Award, given to a store manager for outstanding achievement in training, operations and customer service, was presented to Rex Ransom with Orman, LLC. The Harold Burney Award, honoring a franchisee who has shown hard work and dedication to Jiffy Lube and fellow franchisees, was awarded to Keith Mortensen with Lubricar, Inc for his collaborative spirit and willingness to test new systems.

The Arlene Karlson Heart and Soul Award honors a late franchisee known for her compassion for her employees and meaningful contributions to the community. The award, presented annually to a franchisee that exemplifies the admirable qualities and spirit that Arlene possessed, was given to Marc Fanticola of MC LLC. Fanticola created "Matthew's Fight for Sight," a program that raised more than $100,000 to fight retinoblastoma, a rare cancer of the eyes that afflicts children.

Two franchisees were also recognized for stores with the highest vehicle counts for 2007. Tom Hoffman, Sr. and Tom Hoffman, Jr. with Hoffman Development took the third and second place awards, while Tom Ito, Jean Ito and Myles Tsukamoto with Hawaiian Jiffy Inc. were presented with the first place award.

"We're proud of all of our franchisees for their remarkable accomplishments," said Scoffone. "Their proven dedication to their service centers, employees and customers continues to enhance the Jiffy Lube experience, and we're honored to have them in our system."

District Managers of the Year

The East and West District Managers of the Year were recognized by Jiffy Lube Association of Franchisees (JLAF) President Jerry Conway. Conway presented Scott Lytton with the Eastern Region District Manager of the Year and Skip Agate with the Western Region District Manager of the Year. Each was acknowledged for his business knowledge, personal attention to and support of franchisees within his district.

Additional awards and categories included:
People: Kirk Umphrey of Lube Management Corporation was recognized for the great benefit programs he offers his employees.
Customer Excellence: Joel LaMothe with AFML, Inc. was recognized for his high percentage of customer returns and reputation for outstanding customer service.
Operations: Dave Griffin with Griffin Fast Lube, LLC was recognized for his strong commitment to training, certification and compliance with Jiffy Lube standards.
Fleet Growth: Chad Weisbeck with Bronco Lube, LLC was recognized for his incredible local fleet sales growth.
Facilities: Jeff and Wade Gordon with J&G Lubrication Company were recognized for the exceptional interior and exterior appearance of their service centers and customer-focused amenities.
To find your local Jiffy Lube location, visit Locations.JiffyLube.com.

Note to Editors:
Photos of award winners are available upon request.

About Jiffy Lube

Jiffy Lube International, Inc., with more than 2,200 franchised and company-owned service centers in North America, serves approximately 27.5 million customers each year. Jiffy Lube pioneered the fast oil change industry in 1979 by establishing the first drive-through service bay, providing customers with fast, professional service for their vehicles. Headquartered in Houston, Jiffy Lube International Inc. is a wholly owned, indirect subsidiary of Shell Oil Company. Visit www.jiffyLube.com to learn more about Jiffy Lube and vehicle care.

Disclaimer statement:

This announcement contains forward-looking statements, that are subject to risk factors associated with the oil, gas, power, chemicals and renewables business. It is believed that the expectations reflected in these statements are reasonable, but may be affected by a variety of variables which could cause actual results, trends or reserves replacement to differ materially, including, but not limited to: price fluctuations, actual demand, currency fluctuations, drilling and production results, reserve estimates, loss of market, industry competition, environmental risks, physical risks, risks associated with the identification of suitable potential acquisition properties and targets and the successful negotiation and consummation of transactions, the risk of doing business in developing countries, legislative, fiscal and regulatory developments including potential litigation and regulatory effects arising from recategorisation of reserves, economic and financial market conditions in various countries and regions, political risks, project delay or advancement, approvals and cost estimates.

Please refer to the Annual Report on Form 20-F for the year ended December 31, 2004 (as amended) for a description of certain important factors, risks and uncertainties that may affect the Shell Group's businesses. Neither Royal Dutch Shell plc nor any member of the Shell Group undertakes any obligation to publicly update or revise any of these forward-looking statements, whether to reflect new information, future events or other information.

Moe's - Focus Brands

MOE’S SOUTHWEST GRILL ENERGIZES FRANCHISE GROWTH
FOLLOWING RECENT ACQUISITION
FOCUS Brands’ Advanced Resources Set Stage for 75 New Restaurants
ATLANTA, Ga. – Moe’s Southwest Grill, a 2007 Top Ten Growth Chain according to
Restaurant Hospitality and Technomic, is prepared for vigorous franchise growth
following its recent acquisition by FOCUS Brands,® Inc with the same flavor and energy
found in its more than 370 fast-casual restaurants.
Propelled by the resources and expertise of its new franchisor and operator, FOCUS
Brands, Inc., which operates more than 2,100 ice cream stores, bakeries, restaurants,
and cafes worldwide, Moe’s Southwest Grill is well poised to reach its impressive goal of
signing 100 new deals and opening 75 new restaurants by the end of 2008.
“Moe’s growth will be backed by more resources than ever before,” said Steve
Romaniello, President and CEO of FOCUS Brands. “In addition to the newly built Moe’s
R&D kitchen, we have added resources in real estate, purchasing, international and
licensing. We’ve got something special with Moe’s and we intend to share it with as
many people as possible.”
Company executives say recent brand initiatives, including the introduction of meal
combo deals and a new menu board, have further strengthened Moe’s marketplace
potential. Other Moe’s successes in 2007 included the opening of the first international
unit in Canada and launching the concept’s first ever limited time offer.
“The Moe’s concept lives in a segment – fast-casual Mexican – that is experiencing
exponential growth,” said D’Wayne Tanner, Vice President of Franchise Sales for Moe’s
Southwest Grill. “The momentum we’ve built over the past year has generated record
interest in our concept among prospective franchisees. While the market is competitive,
the strength of the brand, coupled with the core competencies of FOCUS Brands,
positions Moe’s with what it takes to dominate the multi-billion dollar fast-casual dining
segment.”
Ranked #9 on Fast Casual magazine’s 2008 Top 100 Movers & Shakers list, Moe’s
enjoys a solid presence in 36 states and is best known for its “Welcome to Moe’s”
greeting, vibrant décor and fresh made-to-order southwest fare including the uniquely
named Homewrecker burrito, Closetalker salad and John Coctostan quesadilla.
Each Moe’s location is approximately 2,500 square feet, employs an average of 25 staff
members, and seats approximately 80 guests. Operating hours vary by location.
About Moe’s Southwest Grill
Moe’s Southwest Grill is the neighborhood burrito place offering flavorful Southwestern
fare with a healthy twist. With over 360 locations across the country, Moe’s Southwest
Grill serves only the freshest ingredients prepared right before your eyes, including the
Homewrecker burrito, the Billy Barou nachos, and the Closetalker salad, in a fun and
welcoming atmosphere. Founded in 2000, Atlanta-based Moe’s Southwest Grill is
ranked the #1 fast-casual chain based on change in system-wide sales according to
QSR Magazine and the #2 fast-casual chain under 300 units in 2006. For more
information, visit www.moes.com. For franchise inquiries, contact D’Wayne Tanner at
dtanner@focusbrands.com (615) 776-1685.
About FOCUS Brands Inc. ®
FOCUS Brands Inc. is the franchisor and operator of over 2,100 ice cream stores,
bakeries, restaurants, and cafes in the United States, the District of Columbia, Puerto
Rico, and 32 foreign countries under the brand names Carvel®, Cinnabon®,
Schlotzsky’s®, Moe’s Southwest Grill®, and the franchisor of Seattle’s Best Coffee® on
military bases and in certain international markets. Based in Atlanta, the primary
objective of FOCUS Brands is to “FOCUS on making people happy.” Please visit
www.focusbrands.com to learn more.

Coca-Cola Franchising

Interesting franchise story, some don't realize that Coca-Cola is also a franchise company. By shipping their prized syrup to franchisees who mix the ingredients with water and carbonation, they decrease shipping and distribution costs while increasing their management's effectiveness through franchise owner operators in different parts of the world.

The Coca-Cola Company (NYSE: KO) is the world's largest beverage company,largest manufacturer, distributor and marketer of non-alcoholic beverage concentrates and syrups in the world, and one of the largest corporations in the United States. The company is best known for its flagship product Coca-Cola, invented by pharmacist John Stith Pemberton in 1886. The Coca-Cola formula and brand was bought in 1889 by Asa Candler who incorporated The Coca-Cola Company in 1892. Besides its namesake Coca-Cola beverage, Coca-Cola currently offers nearly 400 brands in over 200 countries or territories and serves 1.5 billion servings each day.

The company operates a franchised distribution system dating back to 1889 where TCCC only produces syrup concentrate which is then sold to various bottlers throughout the world who hold an exclusive territory.

The Coca-Cola Company is headquartered in Atlanta, Georgia. Its stock is listed on the NYSE and is part of DJIA and S&P 500.

Ford Motor Company

Ford is one of the world's largest franchise networks. Initially the company sold cars directly to the consumer, but it became clear that the customer needed more services than Ford could provide from an all company owned approach. So the Ford sold franchised dealerships to local business people around the country who could sell and service customers in their local areas. Now all car manufacturers utilize the same strategies to get their products to the broad market of buyers they serve.

History

History of Ford Motor Company

Ford was launched in a converted factory in 1903 with $28,000 in cash from twelve investors, most notably John and Horace Dodge (who would later found the their own car company). During its early years, the company produced just a few cars a day at its factory on Mack Avenue in Detroit, Michigan. Groups of two or three men worked on each car from components made to order by other companies. Henry Ford was 40 years old when he founded the Ford Motor Company, which would go on to become one of the world's largest and most profitable companies, as well as being one to survive the Great Depression. As one of the largest family-controlled companies in the world, the Ford Motor Company has been in continuous family control for over 100 years.

About Ford Motor Company Today:
Ford Motor Company, a global automotive industry leader based in Dearborn, Mich., manufactures or distributes automobiles in 200 markets across six continents. With about 244,000 employees and about 90 plants worldwide, the company's core and affiliated automotive brands include Ford, Lincoln, Mercury, Volvo and Mazda, and until completion of their sale, Jaguar Land Rover. The company provides financial services through Ford Motor Credit Company. For more information regarding Ford's products, please visit www.ford.com.