Episode Transcript
[00:00:09] Speaker A: Welcome to the Clear Impact Podcast, brought to you by PGTI University. Thanks for joining us today. My name is Sherry Connor and I am your host.
[00:00:24] Speaker B: So, good morning. We are here on the Clear Impact Podcast and we are doing a special episode today with Mike Troutman and Chris Coperna. And so welcome to the studio.
[00:00:37] Speaker C: It's great to be here. Appreciate you having us in.
[00:00:39] Speaker B: So thanks for making some time. You guys are in from Harrisburg, and we are specifically going to be talking about the OSHA VPP program.
And I know this is a big thing with our new ownership, and we're excited to learn more about what that actually is. But before we dive into the topic about OSHA and vpp, I want to just get a little bit of an intro for you guys. So, Mike, we'll start with you. Tell us a little bit about you, your role, your responsibilities, maybe how long you've been with the company and whatever else you want to share.
[00:01:12] Speaker C: So I've been with mitre brands since 2013.
[00:01:15] Speaker B: Okay.
[00:01:16] Speaker C: I'm the VP of EHS Excellence, and that gives me responsibility for the entire business. So I get to work with everybody. And we do have an amazing team. And that's really why I get out of bed in the morning, because I get to work with some pretty awesome people. We do cover environmental. We cover safety and health, obviously, and the health piece wasn't real big until Covid, but, you know, that's just kind of all part of it. And thankfully, and hopefully we don't have that again.
[00:01:44] Speaker B: Right. And so you're out of Harrisburg?
[00:01:47] Speaker C: I am. I'm based out of Harrisburg, and I don't spend a lot of time in Harrisburg because I spend it with the facilities. Quote by Pete De Soto, which is pretty cool, is you can't manage from behind a desk. And I agree with that 100%. You go out and you see people at their level and what they're dealing with on a regular basis.
[00:02:02] Speaker B: Yeah, that totally makes sense. I love that philosophy. Okay, Chris, tell us about you.
[00:02:07] Speaker D: Yeah. Chris Caperna, EHS Director. I have oversight of the east. So which that involves Pennsylvania, Michigan and Texas.
And I'm a little over 31 plus years with the business.
[00:02:22] Speaker B: Wow.
[00:02:23] Speaker D: I've seen a lot. And again, we're focused on people being in the EHS environment. So we're out and about a lot, obviously on the floor and making sure our team's safe. And that's part of this VPP program.
[00:02:36] Speaker B: Awesome.
[00:02:37] Speaker D: This is ensuring we're doing the right thing for our team.
[00:02:39] Speaker B: And one of the things that you're excited about in your trip down here is finding some shark's teeth, Right?
[00:02:44] Speaker D: True story. Yes. I'm a very big everyone that knows me. I'm a very big artifact hunter, so it's something I enjoy to do.
[00:02:52] Speaker B: Yeah, well, we've had some stirring in the Gulf waters this season, so who knows what you're gonna find out there, but best wishes on that.
[00:02:59] Speaker D: Well, thank you.
[00:03:01] Speaker B: So I did just a smidge of reading about osha. So OSHA are the big bad enforcers of making sure people are safe in the workplace. And, you know, if you have more than 10 employees, right, they can show up at your job site or your workplace. They can fine you if you're not doing things properly and safely. So they have a very negative kind of feel like, oh, osha, you know, big bad enforcers. And so the voluntary protection program is that like, okay, we want you to come in, we want you to inspect our facilities. Okay, so tell us about how that started and what that looks like.
[00:03:40] Speaker C: So going back all the way to 1982, and believe it or not, in California, there was a program that was at that time adopted and then adopted nationally, where. You're exactly right, OSHA had the black hat mentality where they were coming in with a stick and they were going to beat you into compliance, so to speak. But there was no other outreach side to that. And today there is an outreach side to that, and that started in 1982. And they call that OSHA's voluntary protection program. There's also a Sharp program as well, which, again, pretty robust, and gets team members involved in that. And that's a piece of this too, is the team member engagement. If they're not involved in the program, it's not going to work.
[00:04:24] Speaker B: Right. So how did MITRE brands get started with that? Like, where did that begin? Chris, you want to answer that one?
[00:04:29] Speaker D: Yeah. So when we had a bit of a downturn in 08, I kind of took over safety and I was reaching out to our neighbors who were a VPP site at that time, a STAR site. That is. There's three levels of vpp. So obviously star, merit and conditional are those three. And star being the most prestigious.
And I was reaching out to the neighbors because they were a STAR site and that's where I wanted to take our program. So we worked together, and then obviously my Mike Troutman came aboard and we started running with that mentality to make sure that we're doing the right things for our team. So we wanted to ensure we had the best program and we had all of our safety and health programs in place and doing what we say we're going to do from the top down. So we started putting a plan together, really enforcing and looking at safety protocols in our sites because we deal with glass machinery and a lot of pit equipment, which is just powered industrial truck equipment. And those three things as something would happen, it's probably going to be bad.
[00:05:37] Speaker B: Yeah.
[00:05:38] Speaker D: So we really started focusing on those and we started driving down incident rate and lowering our comp costs and things of that nature and keeping our team safe. And that's what it's about at the end of the day. And you know, that led us to the program. And there are certain criteria to reach those programs and one of those is obviously having an incident rate lower than industry average.
[00:05:59] Speaker B: Okay.
[00:06:00] Speaker D: So they base that off the North American classification system, which is commonly known as our NAICS code. So our NAICS code is set at a certain level by the bls, the Bureau of Labor Statistics. So that in itself gives us a number, I guess a format to start with.
[00:06:18] Speaker B: Right, sure.
[00:06:19] Speaker D: And our goal is to be half of that as far as industry average.
[00:06:23] Speaker B: So just curious, what is the industry average of incidents in like, like a fenestration manufacturing space?
[00:06:30] Speaker D: Sure, great question. So our next code is 326199, which is all other plastics is what we're classified as. And the current rate for BLS system is a 3.8. And we currently has a business are sitting at 1.63.
[00:06:47] Speaker B: Okay, what does that mean? What is 3.8? Is that like 3.8 incidents per thousand employees or per year? Per hundred.
[00:06:56] Speaker D: It's per hundred and it's based off like one individ would work or 100 individuals would work 200,000 hours. So you take that calculation and then you divide it by the number of incidents, then it gives you your incident rate.
[00:07:12] Speaker B: Yeah, I mean I'm like a fifth grader when it comes to the math and technical side of things. So if I can follow it, then the general audience can too.
[00:07:19] Speaker C: So if there's 100 people. So 3.9 of them are gonna be injured is what it boils down to when you're doing the math. The hours are what's worked in an industrial setting for those folks. And that's how you come up with that rate. But basically if you have 100 people in a room, 3.9 of them are going to be injured and that's the outcome for the industry.
So you're trying to avoid that, obviously you're trying to Beat that. And generally, if you're a vpp, you're doing half that industry average. That's the attractiveness to the program. You're not injuring the talent that's making you successful out in the marketplace. You're keeping that talent working and ready for the opportunity. So obviously that becomes very attractive to us as well. Well, and additionally, your comp costs go down too, because if they're not being injured, you're not spending money on injury care, if you will.
[00:08:12] Speaker B: Right.
[00:08:13] Speaker C: And that money can then be put into other things. And that could be equipment upgrade, that could be increases for team members. That could be a lot of different things.
[00:08:20] Speaker B: Sure.
[00:08:21] Speaker C: Keeping that opportunity real for everybody is really important as we move forward with this.
[00:08:26] Speaker B: Well, and just knowing that you're working someplace where that is the top of mind for your leadership and that you're not going to just be thrown out there into some kind of an environment where you're risking your life.
[00:08:38] Speaker C: We do have a lot of people that work in our business that their sons and daughters join us. And what an outstanding honor to have those folks join us in the business and trust that, hey, I can bring my kids into the workplace.
[00:08:54] Speaker B: Right.
[00:08:54] Speaker C: And I know they're gonna be okay. I know they're gonna work safe and they're gonna get home every night and I'm gonna see them.
[00:09:00] Speaker B: Right.
[00:09:00] Speaker C: That's exactly what we're shooting for here. And it is. I mean, we see multiple generations as we're going around visiting the locations.
And again, what an honor to have them work side by side with their parents.
[00:09:13] Speaker B: Wow, that's a really great way to look at it. Like, do I want my kid working here? Like, that is a whole different mentality than let's just get the product out the door and do it at any cost, at any price. And, you know, people are just replaceable. That is absolutely not the mentality.
[00:09:31] Speaker C: True story.
[00:09:31] Speaker B: Oh, I love that.
[00:09:33] Speaker D: Yeah. There's a lot of family as well that works there. And again, at the end of the day, there's a lot of individuals relying on our team to come home every day.
[00:09:44] Speaker B: Yeah, well, because we come here to do our job. Right. But we have a whole life outside of that. And if you're injured and incapacitated, even if it's a short time of recovery, it's still a quality of life. Right. You're not going to be able to go on the vacation and you're not going to be able to go play with your kids in the yard or even I need to carry groceries in, like, Just the practical things. So that's awesome. I love that.
[00:10:10] Speaker C: There's some pretty cool things that, when you think about it, your kids will never tell you this, but they count on you to be there at high school graduation.
[00:10:18] Speaker B: Yeah.
[00:10:18] Speaker C: They count on you to be there for when they're getting married and maybe walking the daughter down the aisle, just sitting in the front row, being the proud parent.
[00:10:26] Speaker B: Right.
[00:10:27] Speaker C: And same thing with college graduation. The first child comes along, they count on that. But they're never going to tell you that.
[00:10:34] Speaker B: Yeah.
[00:10:35] Speaker C: And being able to be at all of those things. Life's hard enough as it is. Let's not get hurt at work.
[00:10:41] Speaker B: Exactly. All right. So, Chris, do you want to talk about the four tenets?
[00:10:45] Speaker D: Sure. Absolutely. So as this program evolves, and VPP being the voluntary protection program, there's four main principals that lead this program. And obviously the first one, and they're kind of in order, if you will, is management leadership and employee involvement.
[00:11:04] Speaker B: Okay.
[00:11:04] Speaker D: Without those two things obviously in place, and the team has to be engaged or these programs don't work. Because at the end of the day, it's about our team, about keeping our team safe. And to do that, we need to have the support from the leadership at every site. And we do. And we're very grateful that we have that, because we all see the value in keeping our team safe. And as Mikey alluded to earlier, that is our talent. They are the individuals that are doing the work every day, building the product and following our rules and procedures and policies that we have in place. And then we go to the next principle, which is worksite analysis. Are we keeping our worksite safe? Are we making the environment safe for our team to be there? Are we keeping everything in order? We're not putting any of our team at risk doing a job that we haven't really evaluated.
And so then it also comes into hazard prevention and control. How are we containing those hazards? How are we guarding our equipment? How are we putting controls and processes in place to ensure the safety of our team as we keep evolving into robotics, if you will? You know, there's a lot of moving pieces. A lot of our team is not used to working with robotics as they come into our workforce. So we need to make sure that we are guarding it to the best of our capability capabilities.
[00:12:27] Speaker B: Sure.
[00:12:27] Speaker D: And then the last one, obviously, is safety and health training. Are we giving our team the tools to succeed? Are we making sure they understand why we do what we do as far as putting guarding on equipment and ensuring. Here's why. We are guarding this.
[00:12:43] Speaker B: Right.
[00:12:44] Speaker D: Like the understanding of it. Are they being trained to understand the principles of what we are doing with our equipment, why we have these processes in place and procedures and things of that nature? So those are the four elements, if you will, of vpp.
[00:13:02] Speaker A: We are sharing our expertise around all topics relating to the window indoor industry. Whether you are a customer selling our products or a homeowner doing research, the Clear Impact podcast provides helpful content that makes an impact. Subscribe today wherever you listen to podcasts.
[00:13:19] Speaker B: Yeah, I mean, if there's a safety switch there, it's there for a reason, you know, so.
[00:13:24] Speaker C: Absolutely.
[00:13:25] Speaker B: I mean, my dad's a farmer. He disables those things right away. I'm like, what are you doing? And then he smashed his hand and had like major surgery and broken bones. And I'm like, you know, they put those things there for a reason, dad. And he's like, yeah, but it was slowing me down. And Murr Merr Mer. And I'm like, okay. And so then, you know, three months later, he had a broken hand because a thing fell on his hand because he had disabled the safety on it. And now he's an old farmer. So that's a mentality that's hard to shift. But when you're employing people, then you take on that responsibility for them on their behalf. Right.
[00:13:57] Speaker C: So that's the experience you bring into when you come to work every day. Not everybody has that experience. And myself growing up on a farm, I can appreciate that a lot. But we have a lot of folks that did not grow up on a farm. They come in and to Chris's point, they're working with mechanized equipment. They have no idea that, hey, if I put my finger there, I'm not going to have my finger.
So we've really had to step things up and guard things more than we ever have. And when he was talking about the safety and health training, part of that too is we're hoping they're not just doing that on the job, they're also taking that home as well.
[00:14:33] Speaker B: Sure.
[00:14:34] Speaker C: And we're seeing more and more of that. And it's pretty cool. You know, they're wearing headsets while they're mowing the grass because they realize the noise is pretty high and it's going to impact their hearing, their long term hearing.
[00:14:45] Speaker B: Sure.
[00:14:46] Speaker C: So it is pretty impressive to start to see that benefit come out of that as well.
[00:14:50] Speaker B: Yeah, it's a whole culture shift, really.
[00:14:53] Speaker C: Absolutely.
[00:14:54] Speaker B: Okay, so how many sites do we have? Like, I don't even know. Yep.
[00:14:59] Speaker C: So we have 21 sites.
[00:15:01] Speaker B: Okay.
[00:15:01] Speaker C: And as of today, we currently have five locations that are VPP Star. Oh, so wow, top of the list. But additionally we have one that just put an application in at Flower Mound, Texas. So that one is going to be going through it pretty directly here.
[00:15:15] Speaker B: Okay.
[00:15:16] Speaker C: We are working with the OSHA folks, which is a state run program out in Tacoma, Washington and they are also going to be putting in their application. But again, it's a little bit different process because it's a state run program and you do have a difference as you go across the United States. You have a federal program or a state program and the state generally is usually a little bit more robust than the federal program because that's part of how they wrote the regulations way back when. But following that, we also have a Temperance, Michigan site that is getting ready as well for 2025. So there's actually a roadmap and a plan to bring all of these locations into the VPP Star program.
[00:15:58] Speaker B: Oh.
[00:15:58] Speaker C: With the full support of the leadership team and really proud of that piece of it. But even more proud for the team because as each of these locations goes through the process and they earn that star, that's pretty darn impressive. But also even more impressive is after their first initial, there's three years and they go back through for recertification. And to see them get recertified because it hasn't dropped off, it hasn't been the flavor of the month. It isn't, hey, we made it to the mountaintop. Now we got this. It is, hey, this is important to us and we're improving and making it better every day.
[00:16:36] Speaker B: Sure.
[00:16:36] Speaker C: So the three year is, hey, now, come on back in, we're gonna show you what we're even doing. Better yet. And then from there they go into a five year cycle. So pretty excited that we have not lost any ground. And again, that's a testament to the teams that are out there and the locations and the leadership.
[00:16:51] Speaker B: Wow. So is this a common thing? Like do a lot of people get VPP?
[00:16:56] Speaker D: Yeah. So across the United States, there's basically 12 million work sites and the last number that I have seen that are VPP star sites are1976 sites. So if you do that math.
[00:17:10] Speaker B: Hold on, let me do the math. I'm not doing that in my head.
So 1976 divided by 12 million, correct? Oh, yeah, it's minus four digits. So yeah, it's, it's very, very prestigious.
[00:17:25] Speaker C: Very small percentage, pretty prestigious group, pretty elite club, if you will.
[00:17:30] Speaker B: Nice.
[00:17:31] Speaker C: And hate to use that term as club, because the folks that get there earn it and live it every day, and that's pretty exciting for us.
[00:17:40] Speaker B: Well, and that goes to show the support of the leadership. Right. Because if it wasn't important, they wouldn't allow you the resource and the time and the energy that it takes in order to meet that. Right. Because as part of the training, like multiple languages and all of that, like, that's a heavy lift to make sure that every single person in every single position knows exactly what to do and how to do it safely, and then to go above and beyond what's minimal and then to deal with, hey, there's a new machine coming in. Okay. We just spent half a million dollars on this Robo Glazer. But what happens if you get too close to that thing? Okay. It's going to knock you out.
You got to be careful. Those things move and they're big and they're heavy and they don't stop because you're in the way. They just keep going. So that's a huge testament to the leadership of this organization that sees the value in that and recognizes that this is going to take some work and says, hey, run with it. That's amazing. That's impressive.
[00:18:34] Speaker D: It is. And we're to the point where our engineering team and our leadership team, when they are looking at new equipment, they involve us in that process.
[00:18:44] Speaker B: Oh, nice.
[00:18:45] Speaker D: So we are able to hopefully get all the loose ends tied up on the EHS side and safety side for our team before we bring that piece of equipment into our sites.
[00:18:56] Speaker B: That's so much easier than trying to work it out later.
[00:18:59] Speaker D: Absolutely.
[00:18:59] Speaker C: True story.
[00:19:00] Speaker B: Wow, that's awesome. I know. I've seen our EHS team involved because we've had some new equipment come in over the last year or so, and I've watched them down and around and observing and making sure. And even as we move equipment around, they're making sure that everything is done properly. And, I mean, it's an important thing, obviously.
[00:19:19] Speaker C: Yep. There's some dedication there, which is pretty cool.
[00:19:22] Speaker B: So obviously we're protecting our team members and that benefits everyone, especially if we're thinking about our kids coming in and working here. How does this help our vendors? Does it help our vendors at all?
[00:19:32] Speaker D: Oh, absolutely. We've actually had some recertification processes and initial process is where we had a lot of our vendors and suppliers come in and witness this, and we send a note out to our suppliers and vendors telling them we're going through this process. So they're very much aware of the process, but they haven't visually seen it or gone through it. So we bring them in on site so they can witness what it goes through to become a VPV star site, which involves our vendors and suppliers. Because our expectations change. We don't just allow somebody in our facilities anymore that are just walking in without the proper dress code and or PPEs. So if we require our team to wear a certain item to come through that main door, we require that of everybody.
[00:20:24] Speaker B: Right.
[00:20:24] Speaker D: That's our expectation to keep everybody safe. And if our suppliers and vendors are coming to our sites, they're part of our team, and that's how we treat everybody. We're all one team at the end of the day, and we need to treat everybody equally. We can't have somebody allow this, but we don't allow it here.
[00:20:42] Speaker B: Right, right.
[00:20:43] Speaker D: So we need to make sure we're consistent and take care of everybody that comes through that door because they're all part of our team.
[00:20:50] Speaker B: That's a great attitude. I love that.
[00:20:52] Speaker C: It really goes back and starts with our quality pillars where if we don't have safety in a good place, stop. And when safety is in a good place, then we continue on into integrity, continuous improvement, creativity, and profitable partnerships. And without that safety being in that good place, that's the stop moment.
[00:21:09] Speaker B: Right.
[00:21:10] Speaker C: And there's a lot of companies that can't do that. They can't separate that. Hey, we're going to take five minutes and we're going to figure this out. Nope, that's five minutes of production we're going to lose. It's important to take that five minutes, figure it out, and then move forward.
[00:21:24] Speaker B: Yeah, no, 100%. And so how does all of this benefit our customers?
[00:21:30] Speaker C: So if we're not hurting our talent, then the quality of our product continues to remain consistent. So as our customers are receiving our product and the talent that we have today is building that they're getting good quality product. And additionally, our costs aren't going up because we're not injuring our team and we're not spending more money to take care of that, to take care of those injuries. So our customers are reaping those rewards. But additionally, we've also had some customers reach out to us too and say, okay, we understand you're doing pretty well with your team. Is there anything we could do with our team to keep them safe? And so we're starting to get more and more of that as we're going along here, that helping them with a basic safety program because a lot of these folks are not large manufacturers, so they struggle a bit at that. And at the end of the day they've got family working for them too.
[00:22:22] Speaker B: So maybe we can do some kind of safety training collaboration to help our dealer audience. I know we do have a safety basics course that we put together that talks about like some obvious things like don't stand on the very top of a ladder. And then I was joking with you guys earlier this week around writing the assessment questions, which is where I totally nerd out. And you know, one of the questions is if my boss asks me to do something that I feel is unsafe, do I have to do it or risk losing my job?
And people get that answer wrong all the time and they think that just because their boss is asking them to do something that they have to comply. And it's like you don't. And if you were terminated because you didn't want to do something that was unsafe, you've got a case there against a wrongful termination. Or better yet, just don't work for somebody that's asking you to risk your life, risk your safety, you know, especially when you're dealing with impact products that are just heavy and awkward and bulky and frankly dangerous if you don't know what you're doing. So I think it's an amazing mindset. I love that. So I am envisioning a whole like maybe multi part conversation with you or whoever on your team. Maybe we'll bring in somebody here, we can do some phone ones. But I can see this turning into a much bigger conversation than we have time for today. So any last parting, you know, put the cherry on top before we wrap it up.
[00:23:48] Speaker C: So a lot of folks ask, you know, what is your elevator pitch? You know, what is vpp? What exactly does it all boil down to? And my answer has always been VPP is about team member engagement. If our team is engaged, we're going to have not just a safer work environment, we're going to have a better work environment all the way around. If people feel safe at work, and it starts with Maslow's triangle, the hierarchy of needs. You got it? You know where I'm going there. So if you feel safe at work, you're going to be more productive, you're going to be engaged, you're going to get people involved in the solution. To find where there's challenges, a lot of folks also ask, so what happens when OSHA comes in? Well, the first thing that happens is as soon as our team sees them walking around with their OSHA vests on, they go, hey, wait a minute. These guys are serious about this. And that's pretty cool. But additionally, they come into the location, they look at our policies and procedures, and they talk to the team to see if they're for real. Yeah, I mean, that's really what it boils down to. And honestly, every safety program is a little bit different. And Chris and I have worked really hard with several other folks that are in the EHS function to create a roadmap for the locations that are not currently in VPP that are working towards that to help them move into that. A lot work has been done as far as marketing and getting folks engaged and excited about this, because at the end of the day, it should be exciting. Hey, I want a great place to work. I don't want just a good place to work. I want a great place to work. So that's the other piece that comes to that as well.
[00:25:21] Speaker B: Oh, that's awesome.
[00:25:23] Speaker C: All right.
[00:25:23] Speaker D: Yeah, I'd have to add to that that, you know, at the end of the day, we are a work family. We spend a lot of time together, so we need to look out for one another all day long. And we should be looking out for one another, even outside of the four walls, if you will. So safety is very important for all of us, and we need to continue to go there. Obviously, we shoot for no incidents, but things happen, unfortunately. But that is where we got to learn to get better. And this is a journey that is continually going on. We had talked about the research. A research is actually harder than to go through than an initial, because your initial. You're doing very well. You're showing where you're at. What have you done since then?
[00:26:07] Speaker C: Right.
[00:26:07] Speaker B: You gotta take it up a notch.
[00:26:09] Speaker D: Absolutely. And that's the expectation of the audit team. What have you done to improve? So we're continually improving.
[00:26:15] Speaker B: That's awesome.
[00:26:16] Speaker C: So I've got two other things that I wanted to make sure we touch on here, and one of them is we definitely want to call out the MI Profiles Group in Millersburg, Pennsylvania, the Higgins PA Group, the Gratz PA Group, the Prescott Valley, Arizona group, and the Pultrusion Tacoma, Washington. Those are the folks that are currently VPP star.
[00:26:37] Speaker B: Okay.
[00:26:38] Speaker C: So we definitely want to recognize them as we're going through this. And those are the folks that others can reach out to and talk to. And not just the EHS folks, obviously, the leadership team as well, sir. And additionally, from that point too, we also have some competitors and industry partners that are currently in vpp, and Cardinal Glass is one of them as an industry partner. And they currently have 50 locations and they've got quite a few, to the point of 14, that are actually in the program and are working to get all of them into the program. And a few of our competitors are also moving in that direction pretty fast, too. And I won't mention them on air here.
[00:27:16] Speaker B: No, we're not going to talk about our competitors, but good for them, though, because we want people to be safe. It doesn't matter where their paycheck is coming from.
[00:27:24] Speaker C: Yes. Yep.
[00:27:25] Speaker B: Yeah.
[00:27:25] Speaker C: So thank you so much for having us.
[00:27:27] Speaker B: Yeah. I love this. Thank you so much. I wish we had more time. We will have more time. We're going to dive deep into this at a later date. And I appreciate your time in Venice this week. And thank you.
[00:27:38] Speaker D: No, thank you.
[00:27:39] Speaker B: All right, have a good day.
[00:27:43] Speaker A: The Clear Impact podcast is brought to you by PGTI University. We are a part of Mitre Brands, a family of leading window and door brands united by our passion for quality and relentless pursuit of 100%. One of the missions of Mitre Brands is to unite and deliver the finest customer experience possible across the nation. Our Window indoor brands deliver regionalized expertise and products. Backed by a national company. PGTI University is here to educate you, our listener, so that you can be a more informed consumer of window indoor products.
