|
raindance
|
 |
« on: April 02, 2003, 08:55:11 pm » |
|
My company does things by collective bargaining - management and staff. We completed a project last year on job evaluation and are now moving to the next stage. I'm leading the staff side and am in the process of devising a new pay scheme based on performance/appraisal. I have worked out most of the perameters, but would really appreciate some input from others who might have more experience. Does anyone here on DD have experience of this as a "consumer"? What "markers" does your company use? When assessing performance in relation to objectives set the previous year, does your company have separate assessment for each objective or for all the objectives? Is there a limit to the number of objectives that can be set eg everyone has five objectives each?
Very many thanks,
Raindance
|
|
|
|
|
Logged
|
|
|
|
|
bethalize
|
|
« Reply #1 on: April 02, 2003, 10:23:30 pm » |
|
I read one anecdote where everyone who got an 'excellent' automatically got a pay rise. One year, there was no money for pay rises so everyone who deserved the top grade was downgraded. Just a cautionary note so that you can write in a loophole.
Bethalize
Peer Moderator
|
|
|
|
|
Logged
|
|
|
|
|
smitkit
|
|
« Reply #2 on: April 03, 2003, 11:28:13 am » |
|
Where I currently work, everyone is measured against a set of objectives and targets (some of these apply to everyone and some are individual). At appraisal time, the manager sits down with the person and agrees their performace rating on a scale from 1-5, five being outstanding. A sliding scale matrix is produced centrally that says if you are a grade x and get rated as a 1 you can get between Y% and Y% increase and so on for all grades. It is then down to the managers discretion which % they are given (they are given a pay pot and have to keep within that), but they have to be ready to explain why they gave what they did to the employee.
I've not been here long enough to know if it's a good system, or how the employees feel about it.
Smitkit
|
|
|
|
|
Logged
|
|
|
|
|
msmarieh
|
|
« Reply #3 on: April 03, 2003, 03:18:47 pm » |
|
I also prefer to have a company performance portion and an individual performance portion. However, with collective bargain you may not have this option.
Marie
|
|
|
|
|
Logged
|
|
|
|
|
patphi
|
|
« Reply #4 on: April 04, 2003, 02:38:17 pm » |
|
We have the same type as "smitkit". I have been here 10 years and it is a good measure. However, sometimes, depending on the manager doing the appraisal it more subjective than objective.
Pat in Orlando
|
|
|
|
|
Logged
|
|
|
|
|
raindance
|
|
« Reply #5 on: April 07, 2003, 10:40:07 pm » |
|
Thank you very much indeed for your responses. They will be most helpful.
Best wishes,
Raindance
|
|
|
|
|
Logged
|
|
|
|
|
