HOW TO SOLVE GRIEVANCES WITH UNION CONTRACTS

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INTERVIEW WITH DELIO CABALLERO

PERFORMANCE APPRAISAL

Performance Appraisal

A performance appraisal is a method by which the job performance of an employee is evaluated generally in terms of quality, quantity, cost, and time typically by the corresponding manager or supervisor. It is the process of analyzing, obtaining, and recording information about the relative worth of an employee to the organization Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee's performance in a job based on considerations other than productivity alone.

The process is firmly linked to material outcomes. If an employee's performance is found to be less than ideal, a cut in pay would follow. On the other hand, if their performance is better than the supervisor expected, a pay rise is in order. Whether this is an appropriate use of performance appraisal the assignment and justification of rewards and penalties is a very uncertain and contentious matter.

Objectives

Generally, the objectives of a performance appraisal are to:

• Give employees feedback on performance
• Identify employee training needs
• Document criteria used to allocate organizational rewards
• Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, bonuses, etc.
• Provide the opportunity for organizational diagnosis and development
• Facilitate communication between employee and administration
• Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements.
• To improve performance through counseling, coaching and development

There are some methods to assessing performance; a common approach is to use a numerical or scalar rating system whereby managers are asked to score an individual against a number of objectives. In some companies, employees receive assessments from their manager, peers, subordinates, and customers, while also performing a self assessment. This is known as a 360-degree appraisal and forms good communication patterns.

The most popular methods

• Management by objectives
• 360-degree appraisal
• Behavioral observation scale
• Behaviorally anchored rating scales

Performance appraisal

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Performance appraisal

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ORGANIZATION CHART

Organization Chart

      An organizational chart:

An organizational chart is a visual communication tool. Charts help to organize the workplace while outlining the direction of management control of subordinates. Increasingly a necessary management tool, organizational charts are particularly useful when companies reorganize, embark on a merger or acquisition, or need an easy way to visualize a large number of employees.

An organizational chart is a diagram that shows the structure of an organization as well as the relationships and relative ranks of its positions.

      Organizational charts are used for:

·           organizational and supervisory communication,

·           workforce planning,

·           departmental or team planning,

·           resource planning,

·           change management,

·           organizational restructuring or redesign, and

·           job analysis.

      Benefits of Organizational Chart

ü  Org chart can display basic information such as name and title, or details such as department and cost center

ü  An org chart makes it easier for people to comprehend and digest large amounts of information as a visual picture rather than as a table of names and numbers.

ü  Provide the greatest value when used as a framework for managing change and communicating current organizational structure.

ü  Provide managers with specific departmental information that can then be used as a baseline for planning, budgeting and workforce modeling

ü  The charts typically are pyramidal in shape. They show the person in charge at the top. Below them are clustered their subordinates, usually in progressively smaller boxes. Usually, individuals shown on the same horizontal level in the Org Chart are perceived to be "peers" within the organization.

Organization chart

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Job description

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REFERENCE CHECK AND BACKGROUND AND JOB DESCRIPTION

Reference Check and background Definition

 

Definition: A reference check is when an employer contacts a job applicant’s previous employers, schools and/or colleges to learn more about his or her job history or educational qualifications.

Reference Check Questions

·         Questions Employers Ask When Conducting a Reference Check

Prior to making a job offer, a prospective employer is likely to check your references. Many employers won't give out any more information than starting and ending dates of employment and salary information. Others may be willing to discuss your job performance, your work ethic, your attendance at work, your attitude and other criteria that are important to a company when making a decision on whom to offer the job to. In addition to prior employers, the people you have provided as references may also be contacted. Coach Your Personal References You can't control what your ex-employer will say about you, but, you can coach your personal references to ensure their answers match yours and to ensure that you are both on the same page when it comes to your work history and abilities. Review these reference check question samples so you, and your references, will know what to expect.

·         Sample Reference Check Questions

When did (name) work for your company? Could you confirm starting and ending employment dates? When did s/he leave the company?

Why did (name) leave the company?

What was her/his starting and ending salary?

What was her/his position? Can you describe the job responsibilities?

Could I briefly review (name's) resume? Does the job title and job description match the position that (name) held?

·         Reference Checks and Employment Verification

One of the questions asked quite often is what type of information will employers ask when they verify my previous employment or check my references. The question often correlates to the broader question of are they going to catch me if I fudge my dates of employment or my job title or the salary I was earning?

What Employers Check

That it depends... It depends on how much verification the employer does during the hiring process. Some employers will confirm, very thoroughly, every detail of your resume or application. Others may do a cursory check or none at all. So, the problem with stretching the truth or embellishing your resume (other than that it's lying) is that there is a chance that you'll get caught, either now or at some point in the future. If you do get caught, you won't get the job or, if you've already been hired, you might get fired.

Background Check: Employment

Why do employers want to check your background? It could be for one of several reasons. If government security clearances are required for the job you are interviewing for, an employment background check may be required.

The employer may want to make sure you are telling the truth. It's estimated that up to 40% of resumes can contain false or tweaked information, so, employers want to insure that what they are getting in an employee is what they were promised. The employer may perform a background check to find out whether actually graduated from the college you said you did or to confirm that you worked at your previous employer(s) during the time stated on your resume or your job application.

·         Background Check Information

What's included in an employee background check? The Fair Credit Reporting Act (FCRA) sets the standards for screening for employment. The FCRA defines a background check as a consumer report. Before an employer can get a consumer report or run a credit check for employment purposes, they must notify you in writing and get your written authorization. If the employer is simply conducting inquiries (rather than running reports) they should also ask for your consent. That way you could withdraw your application if there is information you would rather not see disclosed.

If an employer decides not to hire because of this report, they must give you a pre-adverse action disclosure that includes a copy of the report and a copy of your rights. They must then give you notice that they have decided not to hire you and let you know the name and address of Consumer Reporting Agency and information on your right to dispute the report.

At a minimum, a background check will verify your social security number. At most, it can include an analysis of your work history, the people you know, along with a full credit report. It can also include your credit payment records, driving records or criminal history. The inquiries should be related to the job. For example, if you are hired to work in a bank, it would be reasonable to find out if you have a history of embezzlement or theft.

·         Background Check Privacy

What can't be included in a background check? There is some information that cannot be disclosed under any circumstances. School records are confidential and cannot be released without the consent of the student. You cannot be discriminated against because you filed for bankruptcy, however, bankruptcies are a public record, so, it is easy for employers to obtain the information. Laws vary on checking criminal history. Some states don't allow questions about arrests or convictions beyond a certain point in the past. Others only allow consideration of criminal history for certain positions. Employers cannot request medical records and may not make hiring decisions based on an applicant's disability. They may only inquire about your ability to perform a certain job. The same holds true for Worker's Compensation. The military can disclose your name, rank, salary, assignments and awards without your consent. Driving records are not confidential either and can be released without consent.

·         Be Prepared

The best way to prepare for a background check is to be aware of the information that an employer might find. Get a copy of your credit report. If there is erroneous information, dispute it with the creditor. Check your motor vehicle record by requesting a copy of your record from your state Department of Motor Vehicles. Ask your previous employers for copies of your personnel files. Make sure you know what your references are going to say about you.

Most importantly, make sure your resume and job applications are accurate and truthful. If you lie you might not get caught right away, but, you will probably get caught at some point. It's not worth not getting hired, getting fired and ruining your employment history because your thought your resume might need some enhancing!

Bibliography

http://jobsearch.about.com/cs/backgroundcheck/a/background.htm


JOB DESCRIPTION

Job Description

A job description describes the main areas of an employee's job or position. A job description must begin with a carefully planned analysis of the main details about a job.

It includes information of the everyday jobs involved, the methods used to complete the tasks, the purpose and responsibilities of the job, the bond of the job with other jobs, and the training needed for the job.

It is important to make a job description realistic by keeping it dynamic, functional and up to date. A poor job description will keep you and your employees from trying anything new and learning how to perform their job more productively. A well written job description will help you avoid having employees refuse to carry out relevant assignments because it isn't in their job description.

Many jobs are subject to change, due either to personal growth, organizational development and/or the evolution of new technologies. Flexible job descriptions will encourage your employees to grow within their positions and learn how to make larger contributions.

When writing a job description, keep in mind that the job description will serve as a main basis for outlining job training or conducting future job evaluations.

A poorly written employee job description, add to the workplace: confusion, hurt communication, and makes people feel as if they don't know what is expected from them.

Whether you're recruiting new employees or posting jobs for internal applicants, employee job descriptions tell the candidate exactly what you want in your selected person. Clear employee job descriptions can help you select your preferred candidates.

 A Job Description Should Include:

·        Job Title

·        Job Objective or Overall Purpose Statement

This statement is generally a summary designed to orient the reader to the general nature, level, purpose and objective of the job. The summary should describe the large function and reach of the position and be no longer than three to four sentences.

·        List of Duties or Tasks Performed

The list contains an item by item list of principal duties, continuing responsibilities and accountability of the occupant of the position. The list should contain each and every essential job duty or responsibility that is critical to the successful performance of the job. It should begin with the most important functional and relational responsibilities and continue down in order of significance. Each duty or responsibility that comprises at least five percent of the incumbent's time should be included in the list.

·        Relationships and Roles

Describe the relationships and roles the person in the position holds within the company. Include any supervisory positions, subordinating roles and/or other working relationships.

When using Job Descriptions for recruiting situations, you may also want to attach the following:

·        Job Specifications, Standards and Requirements

The minimum qualifications needed to perform the essential functions of the job, education, experience, knowledge and skills. Any critical skills and expertise needed for the job should be included.

·        Job Location

Where the work will be performed

·        Equipment to be Used in the Performance of the Job

·        Collective Bargaining Agreements

Agreements and terms that relate to the job functions, if applicable

·        Non-Essential Functions

Functions which are not essential to the position or any marginal tasks, they might be performed by the person in the position.

·        Salary Range

Range of payment for the position

Keep each statement in the job description crisp and clear:

Ø  Structure your sentences in classic verb/object and explanatory phrases. Since the job title is implied, it may be left out.

Ø  Always use the present tense of verbs.

Ø  If necessary, use explanatory phrases telling why, how, where or how often to add meaning and clarity.

Ø  Omit any unnecessary articles such as "a", "an", "the" or other words for an easy-to-understand, to-the-point description.

Ø  Use impartial terminology. Use the plural approach or construct sentences in such as way that gender pronouns are not required.

Ø  Avoid using words which are subject to differing interpretations. Try not to use words such as "frequently," "some," "complex," occasional” and "several" because they are ambiguous and open to interpretation.

References

Human Resources Manual (Fiesta Americana, Grupo Posadas)

http://humanresources.about.com

http://www.smallbusinessnotes.com

TESTING AND ORIENTATION OF NEW EMPLOYEE

TESTING

Tests are an assessment of qualities or characteristics that are obtained through the observation and classification of certain situations. The tests can be used to predict the good performance of candidates for a job.

To be useful tests require three essential elements:

§  Be standardized

§  To determine reliability

§  Validity

§ 

Tests should be linked with the vacant post, usually the immediate supervisor does the future in order to verify that the applicant has the knowledge and experience that the position requires.

Tests can be applied:

§  Oral

§  Translations

§  Performance

Psychological testing

·         Proficiency Testing

·          Intelligence tests

·          Personality tests

Research

·         Job History

·         Family history

·         Criminal history

·         Economic conditions

·         Letters of recommendation

Medical Exam

·         Takes place at the end of the selection process and is applied to persons who were eligible in the previous stages to the work being pursued. The physical examination includes medical, medical history, laboratory tests, etc.

Main purposes:

1.      To determine if the candidate is suffering from contagious diseases

2.      Know if you have any conditions that may be a contraindication for the job would be offered.

3.      To determine if the worker does not suffer occupational diseases to enter the job.

ORIENTATION OF A NEW EMPLOYEE