Market Data, Pay Grades and Their Structures - Essay Example

? Market Data and Pay Grades and their Structures The Business Our business, Simply Sweet Six (SSS), is a pastry/dessert shop with headquarters in Savannah, GA. To help the business grow, we also have two store locations located in Roanoke, Virginia and Buffalo, New York. When orders are placed online, the closest store is contacted to process and ship the order. Customers are also able to place orders locally for pick-up from their nearest location. We offer pastries and desserts for weddings, special events, and everyday patrons. The desserts and pastries offered include pies, cakes, donuts, cupcakes, and many other treats. To differentiate our service, we offer personalization to include names, phrases, or exact matched colors. With this service, we are providing high quality personalized sweets and treats to our customers. Compensation Needs Direct compensation will be based on education and experience for each position. Thus, each position will receive different levels of direct compensation based on their job description. Directors, supervisors, and the human resources department will all be salary based. For indirect compensation, each will be offered medical, dental, and vision insurance and a 401k retirement plan. Other indirect compensation will include holidays, vacation, sick, and paid time off. To ensure employee morale remains high, merit pay increases offered based on work performance and incentives offered based on company performance. HR Mission Simple Sweet Six Corporation is dedicated to the provision of the highest quality of services to its clients while treating each person with value, friendliness, company pride, and a sense of warmth. To our employees: SSS is committed to providing its staff with equal opportunities for learning and personal growth in a working environment that is stable and favorable to all. We will provide quality services and support in employment, training and development, employee relations, benefits, compensation, and safety to all employees. This will help to better serve our clients. Lastly, the firm will treat each employee with respect, equity, and value within the organization. Job Profiles and Market Data and Analysis Human Resource Manager The human resource manager in Simply Sweet Six is responsible for managing the most important resources of the organization. The manager provides consistent, proactive and practical assistance to employees in addition to provision of advice and direction. The manager reports to the director while his/her services are to all managers in other departments on HR policies within the firm. Due to the requirements of the position, the HR manager is responsible for hiring and recruitment of employees in the organization. He/she also organizes employee training and designs a compensation systems for employees together with other management team members of the company. The employees’ database is developed and maintained by the HR manager. Specific responsibilities of the manager are as outlined in the next section. To define the strategy for learning and recruitment of employees in the organization, set high measures, principles, and provision of solution to HR issues facing the firm. Throughout his/her duties, the HR manager will provide pragmatic and consistent guidance to employees and giving them advices on resolution of conflicts, attendance and issues related to employee performance. The HR manger should identify practical solutions to practical and complex issues related to the management of human resources to the management of the SSS. The HR manager will compile and manage HR documentation for use by other managers. Moreover, he/she would brief other managers on HR policies adopted by the organization especially in relation to establishment of a winning team to solve complex issues within the firm. The HR manager liaises with the recruitment team in the organization in order to harmonize compensation issues related to each job category. In addition, he/she prepares the payroll data for the firm (HR Manager Job Description 2009). The above duties for a human resource manager at Simply Sweet Six require the candidate to have the ability to persuade the top management on various human resource issues. The right candidate should have pragmatic skills to solve issues in the firm, a commitment to offering of services to employees/customers and good time management skills. Good communication and interpersonal skills would of great benefit to the individual, as the person would be in a position to convey challenging information to employees and other managers of the firm. Therefore, academic credentials of the individual should be a bachelor’s degree in human resource management and a masters’ degree in business administration. Being mentally and physically fit is a requirement given that the job requires the individual to sit for long hours (HR Manager Job Description, 2009). Market Data for Human Resource Manager Competition The level of competition for human resource managers in the U.S is high as many companies are in business and require highly qualified HR managers. Different companies operating in different industries in the U.S such as telecommunication industry, banking industry, and retail industries among others are in stiff competition and seek HR managers with the highest qualifications to keep in competition. According to Salary (2011), most of the firms require Hr managers to perform duties related to the human resources in the firm that would help the firm maximize its performance while minimizing costs in order to maintain and or improve financial performance. The large number of firms operating in different industries in the U.S means that the demand and competition for the best HR managers in the country is high. Most of the organizations demand that the HR manager be experienced enough in order to plan and accomplish company goals based on experience and judgment. SSS operates in three areas that are Savannah, Virginia and in New York as the immediate areas for the operations of the firm. According to Salary (2011), the numbers of individuals seeking employment in the position of HR manager are many. Employers in the three locations are also seeking individuals with qualifications similar to what SSS is seeking. However, employers have added another requirement, many years of experience (minimum of 7 years) as a requirement that would steer effective execution of the job responsibilities. Given the supply of HR managers in the market, many employers are offering human resource managers a median salary of $ 102,437 while lower and high earning HR mangers earn $88,162 (25%) and $119,091 (75%). These salary packages are attractive to many HR recruits making the market averagely supplied by the required skills. Therefore, the average to high availability of HR managers in the said locations implies that SSS Corporation could easily recruit a HR manager with the required qualifications and within its regions of operations. Pay Grade and Structure for HR Manager While designing the pay grade structure for a HR manager for Simple Sweet Six Corporation, it is important to consider the responsibilities the employees require. The grade structure will contain minimum midpoint and maximum grades. Minimum grade structure will contain HR managers with low qualifications and little experience such as 3 years. Moreover, the educations levels will be low with the candidates being required to have only a bachelor’s degree and relevant experience in the management of human resources. The Considerations for the midpoint grade is that the HRM manager be average in all forms of qualifications. Qualifications would call for high education levels such as a bachelor’s degree in HRM and a master’s degree, many years of experience and expertise such as 6-7 years and pragmatic skills to solve issues in this standard measure. The maximum grade for HR manager for SSS Corporation will include exceptional performance of the manager. The HR manager should have the highest of all other qualifications and on top of that, have exceptional creativity and leadership skills that improve the firm drastically. Given these qualifications, the pay grade structure for the HR manager in Simple Sweet Six Corporation will be $88,162 (25%) for minimum pay, of $102,437 for median pay and $119,091 for the maximum pay (Salary, 2011). The payment comes with other benefits and bonuses that vary with the grade such as bonuses, time off allowances, disability and healthcare allowances among others. The Supervisor Simple Sweet Six Corporation seeks to employ a supervisor who will perform supervisory duties of all employees and fir operations in the company. The supervisor at SSS will be responsible for interacting with the pastry chef, the assistant pastry chef, cashiers cleaning and maintenance staff of the company. The supervisor ensures that the bakery department is well stocked by all products offered by the company including doing product presentation, filing, facing and organizing products set by the food service department. The supervisor examines that rotary motion of bakery products of the firm while paying a closer attention to the expiration dates of all products. This is necessary to ensure that no expired products would be sold to clients. The supervisor is expected to provide clients with prompt responses to their inquiries and helps visor of SSS would be responsible for the reception and inspection of products to ensure accuracy of shipments, storage conditions and quality (Bakery Supervisor, 2011). The minimum Requirements for the Supervisor Ability to adapt to the ever-changing high volume retail while working in a cross-functional team environment Must have the capacity to take initiative when problems arise. Flexibility to adapt in a variety of situations Must have advanced attention to detail with the capability to prioritize and meet deadlines Excellent written communication and documentation skills Excellent verbal communication and interpersonal skills for dealing cross functionally with peers and senior management Must have knowledge with MS Office including Outlook, Word, and Excel Ability to multitask and have excellent organizational skills is essential Must be able to lead, support and contribute to team goals Ability to work varied hours/days as business dictates Must have basic knowledge of math, weights, and measures Knowledge of the baking cycle and baking terminology Education and Qualifications Associate Degree Preferred and must have 2 years minimum experience in a natural food industry. Environmental Conditions 1. May be required to walk through different work stations multiple times Physical Conditions 1. Walking throughout the pastry shop 2. Listening to employees 3. Watching over employees Mental Conditions: Intelligent to supervise others Market Data for Supervisor This job of just a supervisor is not there. However, alternative jobs for administrative supervisor could be used. The administrative supervisor is responsible for overseeing the daily running of the organization through support services. Competitors of SSS have supervisors that oversee and perform clerical and administrative duties. The supervisor in many companies establishes the procedures and standards to be followed by employees at the work place. He/she works hand in hand with the HR manager to ensure that the policies of the firm are upheld in order to improve efficiency and effectiveness of the firm in serving its niche market (Bakery Supervisor, 2011). The level of education and other qualification of a supervisor leave many applicants seeking the position. Many firms require that the right candidate operate in different departments within the organization. However, as a beginner in the industry, Simple Sweet Six Corporation could opt to hire an individual with experience from known organization in the various departments relevant for its operations. The reduction of the period of experience to 2 years and education level of a bachelor’s degree has the field flooded with many applicants and it will be the duty of the management of SSS to determine the best candidate for the job. In spite of the availability of employees for this position, most firms in New York, Virginia and Savannah in which SSS operates pay supervisors a median salary of about $65,463 and a lower (25%) and upper quarters (75%) of about $55,864 and $74,893 respectively. Therefore, it would be easier for Simple Sweet Six Corporation to hire a supervisor for its operations. Pay Grade Structure for Administrative Supervisor The pay grades are established based on many factors including the level of growth of the firm, the qualifications of the employee, the experience and responsibilities. Simple Sweet Six Corporation is a young company that has just entered the market not long ago. The lowest/minimum grade of the supervisor would be the person that is charged with few responsibilities such as overseeing only a few departments and sectors. Such an individual could be limited in academic qualifications such as having only a bachelor’s degree in a given field and coupled with limited experience. The median grade will be comprised of supervisors having high education and experience qualifications such as over 2 years of experience. The maximum grade supervisor would have excellent performance capabilities that steer growth and development of the firm. This means that he/she has all other requirements in addition to creativity. Given these qualifications, the pay grades would be $55,864 for a minimum grade, $65,463 for the median grade and $74,893 for the maximum grade respectively. Just like the HR manager, the pay grades are accompanied by other non-uniform benefits and bonuses (Salary 2011). Pastry Chef for Simple Sweet Six Corporation A pastry chef may be described as a culinary artist. Pastry chef job duties include preparing pastries, deserts and the baked goods. This type of chef works under the guidance and supervision of the more experienced head/executive chef and sous chef. Summary of essential job functions Preparing and serving deserts, pastries and other baked foods in a restaurant or hotel Helps out with the menu planning Ensures that all deserts, pastries and baked goods are prepared and served in a timely manner Ensuring that the kitchen remains clean and thoroughly organized at all times Helps with budget preparation Orders for supplies used in the making of pastries Monitor work of Associate Pastry Chef Minimum requirements Should love working with food Can work well under pressure Can work alone and also in a team Excellent communication and management skills Good presentation skills Education and Qualifications A degree or diploma in culinary management is adequate for this position. Skills in the preparation and presentation of baked goods are also important (Pastry Chef Job Description, 2008). Market Data for Pastry Chef The food industry in the three locations that SSS Corporation operates has many competitors including Aramak, Dot foods, Gordon Food services and Sexton among many others. The pastry chefs in these companies perform similar services as the pastry chef required by Simple Sweet Six Corporation. Due to the number of firms operating in the industry and the level of competition, the skills and expertise for the pastry chef are high with most companies requiring the right candidate to be knowledgeable about a variety of concepts, practices and procedures common in the field. The supply for the position of the pastry chef in the three locations of operation for SSS Corporation is high unlike the demand that is average. Following the level of available candidates seeking position of pastry chefs, Simple Sweet Six Corporation could easily get the right candidate to steer the company’s competition in the market. Assistant Pastry Chef for Simple Sweet Six Corporation This is a helper to the pastry chef of the firm and is responsible for performing kitchen activities that include preparation of menus and execution of other Pastry duties especially in the absence of the pastry chef. Essential responsibilities of the position include production and preparation of pastries and other food products that are baked, overseeing the activities of a pastry chef in his/her absence and ensuring that the organization adheres to the local, federal and state regulations on sanitation. Requirements The requirements include being familiar with a variety of practices and procedures relevant in the field, performance of many tasks, experience and judgmental skills that are vital in planning and accomplishing of position roles. Other requirements include leading and directing other employees and creativity. The assistant pastry chef reports directly to the executive pastry chef of the firm. Education al qualifications for this position require a bachelor’s degree in the relevant field with 4-6 years of experience. Given the working environment, the candidate should be in a position to work in a noisy environment and be able to stand for long hours. Market Data concerning Assistant Pastry Chef Just like the Pastry chef, the assistant pastry chef is in a similar high demand with high supply that is characterized by availability job seekers for a similar position. This is common in all areas in which Simple Sweet Six Corporation operates such as New York, Savannah and Virginia. Competitors in the industry seek Assistant pastry chefs that perform kitchen related duties such as development of menus, purchasing and supplies and controls of costs in cured within the kitchen area. As they report to the executive pastry chef, the assistant pastry chef should ensure that the firm duly follows the regulations of the local, state or federal government. It is easier for the Simple Sweet Six Corporation to fill the position of the assistant pastry chef following availability of job seekers in the same position (Job Description for Assistant Pastry Chef, 2011). However, experience and education qualifications would be of vital importance during recruitment. Pastry Chef Pay Grade Structure and Pay Grade This is the category of the pastry chef whose structuer is also comprised of low (minimum), median and maximum grades. The grades are determined by the levels of qualification of employees. The category included both pastry chef and assistant pastry chef. The minimum grade is made up of individuala with less qualificatiosn especially in ternms of eduaction and experience. For instance, the experience requirted for the minimum grade is 4-6 years while that of the median grade is 6-7 years. On the contrary, the maximum grade could be comprised of a higher experience of over 7 years and exceptional performance such as being in a position to estimate the market conditions and develop products that replicate the changing market. This could be possible thorugh creativity an dinnovation. Based on these criiteria, pay grades for the minimum grade is $51,128, $57,871 for the median grade and for the maximum grade. Therefore, the salary of the assistant pastry chef could fall within the lower/minimum grade of the pastry chef structure (Salary, 2011). Cashier position for Simple Sweet Six Corporation Job summary Take customers orders, accept payment, always be friendly with customers, and keep work area clean. The employee: Greets customers as they enter the pastry shop Answer phones and respond to customers’ request Accept payments Make accurate change Provide customers with any product information Keep front area stocked up Minimum Requirements Basic arithmetic and reading skills required Must be computer literate in order to use software applications Outgoing personality Education and Qualifications The job requires individuals with high school diploma or GED with a positive attitude. Moreover, the individual should be in a position to work at a fast pace to get orders out to customers and stand for long hours given job specifications. Market Data for Cashiers Cashiers are necessary have for any organization given their duties and responsibilities within the firm. All companies in the industry have cashiers that perform related functions. The common functions of cashiers are handling of financial transactions of an organization. They report to the supervisor or the financial manager. The payment of cashiers depends on the duties performed with the industry paying them an average of about $34,687 in New York. The availability of cashiers is in plenty given the large number of individuals with relevant qualifications. Therefore, filling this position would be easier by SSS Corporation. Cashiers’ Pay Grade Structure The pay grade structure for cashiers at Simple Sweet Six Corporation considers the duties and responsibilities of the cashiers. Minimum paid cashiers would perform the least number of duties in the firm such as taking care of cash collection in the firm in its outlets only and will have low levels of education. Midpoint grade cashiers would comprise of cashiers averagely educated and working individuals with education qualifications being high school and college. The duties involved could include collection of cash form clients and management of cash of the organization. Maximum cashier grade would include cashiers whose qualifications and experience is high in the field with individuals performing many duties. These may include college level qualifications, 4-5 years of experience and creativity and effective management of company resources. Based on these qualifications, the cashiers could be paid $23,472, $34,687 and $43,154 for minimum, midpoint and maximum pays respectively (Salary, 2011). The job is accompanied by varying benefits and salary bonuses such as social security, disability allowances and healthcare among others that depend on the responsibilities and qualifications. Maintenance Staff for Simple Sweet Six Corporation Job Summary Under general supervision, performs a variety of work in the general maintenance and repair of buildings, facilities, and equipment. Summary of essential job functions Performs minor troubleshooting, repairs, and adjustments of locks on doors, table and chair repairs. Repairs door hinges, cleans plugged key slots, changes filters on heating, ventilating and air conditioning units, services appliances, kitchen, and emergency equipment. The employee hooks up appliances, reports mechanical malfunctions to appropriate party for action, moves and assists in moving furniture and equipment at various facilities/sites while setting up and breaking down cubicle partitions. He/she exercises discretion in identifying projects requiring the services of a higher skilled crafts person, assists in obtaining quotes and arranging for services of outside vendors as needed. Lastly, he/she annotates and updates work logs for specific site requirements; activates and deactivates building alarms and responds to alarm calls during and after regular work hours; maintains clean, safe, and orderly work sites. Minimum requirements Follow oral and/or written instructions Communicate effectively in both oral and written form Maintain work logs Establish and maintain cooperative and effective working relationships with those contacted in the course of work assignments Education and Qualifications Any combination of education, training, and experience, which demonstrates ability to perform the duties and responsibilities as, described including related work experience in one or more of the building trades (Maintenance Worker, 2011). Maintenance Job pay grade and Structure The job is competitive in the market because there are many unemployed individuals with its qualifications, thereby making it easy for the firm to fill vacant positions. The availability of possible candidates for position is higher than the available employers are hence increasing the possibility of easily filling a vacant position. The pay grade is comprised of minimum grade, the median and the maximum grade whose compensation is determined based on the level of academic and experience qualification. Dedicated, creative and experienced employees would be paid on a maximum grade while employees with lo education will be paid based on minimum grade. The pay structures cold include $49,761, $57,610 and $65,449 for the minimum, the median and the maximum pay grades respectively. The structure will be accompanied by varying bonuses and other benefits. Directors Position at Simple Sweet Six Corporation Summary of essential job functions Responsible for visiting locations to monitor daily activities Ensuring products are being marketed to bring in new customers Must be familiar with all safety and sanitation policies Minimum Requirements Able to travel to various locations Use expertise to meet organizational goals and build employee morale Strong leadership skills Computer skills including excel, office, PowerPoint and access for creating spreadsheets, correspondence, database systems and presentations. Education and Qualifications Master’s degree in Business Administration or related field with 8-10 years in the food industry Pay Grade Structure for the Director The director is an important individual in an organization with regard to all activities of the firm, but especially the long existence of the firm. The market data on the position is that there are average numbers of directors in the market with many competitors seeking for highly effective directors. Therefore, filling the position of director could be difficult for Simple Sweet Six Corporation because it is difficult to get an individual whose ambitions and similar to those of the firm. The job grade could be categorized into three categories that are the minimum, median and maximum grades based on the qualifications and experience. The minimum grade could be comprised of directors with few responsibilities such as overseeing the running of a single department of the firm such as manufacturing. The median grade could include directors that manage the entire firm but with medium excellence, concerning outlook of the firm is. On the contrary, exceptional directors that have enough experience in the firm and have steered the firm over many years of excellent performance could be ranked in the maximum grade. The job grades are accompanied by varying benefits, bonuses, healthcare and allowances among other allowances. The pay grades for the directors of SSS could include $76,610 for minimum grades, $100,434 and $128,839 for median and maximum grades respectively. Retention of Employees Recruitment of employees is one thing while their retention and improved organizational performance is another. Most organizations employ good employees but fail to retain them especially when the firm is unable to meet their needs. Doing one thing repeatedly is tiresome and boring and employees’ needs motivation and moral to keep on doing what they do to their best. Lack of motivation and morale for work could drive employees out of an Simple Sweet Six Corporation. However, their good treatment, working conditions, compensation, autonomy and other benefits motivate employees. As noted by Drake et al. (2007), employees are important resource sin many firms especially and they require special attention from the firm through the HR manager. The Human resource manager in Simple Sweet Six could recruit and retain employees through well established company structures such as a good compensation system for all employees. A good compensation system leaves employees satisfied as they feel that their qualifications and efforts are well rewarded. A part form financial compensation, the moral of employees could be boosted by other factors such as increased teamwork and communication in the organization. Teamwork and communication helps employees gain autonomy, which is vital for employee learning and performance improvement. By adopting a flatter structure, Simple Sweet Six Corporation could reduce the power distance in the firm and increase the level of interaction that could easily be appreciated by employees hence their loyalty to the firm. Performance Appraisal The performance of an organization is based on the performance of employees. Employees on the contrary do perform well if they are motivated and have a high morale for the work they perform at an organization. Employees at SSS will work well if they are well motivated. The employee appraisal is a mandatory tool that outlines forms of evaluating employees within an organization. Two major types of employee appraisals exist. A comparative system and an absolute standard system a comparative system compare the performance of one employee to another. However, the standard evaluation system asses the performance of an employee basing on the set company standards. The comparative employee evaluation system would be used in Simple Sweet Six Corporation in jobs that have many employees. Under this system, employees would be compared against their colleagues using ranks with the top 20% being rewarded through salary increment through promotions, allowances and bonuses. The last ranks of about 20% of employees deal with consequences of poor performance. They are first encouraged to improve their performance and warned twice. The third warning comes with a sacking letter. Therefore, jobs that will use this type of evaluation the company include that of maintenance staff and custodial employees. A standard evaluation system has measures in place that the performance of an employee is compared against. This requires that the firm establish performance measures based on the responsibilities of the job. Jobs that will be measured through this system are the director’s job, pastry chefs, HR Manager, supervisor and cashier. The standards for performance of these jobs are as described in the responsibilities of the job description as explained in each job section above. References Bakery Supervisor. (2011). Retrieved November 6, 2011, from Bakery Supervisor: http://tbe.taleo.net/NA5/ats/careers/requisition.jsp?org=SFMARKETS&cws=1&rid=1058 Drake, R. U. et al. (2007). Empowerment, motivation and performance: Examining the impact of feedback and incentives on non-management employees. Behavioral research in accounting, 19, 77-89. HR Manager Job Description. (2009). Retrieved November 8, 2011, from Sample Job Descriptions: http://www.samplejobdescriptions.org/hr-manager-job-description.html Job Description for Assistant Pastry Chef. (2011). Retrieved November 6, 2011, from: Salary.com: http://www1.salary.com/Assistant-Pastry-Chef-Salary.html Maintenance Worker. (2011). Retrieved November 6, 2011, from SACRAMENTO COUNTY OFFICE OF EDUCATION : http://www.scoe.net/perscom/job_descriptions/multimedia/maintenance_worker.pdf Pastry Chef Job Description. (2008). Retrieved November 6, 2011, from Sample Job Description: http://www.samplejobdescriptions.org/pastry-chef-job-description.html Salary. (2011). Human Resource Manager. Retrieved on 28 November 2011 from: http://swz.salary.com/SalaryWizard/Human-Resources-Manager-Salary-Details-New-York-NY.aspx Appendix Performance Appraisal Form org/division/dept: location/based at: name: position: ref: year or period covered: time in present position: length of service: appraisal date & time: appraisal venue: appraiser: Part A Appraisee to complete before the interview and return to the appraiser by (date) A1 State your understanding of your main duties and responsibilities. A2 Discussion Points 1. Has the past year been good/bad/satisfactory or otherwise for you, and why? 2. What do you consider to be your most important achievements of the past year? 3. What do you like and dislike about working for this organisation? 4. What elements of your job do you find most difficult? 5. What elements of your job interest you the most, and least? 6. What do you consider to be your most important aims and tasks in the next year? 7. What action could be taken to improve your performance in your current position by you, and your boss? 8. What kind of work or job would you like to be doing in one/two/five years time? 9. What sort of training/experiences would benefit you in the next year? Not just job-skills - also your natural strengths and personal passions you'd like to develop - you and your work can benefit from these. A3 List the objectives you set out to achieve in the past 12 (or the period covered by this appraisal) with the measures or standards agreed - against each comment on months achievement or otherwise, with reasons where appropriate. Score the performance against each objective(1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent): A4 Score your own capability or knowledge in the following areas in terms of your current role requirements(1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent). If appropriate bring evidence with you to the appraisal to support your assessment. The second section can be used if working towards new role requirements. 1.0 commercial judgement 2. product/technical knowledge 3. time management 4. planning, budgeting and forecasting 5. reporting and administration 6. communication skills 7. delegation skills 8. IT/equipment/machinery skills 9. meeting deadlines/commitments 10. creativity 11. problem-solving and decision-making 12. team-working and developing others 13. energy, determination and work-rate 14. steadiness under pressure 15. leadership and integrity 16. adaptability, flexibility, and mobility 17. personal appearance and image 18. corporate responsibility and ethics A5 In light of your current capabilities, your performance against past objectives, and your future personal growth and/or job aspirations, what activities and tasks would you like to focus on during the next year. Again, also think of development and experiences outside of job skills - related to personal aims, fulfillment, passions. Part B To be completed during the appraisal by the appraiser - where appropriate and safe to do so, certain items can completed by the appraiser before the appraisal, and then discussed and validated or amended in discussion with the appraisee during the appraisal. B1 Describe the purpose of the appraisee's job. Discuss and compare with self-appraisal entry in A1. Clarify job purpose and priorities where necessary. B2 Review the completed discussion points in A2, and note the points of and action. B3 List the objectives that the appraisee set out to achieve in the past 12 months (or the period covered by this appraisal - typically these objectives will have been carried forward from the previous appraisal record) with the measures or standards agreed - against each comment on achievement or otherwise, with reasons where appropriate. Score the performance against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent). Compare with the self-appraisal in A3. Discuss and note points of significance, particularly training and development needs and wishes, which should be noted in B6. (objective, measure/standard self-score/app'r score comment) B4 Score the appraisee's capability or knowledge in the following areas in terms of their current (and if applicable, next) role requirements (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent). If appropriate provide evidence to support your assessment. The second section can be used for other criteria or if the appraisee is working towards new role requirements. Compare scores with the self-appraisal in B4. Discuss and note agreed points training/development needs and wishes (to B6). 1. commercial judgement 2. product/technical knowledge 3. time management 4. planning, budgeting and forecasting 5. reporting and administration 6. communication skills 7. delegation skills 8. IT/equipment/machinery skills 9. meeting deadlines/commitments 10. creativity 11. problem-solving and decision-making 12. team-working and developing others 13. energy, determination and work-rate 14. steadiness under pressure 15. leadership and integrity 16. adaptability, flexibility, and mobility 17. personal appearance and image B5 Discuss and agree the appraisee's career direction options and wishes, promotion) and readiness for promotion, and compare with and discuss the self-appraisal entry in A5. (Some people do not wish for promotion, but everyone is capable of, and generally benefits from, personal development - development and growth should be available to all, not just people seeking. Note the agreed development aim(s): B6 Discuss and agree the skills, capabilities and experience required for competence in current role, and if appropriate, for readiness to progress to the next role or roles. Refer to actions arising from B3 and the skill-set in B4, in order to accurately identify all development areas, whether for competence at current level or readiness to progress to next job level/type.) B7 Discuss and agree the specific objectives that will enable the appraisee to reach competence and to meet required performance in current job, if appropriate taking account of the coming year's plans, budgets, targets etc., and that will enable the appraisee to move towards, or achieve readiness for, the next job level/type, or if no particular next role is identified or sought, to achieve the desired personal growth or experience. These objectives must adhere to the SMARTER rules - specific, measurable, agreed, realistic, time-bound, ethical, recorded. B8 Discuss and agree (as far as is possible, given budgetary, availability and authorization considerations) the training and development support to be given to help the appraisee meet the agreed objectives above. Read More