Volunteer Performance Evaluation Tool: Fill & Download for Free

In my opinion pay increases are used properly if they are based on performance evaluations and those are used to motivate and encourage employees.When a new employee is hired they should be assured they will have a 90 day and a 180 day evaluation so they can feel confident that they are performing as per expectation. (One of these evaluations should correspond to the probationary period) And at the end of each year of service they will receive a performance evaluation to determine the per cent of increase they will receive.It is not possible that all employees are outstanding performers. A work place is exactly like a school, a community, a family. Everyone has their strengths and their weaknesses. You will have people who just always do the job perfectly, they are always on time, they always volunteer to help with extra projects, they always find a kind word for others. Then you have people who do a very good job. They make small mistakes, they call off occasionally, they don’t like to stay late and they tend to be a little critical of a new person. Then you have people who do the job. They are late occasionally, they call off occasionally, they tend to milk the clock to get that extra hour or half hour of pay even tho they aren’t actually working. And once in a while you have an employee that just cannot get it together, no matter how much money you offer them and after counseling and write ups you have to get rid of them because they cost you more in energy writing them up than they produce in work! In my opinion you use evaluations and pay increases to motive those who seem to need a little push and you use evaluations and pay increase to reward those employees who are great performers! The percent of increase will vary depending upon the evaluation rating.

First and of prime importance, do not use the word inferior, and for that matter, don’t use superior. Those are distancing words. They create false boundaries and do not treat individuals kindly.If this friend is your direct report, and you are responsible for his evaluation, then use whatever your company provides as an evaluation tool. This would be in written form, and would be very specific about what part of his performance is not acceptable. You will have to be more specific than ‘doesn’t do his job well’……something like, uses incorrect grammar in reports, or is late to work almost every day, and leaves early often, or he doesn’t know the code for our products, or he is demeaning and insulting to his co-workers.Since I do not know you personally, I feel awkward giving you advice, but I will. Try to work on your thought process about other people. There are many, many ways to evaluate people—-intelligence, ambition, accomplishments, treatment of others, helpful, fair, volunteers, works beyond his ability, keeps momentum up.If you are friends with this person, then think about the meaning of friendship. And just because a friend is not in the same level position as you, gosh, he’s still your friend. Why are you friends? Is he fun? Does he listen well? Do you both love to dance and do crossword puzzles? Does he have your back when you need it? Does he get along with your other friends? Does he have a nice smile and uses it often? He is your friend. You were promoted before him. And? Does he no longer smile? Is he no fun anymore? Did he stop dancing? Do you see what I am saying?By all means, do your job and do it well. You have a friend who needs to improve his a.), b.) and stop a,). Tell him that in writing, but also chat with him. Give him ideas and suggestions. Tell him where he can find more information. Be kind, but tell him if there is a personality problem. His good work will reflect positively on you and on him.

Adding the first comment back in this answer since some people said they couldn't see it.First, it's important to note that people naturally have an aversion to unions due to historical corruption, so here are some things we will definitely NOT be doing:- We will NOT collect any kind of union dues from paychecks or anywhere else. Contributions to support the movement will be entirely voluntary since it's very inexpensive to organize people these days using mostly online tools and with some limited use of labor attorneys just to review documents as needed.- We will NOT be affliating our movement with any political parties, candidates or officials. No endorsements, no donations from our group to others or encouragement from us to donate to anyone or any group.- We will NOT be taking on any issues outside our core issue of fixing Amazon's treatment of our fellow employees (and potentially later helping similar employees of other companies as needed)- We will NOT be protecting one group of employees at the expense of another, such as those with seniority over new hires, full-time over hourly, software engineers over call center or fulfillment center associates, specialized skills over other workers, or anything else. Whatever worker rights we support, we will support for everyone across the board.Also, from what we've seen, the pay, benefits, workplace safety, and other similar topics historically addressed by unions are not currently major concerns of any of our fellow Amazon employees. Thus, there's no need to address these right now as standardization here would be harmful to the beneficial effects of the marketplace-driven competitive forces ensuring a quality experience for employees in these areas. That said, being paid well in a highly recruited industry does not justify bad management behavior, by any means. Also, since we're not including these areas in our agenda, Amazon customers and shareholders should support our movement since it won't increase Amazon's cost of doing business and will improve Amazon overall.So, now we're down to the core question: how do we structure a labor movement to ensure fair treatment in the following situations?1. Performance evaluations and reviews (including which metrics are chosen and how they are measured, especially soft leadership skills which are easily falsified today)2. Promotions (especially avoiding favoritism based on falsified data)3. Performance improvement plans (especially PIPs based on falsified data)4. Transfers (including avoiding abusers blocking transfers)5. Firing6. HiringAfter reviewing them in detail with a volunteer employment attorney assisting us, Amazon's stated policies in these areas are actually very good, but they are completely disregarded by many managers across the company who mistreat their employees. HR and Legal do nothing to enforce these policies but instead they focus on eliminating employees who complain about being mistreated along with silencing their legal rights through severance payments.Here are some questions we'd like to discuss with you:1. How do we define new personnel management process features to fix situations 1-6 above as well as a new process for challenging mistreatment, since Amazon HR currently doesn't play this role? Does an independent ombudsman process make sense?2. Once we have gathered enough confidentially signed signatures from supportive employees, should we actually call for a unionization vote across all employees or should we still give Amazon management a chance to meet our demands on their own?3. If needed, how do we force Amazon to implement these new process features and this new process? Strike? Work Stoppage? Sick-out?4. How do we ensure these new rules apply everywhere in the world to Amazon employees, not just to those in more developed countries with labor laws?We encourage anyone not comfortable answering here to email us and we will post your answer anonymously on Quora. You can also create a new and anonymous Quora account if you're not comfortable answering from your own account, even using the Quora anonymity features.Separately from the comment above, here is a response answer we received via email:If the following statement from your comment is factually correct: "After reviewing them in detail with a volunteer employment attorney assisting us, Amazon's stated policies in these areas are actually very good, but they are completely disregarded by many managers across the company who mistreat their employees. HR and Legal do nothing to enforce these policies but instead they focus on eliminating employees who complain about being mistreated along with silencing their legal rights through severance payments."Then the solution to your problems is not a labor movement or union. The solution is a class action lawsuit to force Amazon to be consistent in enforcement of their stated policies. You can find more information in this link: Inconsistent Enforcement Of HR Policies Will Consistently Cause Employee Lawsuits - Law Firm Powell, Trachtman, Logan, Carrle & Lombardo P.C. Attorneys King of Prussia, Pennsylvania