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Raises & Flow Chart

This is for Admin folks, we are currently reviewing our operational procedures. With this in mind, regarding raises, do any of you have a magic formula? do you tie it to performance? any type of point system?

Also, can any of you share you operational flow chart with me.

Thanks in advance for any and all information.

Felica Sparks
Cre8tive

We have found a very useful site called creativebusiness.com where we can download articles and forms. There is an "Employee Performance Evaluation" form that we can use for reviews, the second page of the form includes a "Salary Adjustment Compilation" which is based off a point/percentage system if that is needed as well.
Take a look at the site-you may find it to be helpful in MANY ways!
Warmly,

Jean Klundt
Klundt Hosmer Design
www.klundthosmer.com

Not exactly a magic formula but we absolutely tie it to performance and expectations. We have created a format for reviews that is department specific and job description specific. Each category (i.e. Budgeting, Leadership, etc.) is rated in terms of (+) Exceeds Performance (0) Expected Performance, (-) Performance Needs Improvement, (X) Unsatisfactory Performance. Within each of these ratings we assign a 0-10 point system. Ultimately the points add up to a percentage. This takes out the subjectivity and also gives the employee tangible results and goals to reach. I will also give the employee actions or expectations for each category and their next review will be evaluated on how well they met those expectation. May sound complicated but it is quite simple and works for our company. A lot goes into each evaluation and management can use discretion to increase or lower the percentage based on overall company performance, this protects us in a down economy although most of our staff received between 8%-9% this year.

I would also be interested in seeing any organization charts. This is something we constantly struggle with and question all the time. We are a small company that fluctuates between 7-12 people.

Sonny Goodall
Principal
Lighthouse, Inc.

We are a small company as well. I'm the sec/trea of corporation, but not a partner and I'm also the business/office manager. I have been reading and doing research on the 2nd Wind web page (if you are not familiar with this, you should check it out @ secondwindnetwork.com) the more research I do, the more I find out that the principles need to divorce their selves from the daily operational stuff. I'm sure you can appreciate that they are having a very hard time letting go. I feel that they need to devote their selves completely to new business and leave the daily routine to me. So, finally the president instructed me to provide him with a working operational plan. That is what I am working on and I think if I could find out how everybody else is doing this, it will help me tremendously.

I certainly will keep you updated and if you have any "tid bits" of advice you could offer to me, I would be greatly appreciative.

Thanks,

Felica Sparks
Cre8tive