Get the Best Performance Review Template for Your Needs

Get the Best Performance Review Template for Your NeedsGet the Best Performance Review Template for Your NeedsYou may have heard that companies are doing away with formal wertzuwachs appraisals and formal rating systems, but the number doing so are quite small. The Society for Human Resource Management found that 91% of companies still conduct annual performance reviews, and for good reasons employees need to know how they are doing and the company needs a formal record of their successes or failures. If youre putting together a performance review, you may want to start with a schablone that can help you think about the fields you need. While the template can help you get started, you first need to ask yourself these questions to find the right performance review template for your organization. Do You Need a Performance Rating or Just Performance Feedback? Every employee needs feedback, but not every employee needs a rating. Performance ratings are best used when you have large g roups of people doing similar jobs. For instance, if you have a abverkauf force of 30 people, you may experience a time when you need to lay people off. If each salesperson is rated on a scale of 1 to 5, you will choose your lowest performers (the 1s and 2s) before you terminate your high performers (4s and 5s). This makes determining who to layoff easier and you can easily defend your decision in court. If most of your employees do different jobs, you may not want to give ratings. What is more important than ratings is feedback. Your employees need to understand where they succeeded, where they failed and what they need to do to move your organization forward. Is Goal schauplatz Individual or Group Based? Part of a good performance review template is the goal setting for the upcoming year. These goals are then goals are used to evaluate the employees performance over the last year. Some employees have individual goals. For instance, a Human Resources Generalist might have goals such as Create a new on-boarding program.Deliver monthly turnover reports to the senior management team.Conduct a salary market audit, to ensure fair and accurate salaries. Another Human Resources Generalist might have completely different goals. Perhaps you have asked her to focus on training and development, employee relations, and employee communication. When employees have individual goals and performance expectations, your performance review template needs to provide the opportunity to give individual feedback. For other jobs, such as grocery store cashiers, you will base goals on specific standards- the number of items scanned per minute, for instance. Many positions have a mixtur of personal and group goals. For example, organizations pay sales team members for specific levels of sales. But, they also want each employee to care about the other sales peoples customers and work as a team to serve them. Sales teams need a mix of individual and group-based goals in their perform ance review template. You need to decide which type of performance review will best help your employees to succeed. Shorter Is Better Than Longer in a Performance Review Template While you may find it tempting to create a performance review that covers every aspect of an employees performance, remember that the performance review needs to be useful. An employee who has 30 different performance goals will feel overwhelmed. As a result, she may perform more poorly than if the manager had pulled out the top 10 goals for her to work on. This allows the manager to provide focused follow up during the year that emphasizes her most significant deliverables. Are Values or Tasks Emphasized in Employee Performance Expectations? Some companies focus their performance reviews on the company values rather than hard numbers, such as sales or customer feedback. A values-based review focuses on whatever values the company has set, such as risk-taking, teamwork, and a customer-centric focus. Many performance review templates feature a mix of values and tasks, with goals in both areas. Sample Performance Review Templates These are excellent sample performance review templates for a variety of different situations. Remember, performance review templates are just ideas about how to review employees performance. Use these sample performance review templates to help you develop a specific form for your business. Numerical performance review (scroll down to forms, and then click on Numerical Scale Form). This type of performance review works well when you have numerous similarly situated employees to evaluate. It can help you obtain an objective overall rating rather than just relying on a managers gut feeling.Overall performance review (not goal specific). This template allows managers to look at general work skills and performance, without detailing specific goals. While this template also includes a rating, its not as detailed as the ratings in the above performance r eview. Technician performance review. Ignore the social security number field on this template- no such document should ask for this numberbecause of employee security and privacy issues. But, this is otherwise a helpful way to look at a goals based, technical review, in a blue collar job. Note how this performance review template is a mix of skills and company values. Knowing what your needs are from your employee review process will help you select the best possible performance review template to help you develop your employees and grow your business.

How to Match Military Skills to Private Careers

How to Match Military Skills to Private Careers How to Match Military Skills to Private Careers Smart human resource professionals are going to find success by staying ahead of the trend and smart military job hunters are going to find careers by availing themselves of numerous government and career programs.Unemployment numbers overall are dropping, but younger veterans trail the general population. The jobless rate for veterans who served on active duty in the U.S. Armed Forces at any time since September 2001- a group referred to as Gulf War-era II veterans- declined from 12.1 percent to 9.9 percent in November 2013 (the latest data available), the U.S. Bureau of Labor Statistics reported. The jobless rate for all veterans was 6.7 percent, a slight increase from November 2012.More recent veterans are going to be seeking work after the military. As reported in an article at the Society for Human Resource Management website, According to estimates from the Departments of Defense a nd Veterans Affairs, approximately 300,000 active-duty personnel will leave the armed services in the next few years and seek to transition into private-sector jobs.One example of a corporate program for veterans comes from German automaker herr der ringe. It has launched the Veterans to Technicians program. It said the benefits are there for both employer (in tax benefits) and employee (with career training and resources).One example for employers is they can qualify for the Special Employer Incentives (SEI) program for eligible veterans who face extraordinary obstacles to obtaining employment. The program covers expenses incurred for cost of instruction, loss of production, and additional supplies and equipment. It enables employers to hire qualified veterans trained to their companys specifications at an apprenticeship wage, and delivers the necessary tools, equipment, uniforms and other supplies from the Veterans Administration.The audi ag website also points out that as a resul t of the Veterans Opportunity to Work (VOW) to Hire Heroes Act of 2011, the U.S. Government extended and expanded this tax credit for veterans. Employers can receive up to $2,400 and $9,600 in tax credits by hiring veterans with certain disabilities and those unemployed for specified periods of time.Audi has also partnered with Snap-on tools, in one example of how employers can help veterans transition, to make the crossover into a career as an Audi technician easier. Audi and Snap-on Tools have partnered together to offer all hired participants in the Audi Veterans to Technicians program an incredible deal on a Snap-on tool package.The SHRM article also pointed out, Although thousands of employers have pledged to hire more veterans and reservists as the conflicts in Iraq and Afghanistan have wound down, the reality has oftentimes been disappointing. It quoted Bernie Hyland, manager of Audis program and a program manager for the Alexandria, Va.-based consulting group Calibre. He sai d, I believe employers who make these pledges have good intentions. Its just that many of the intentions were never followed up and many of the hiring efforts have fallen flat.Hyland added in the article that he sees an opportunity for human resources personnel who want to specialize in placing veterans into civilian careers. First, though, they have to overcome misconceptions about military personnel leaving the service. In a way, the mainstream media has created a stereotype that most veterans suffer from PTSD post-traumatic stress disorder and can be highly volatile and violent, he said in the article. But with the counseling now available, the number of vets who struggle with lingering problems or have violent tendencies is very low. Still, employers ask me all the time about the risks of hiring veterans. Some corporate recruiters have told me outright that the risks are just too high.Veterans looking to translate their skills to a civilian career are advised to head over to the Hero2Hired website. Its a program of the Yellow Ribbon Integration Program for military personnel and those who support them.The Hero2Hired website has a career assessment that could be a good tool for both recruiters and veterans. Its a 14-question quiz that will help determine what careers might best match a persons skills and interests. The site also offers advice on finding a job, creating a resume and portfolio, interviewing skills and educational opportunities.

American Civil Liberties Union Internship Opportunity

American Civil Liberties Union Internship OpportunityAmerican Civil Liberties Union Internship OpportunityThe American Civil Liberties Union (ACLU) is a nonprofit, nonpartisan organization that works to follow the guidelines of the U.S. Constitution by promoting liberty and equality for all people within the country. The Immigrant Rights Project (IRP) of the ACLU office uses various modes of litigation, advocacy, and public outreach to protect the rights and liberties of all U.S. immigrants. The IRP works to defend the rights of U.S. immigrants and works to enforce the Constitution with the goal of providing equality and justice to all. The American Civil Liberties Union and the ACLU Foundation are national organizations that share their offices, and both are considered part of the ACLU. This internship posting relates to both organizations under the same name of ACLU. The Immigrants Rights Project (IRP) is a national project of the American Civil Liberties Union with offices in both New York and California. Using targeted impact litigation, advocacy, and public outreach, the Project carries on the ACLUs commitment to protecting the rights and liberties of all U.S. immigrants. The ACLU Internship This internship is part-time and 1216 weeks long. Students can arrange to complete this internship as a work study or for course credit depending on the policies of their individual college or university. This internship is unpaid but offers a great opportunity for students interested in human rights and public service to gain exposure to the field. Benefits An internship with the American Civil Liberties Union offers students a chance to work on a wide range of issues and projects relating to the immigrant population in the United States. Interns will get an opportunity to assist both attorneys and Immigrants Rights staff by working in close proximity with them on a daily fundament. Tasks and Assignments Interns will handle written and telephone inquiries from persons binnenseeking legal assistance.Interns will provide assistance in the preparation of case files and the compiling of press files.Interns will assist with factual research and provide assistance to the department.Interns will provide assistance in the preparation of complaints and briefs.Interns will complete other projects as assigned. Qualifications The IRP internships are open to all currently enrolled full-time college students who have already completed their first year of studiesStrong writing and verbal communication skills.Strong research skills, including internet research.Demonstrated initiative to see projects through to completion.Demonstrated commitment to civil liberties and a strong interest in social justice and legal issues. Locations All internships are located in New York and San Francisco. To Apply All candidates must submit a cover letter, resume, and a non-fiction writing sample in PDF format (no more than 5 pages). Applicants must indic ate their office of choice in the Subject line of the email and send all application materials to hrjobsaclu.org. Applicants interested in both offices must indicate this in the cover letter and must submit two separate applications. Applications are considered on a rolling basis until each internship is filled.