Should I Go To Human Resources To Protest An Evaluation I Believe Is Unfair?
It’s difficult to answer the question without knowing how human resources works in your company, your relationship with the manager, and the nature and use of the appraisals. But here are a few things to consider.
It is probably within your rights to approach human resources with your concerns about a performance evaluation you feel is unfair. However, whether this will result in good outcomes or not is another question. It is true that human resources should be interested and concerned if you feel you have been evaluated unfairly, but it doesn’t always work out.
Probably your best step is to try to deal with your concerns directly with the manager or supervisor who has evaluated you. Make sure you have indicated your disagreement on any paperwork (evaluation forms and documentation). If you can’t make any progress with your manager, then it’s fair to inform him or her that if the two of you can’t resolve the issue between you, that you will approach human resources for clarification of the process and your options. Don’t phrase that as a threat.
If you approach human resources, it’s better to ask for clarification rather than launch a full scale accusatory rant about your manager. If HR sees you as reasonable in approach, they are more likely to consider your concerns.
It is good to remember that many human resource professionals are committed to the welfare of employees, but that their prime role is to serve the overall good of the company, and they are bound by formal and informal policies and procedures, and internal politics. Also, since they aren’t as close to you and your performance as a manager or supervisor, they will tend to be hesitant to intervene too directly.
Finally, if you believe that your evaluation is negatively affected by managerial actions that are illegal (discrimination of various types, sexual harrassment), then it may be better to approach HR earlier in the process. HR tends to look at potentially illegal managerial decisions more seriously than differences of opinion that have no legal implications.
source: performance-appraisals.org
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In: On The Job Advice · Tagged with: Appraisals, Clarification, Disagreement, Documentation, Evaluation Forms, Human Resource Professionals, Human Resources, Illegal Discrimination, Internal Politics, Managerial Actions, Paperwork, Performance Evaluation, Phrase, Policies And Procedures, Prime Role, Rant, Relationship, Sexual Harrassment, Supervisor, Welfare
Want to get rich? Work for feds
For decades, public sector unions have peddled the fantasy that government employees were paid less than their counterparts in the private sector. In fact, the pay disparity is the other way around. Government workers, especially at the federal level, make salaries that are scandalously higher than those paid to private sector workers. And let’s not forget private sector workers not only have to be sufficiently productive to earn their paychecks, they also must pay the taxes that support the more generous jobs in the public sector.
Figure 1 looks at average wages. In 2008, the average wage for 1.9 million federal civilian workers was $79,197, which compared to an average $50,028 for the nation’s 108 million private sector workers (measured in full-time equivalents). The figure shows that the federal pay advantage (the gap between the lines) is steadily increasing.
Figure 2 shows that the federal advantage is even more pronounced when worker benefits are included. In 2008, federal worker compensation averaged a remarkable $119,982, which was more than double the private sector average of $59,909.
Data compiled by the Commerce Department’s Bureau of Economic Analysis reveals the extent of the pay gap between federal and private workers. As of 2008, the average federal salary was $119,982, compared with $59,909 for the average private sector employee. In other words, the average federal bureaucrat makes twice as much as the average working taxpayer. Add the value of benefits like health care and pensions, and the gap grows even bigger. The average federal employee’s benefits add $40,785 to his annual total compensation, whereas the average working taxpayer’s benefits increase his total compensation by only $9,881. In other words, federal workers are paid on average salaries that are twice as generous as those in the private sector, and they receive benefits that are four times greater.
The situation is the same when state and local government compensation data is compared with that of the private sector. As the Cato Institute’s Chris Edwards notes in the current issue of the Cato Journal, “The public sector pay advantage is most pronounced in benefits. Bureau of Economic Analysis data show that average compensation in the private sector was $59,909 in 2008, including $50,028 in wages and $9,881 in benefits. Average compensation in the public sector was $67,812, including $52,051 in wages and $15,761 in benefits.” Those figures likely underestimate the true gap on the benefits side because the typical government employee gets a guaranteed defined benefit pension under very generous terms, while the private sector norm is a 401(K) defined contribution plan that is subject to the ups and downs of the economy.
With the federal deficit and national debt heading into the stratosphere, taxpayers can no longer afford to support such lucrative government compensation. Public sector pay and benefits at all levels should be reduced to make it comparable to the wages and benefits earned by the average working taxpayer. The first politician to propose a five-year plan for this purpose is likely to be cheered mightily by taxpayers.!
source: washingtonexaminer.com and cato-at-liberty.org
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In: Careers · Tagged with: Average Salaries, Average Wage, Average Wages, Bureau Of Economic Analysis, Commerce Department, Compensation Data, Disparity, Federal Bureaucrat, Federal Salary, Full Time Equivalents, Government Compensation, Government Employees, Government Workers, Private Sector Employee, Private Sector Workers, Private Workers, Public Sector Unions, Sector Average, State And Local Government, Worker Compensation
Career of the week: Flight Attendant
Flight Attendant Salary Comparison Chart:
(Top 10 rankings for first, sixth and best year)
These charts show base earning potential (domestic flying only). Since allowable flight hours per monthvary with each flight attendant contract, for purposes of this comparison, 75 hours is shown per month.
Actual earning capacity will vary by airline. International pay,lead flight attendant and purser pay, flex pay, overtime pay and other forms of incentive pay not included in pay calculations. Annual totals will increase by $3,000 – 8,000(average)annually depending on other factors such as additional flying, incentive pay and per diem. Current rates as of October 18, 2001 only; future contractual pay increases not included.
| First Year Salary Rankings | Sixth Year Salary Rankings | Highest Year Salary Rankings |
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source: cabincrewjobs.com
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In: Careers · Tagged with: Airline, Airtran, Airtran Airlines, Comparison Chart, Continental Micronesia, Current Rates, Delta 32, Flight Attendant Salary, Flight Hours, Midwest, Midwest Express, Northwest, Overtime Pay, Salary Chart, Salary Comparison, Salary Information, Southwest, Sun Country, Twa, Us Airways
