Employee Performance
Performance Appraisal Process
This appraisal policy applies to all full or part-time Caribbean Smokehouse employees regardless of the fund source.
The appraisal process is designed to encourage constructive conversation between employees and their supervisors. The process clarifies job responsibilities, enhances the staff 's member 's professional development, and discusses performance expectations.
Performance reviews are normally conducted every six (6) months from the date of hire, with the exception of a three month review at the end of your probationary period. After the employee becomes permanent, it is conducted once a year by the immediate supervisor. After the Performance Appraisal is completed, it is discussed
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The supervisor will also indicate when a follow-up appraisal will be scheduled. This should occur within three to six months of the appraisal. This is a good time to discuss your future goals with the company so that he/she can help you to progress and to grow.
Workplace Behavior
Caribbean Smokehouse is responsible for providing a safe and secure workplace and strives to ensure that all individuals connected with the company are treated in a polite and fair manner. All forms of behavior that are considered unacceptable in the workplace can’t be possibly put in this handbook therefore additional details can be found in the company’s Code of Conduct in the HR department. The following are examples of behavior that would be considered infractions of Caribbean Smokehouse rules of conduct that may include termination of employment.
• Theft or inappropriate removal or possession of property.
• Working under the influence of alcohol or illegal drugs
• Fighting or threatening violence in the workplace.
• Sexual or other unlawful or unwelcome harassment
• Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace.
• Unauthorized disclosure of business “secrets” or confidential
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We comply with all applicable health, safety and environmental laws and regulations. We each have a responsibility to abide by safe operating procedures and Company policies (including the Company’s No-Smoking Policy), to guard our own and our fellow employees ' health and to prevent environmental incidents. You must quickly report any concerns you have regarding health, safety or environmental matters to your manager.
Managers will frequently review their organization 's effectiveness of their health and safety programs. These programs must include necessities for employee training in job specific topics as mandated by OSHA. Installation of new equipment or modification of existing facilities should include an examination, during the planning stage, of impact on employee health and safety.
This program is designated to improve employee morale and productivity. It also reduces the extent and severity of work related injuries and illnesses. We will have training and drills for emergencies for all employees every 6 months. We will also have a first aid kit on site and emergency care nearby for customers and
...op occupational illness prevention programs by having a written plan with specific procedures. This needs to be communicated to all employees and employees will know the hazards that exist to prevent injuries (Bernardin & Russell, 2013). The plan can involve management where they can be in charge of the program, and they can train employees on hoe to follow and report hazards to their immediate supervisor. Evaluate workplace conditions by conducting a survey on equipment, materials, machinery, and daily operations (Bernardin & Russell, 2013). Then evaluate current illness and injuries within the organization. Then develop and action plan and keep reviewing it to see if it is working. Communicate with employees and it is important that they know how the injury and illness plan works. It may be beneficial to designate someone to monitor the programs progress.
Professional Safety, 46(10), 20-25. Retrieved April 22, 2014, from http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=5367632&site=ehost-live&scope=site McGuire, C. (2011, April). Workplace Safety 100 Years Ago! Safety Compliance Letter(2524), 1-6.
I have done an extensive search on the internet finding much of your needed information for the upcoming OSHA audit. You should find it helpful in answering all of the questions you had. I have attached the first page of every website in case you would like to check them out in more detail.
Appraise performance Appraisal of performance helps in correcting deficiencies and reinforce good performance of employers. There are 3 steps to the performance appraisal process: 1. Set work standards for 2. Assess the employee's actual performance relative to those standards. Provide feedback to employees with the aim of helping to eliminate performance deficiencies.
Review hazard assessments periodically and when changes occur to the task, equipment or work environment.
Based on our findings, performance appraisal is able to provide employees with feedback about their performance. XX Therefore, the supervisors should evaluate their employees because through performance appraisal evaluation, the supervisor is able to measure their employees’ level of performance and able to provide them feedback for further improvement on their weaknesses because supervisor is more experience on the daily process compare to the employees. For example, through performance appraisal, the supervisor is able to know and point out the weaknesses of the employees as well as giving them a chance to improve their weakness.
Performance appraisal is perceived by most as a tool to reward or penalize employees for their good or bad work respectively by the end of a year. This notion is a challenge in itself to deal with. The whole exercise becomes dull for both supervisors and their subordinates and they tend to look at it as an additional responsibility which they have to finish. In the end, there is little or no value addition for either the employee or the organization. There are, however, better ways of looking at and conducting performance appraisals. It can give much needed feedback to both performers and laggards to improve upon and if done properly can even boost their motivation. More importantly, they provide a chance to employees to have a say in their goal setting and thus aligning it with the departmental and organizational goals. Also, the process itself has a value in team making.
Introduction Canadian health and safety legislation requires companies and organizations to make a commitment towards occupational health and safety. Maintaining a safe workplace environment has numerous benefits. A safe work environment can boost employee morale, increase productivity, and improve job satisfaction. For companies and organizations, these benefits can lead to less turnover and increased employee retention. They can also reduce absenteeism while improving the culture and image of a company or organization.
Regulation compliance, employee safety, fire safety, ergonomics, industrial hygiene, hazardous waste removal, training procedures, and management relations are samples of features taken into consideration during a Safety Major’s day. Though there are numerous specializations safety professions can choose, a base knowledge in all fields is essential for a successful career. Therefore, I intend to pursue a continuation of safety certifications that will demonstrate a persistent ability to learn about my career. For the initial duration of my profession, I hope to obtain an Environmental Health and Safety specialist entry level position for an established organization. If the opportunity arises, I will promote within the same organization until
Traditional annual evaluations are assessments to review an employee’s job performance, discuss expectations, help recognize employee achievements, compare various employees’ skills and identify areas to improve, furthermore
...organizational annual pay and grading reviews, Performance appraisals generally review each individual's performance against objectives and standards for the trading year, agreed at the previous appraisal meeting. Performance appraisals are also essential for career and succession planning - for individuals, crucial jobs, and for the organization as a whole. Performance appraisals are important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. Performance appraisals provide a formal, recorded, regular review of an individual's performance, and a plan for future development.
Although performance is a major objective at top organizations, successfully addressing poor performance is also a key focus. Although many employees feel or dread performance appraisals they are directed to enforce clarity with individual employees day-to-day work-load, performance appraisals develops responsibility while making employees accountable for performance expectations, reinforces future career planning, helps the organization with determining training needs, and provides a stem of documentation for legality purposes. Performance management in detail is much broader than many employers, and employees assume and necessitates so much more. Proficient appraisals should represent a summary of on-going dialogue. Focusing only on an annual performance evaluation leads to misrepresentation of the performance management process in its
It starts from OSH policy and objective of an company/organization. The OSHMS aim can be achieve if employees implementing and practicing what they have learned from the programmes conducted by their management. The OSH programmes like personal protective equipment, first aid, fire preventive plan, incident/accident investigation, hazard identification and many more are playing an important role to achieve the OSHMS’s aim. The management’s commitment towards safety and health like organizing training and education is resulting in raises the employees awareness on work place safety and health and employees’ involvement to success the safety and health programmes. To enhance the OSHMS, preventive and corrective action and continual improvement are playing an important role. So that the company/organization is keep moving forward successfully in achieving occupational safety and health management system’s
Zanko, M & Dawson, P 2012, ‘Occupational health and safety management in organizations: A review’, International Journal of Management Reviews, vol. 14, no. 3, p 328-344, viewed 2 April 2014, http://ro.uow.edu.au/commpapers/2832/.