[imaircooled]

Sorry for the delay. Thanks for all of your responses. Many of you took a lot of your valuable time to help. I appreciate that.

The office is pretty small. Plus we are working in Payroll/Accounting so we are very confidential. I'm not sure that I can ask another payroll employee.

We process payroll for a group of stores owned by our president. They are all the same kind of store. Payrolls are separated by location. I process payroll for about 700 employees. Some bi-weekly some monthly. So total employee count is around 1500 or so.

Below is the section for Performance in our handbook. Doesn't seem too friendly for the employee:


9. Performance

The personal contribution of each employee
to CUSTOMER SATISFACTION and PROFITABLE OPERATIONS
is important to the success of the company.
For this reason, your personal PERFORMANCE in these areas
is a most important aspect of your job.


As a measurement of your commitment to customer satisfaction and profitability, several elements of your performance are considered in the observation of your work. In broad terms, they include, but are not limited to:

• Quantity and quality of output.
• Dependability in following instructions and completing assignments.
• Attendance and punctuality.
• Personal conduct.
• Attitude toward other employees, customers, suppliers, and management.
• Cooperation in the teamwork effort of completing a job.

Without limiting the company’s discretion, these also are examples of the determining factors considered in the event that layoff is required due to business changes. If you are unsure as to the performance requirements of your assignment, you should ask your direct supervisor.

'I'd like to open another office and run it, here's my plan'.

I do like the idea of designing a plan and sharing it with them. There are some changes about to happen and I could be part of that change. This would mean them replacing me at my current position and I taking another. I'm not sure they would go for it although I think they would mostly agree that I would be better suited for the new position than the person they are thinking about offering it to.

I think the obvious answer is that they don't want to review you because they don't want to pay you more. The fact that they don't apparently have a process in place for this is bothersome.

If workers are working at the existing rate of pay, then we don't need to pay them more until they don't want to work any more. We'll just wait until they give notice, then we'll give them a raise and that will save us money in the long term....

The above quotes are correct. Most people that work here have worked here for a long time. We have a lot of employees that have been here for 30 years.

Calling HR out to the CFO is not a good career move.

Have you had a raise since you started?

The CFO, as indicated by his title, is aware of all the finances. CFO will be signing off on merit increases and if he is not seeing any, he knows they are not happening. If they are supposed to be happening, and are not, it's not like he can claim ignorance.

I think both of you have a point...but because of the size of the office....they both already know that reviews aren't happening.

S.M.A.R.T.

S.T.A.R.

I like these too. I may draft something up like this.

Thanks again,
Chris

Thanks again for all of the responses.