6 Sure Ways to Improve Your Job Cost Reports
February 1, 2014
10 most Common Estimating Mistakes
May 1, 2014
Show all

How Do I Get a Pay Raise Around Here?

Evaluation is a systematic determination of a subject’s merit, worth and significance, using criteria governed by a set of standards.

The definition is a mouthful. Evaluations are the most difficult to successfully accomplish but very rewarding if they can be done effectively. Identifying the key words in the above definition can help in their success.

The word “systematic” is defined as being done according to a fixed plan or system. The common plans for when evaluations are accomplished are generally Quarterly, Semi-Annual or Annual. For anyone that has to do them the time between the last one and the next one can be incredibly difficult to remember all the things you would like to express that could help the employee being evaluated. Another problem is we tend to remember the negative points to express before the positive ones. Many times evaluations are complaints or mistakes the employee has done recently then a true measurement of their merit, worth or significance.

The next word in the definition would be the “set of standards” that we are evaluating an employee against. Defining and measuring the work they do is the basis of a standard. Looking for the consistent repeatable patterns that we can measure daily is the goal. In construction we use cost codes. The word cost should be replaced withworkcodes. Employees can be trained to identify what they do daily with these work code standards. The tendency is to create to many standards and confuse and dilute the effectiveness of the standards. Start simple and as the collective knowledge of all the employees increase you can add more depth to the standards. Always remember that part of the collective knowledge is being reduced each time new employees are hired and introduced to the standards.

Lastly and the most difficult is establishing the “criteria”that informs the employee where they are in their ability to satisfactorily complete the standards set forth. How can we create “criteria”that can be used by all evaluating personnel for the betterment of all employees. The subjectivity in most evaluations do not help the employee with merit, worth and significance. A way to define the criteria to be used on all employees and reduce the subjectivity would be to simplify it.

Start with the following questions to each standard or work code:

  • Employee Doesn’t Know It
  • Employee Somewhat Knows It
  • Employee Knows It
  • Knows It and Can Supervise It
  • Knows It, Can Supervises It and Trains It

Consider a solution that could let them know daily how they are improving. Look at your time collection process and maybe with a little modification add the above criteria to your time tickets and ask your Superintendents to check one of the boxes daily when turning in their time ticket. Compiling the results from the simple criteria defined above can help greatly when evaluating the employee for pay raises and advancement. Each work code will also have a total of hours worked on each one. Simple steps that can reduce turnover and build loyalty with employees. For a proven solution check out PayCrew!

Lee Clark
Lee Clark

As the CEO and co-founder of PayCrew, Lee Clark is passionate about the people in the field, because he understands the importance of trust between a company and its people. As a construction business owner, he saw first-hand how attracting and retaining skilled people form the foundation of a company’s success.

Lee has a passion for measuring daily performance in the construction industry and is also a regular contributor at Concrete Construction.