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Show 1 December HILL TOP TIMES 12 W 1, 1978 Roforms forocosf Santa comes to Mill imrroTy 10 a.m.. Toy land parking West side, r . t i i i i i i i i i i i i i i i i fi 'r i i i i By Ralph Peterson Career Management Section Civilian Personnel Branch Chief, 332 EBldg. i 'i" i i Fodoral omployoos to oxporionco chango ii l iii iiiitiiiiiiiiiiiii'ii-- i During the next few years, Federal employees are going to experience many changes in civilian personnel administration. These changes originate at every organization level, and include such things as career programs directed by DoD and Air Force, new computer systems implemented Air Force wide, and the recent Civil Service Reform Bill, which will have effects in all personnel areas. far-reachi- ng The lonely Chevrolet-Oldsmobil- Dealer in Morgan e HOLDS... the... LINE on One of the provisions of the reform plan is a new performance standards and appraisal system. The new system may take as long as three years (Sept. 30, 1981) to implement. Until then, we will continue to use the Air Force Standard Appraisal System. As usual, the appraisals will be given during March 1979, and will be effective for one year beginning June 1. 1979 NEW CAR & TRUCK PRICES (Never a Hidden Charge at Ed Lawson's) 1979 BRAND NEW 1979 CHEVROLET Chevette Hatchback Coupe 1979 BRAND NEW 1979 OLDSMOBILE Omega Sedan day-nigh- NO. 165644. Inflated IMMEDIATE DELIVERY IN IMMEDIATE DELIVERY IN MORGAN MORGAN 1970's - Cftovy's .. 1970 Nova Custom Cpe. 1978 Nova Sedan 1978 Monte Carlo Landau 1978 Camaro Coupe HEW 197Q'$ I LIST PRICE ISALE PRICE DEALER INVOICE 5387.25 7751.90 7848.72 7989.15 7068.54 6321.31 5818.64 7859.93 6032.82 5761.50 10,352.95 7495.95 6975.90 obvious Employees and supervisors alike show their concern for the appraisal system by making suggestions for improving it. $4798 $4598 $6398 $6498 $6298 $5598 $7498 $5598 $5498 4830.40 4610.35 6412.09 6547.55 5648.25 1978 Impala Sedan 1978 Malibu Classic 1978 Delta Royale 88 1978 Impala Sedan 1978 Monte Carlo Cpe. It that when supervisory appraisal scores are inflated to unreasonably high levels, both employees and management suffer. Employees who are truly outstanding and who perform in a superior way receive much the same scores as other, less effective people. The result is that better employees are considered for promotion along with others, who may be less deserving. Supervisors, in turn, are not always given the best candidates from which to choose for promotion. is . Olds & understand, the appraisal score plays a very important role in determining the ranking of candidates for promotion in the Merit Promotion System. In fact, the appraisal score counts almost 50 percent of the total ranking score in many cases. Chevrolet economy champ, Chevette Hatchback Coupe, equipped with tinted glass, sport stript mirror. L H Remote sport ing, mirror, 1.6 litre engine, radial white stripe tires. Heavy duty radiator, radio, bodyside mouldings, wheel covers, center console and more. Motor Beautiful Omega Sedan, equipped with automatic transmission, tinted glass, front and rear auxiliary floor mats. Accent striping, power brakes, deluxe wheel covers, pushbutton radio with rear speaker. Bodyside mouldings, power steering, whitewall tires. Plus all fine Oldsmobile standards. Motor No. 104120. fJElV As most employees Unfortunately, most suggestions include some method of predetermining or limiting scores, which is prohibited by regulation. We regret this because many of the suggestions show initiative, much thought, and inventiveness. We agree that because of its importance, the system requires a fair and judicious distribution of scores. What can be done to achieve this objective? Limitations First, there are some things we cannot do numbers of high scores, and we cannot predetermine an average We cannot limit the score and force supervisors to meet it. We can change our attitudes about the system. We can realize that not everyone is perfect (100), and that most of us should be marked nearer average than we are. We can use the grievance system for honest complaints, but not where our performance fails to justify higher marks. Supervisors can improve their ratings by explaining performance requirements to employees, and by using the total year's experience, rather than isolated instances, as a basis for scores. Management review Last year, the proposed appraisal scores were reviewed by management to determine if supervisors were fair and equitable, or biased and needed training. The same procedure will be followed this year, and all scores (not individual statistical summaries) will be reviewed at directorate levels. The Merit Promotion System will be as valid and useful as the data used to rank employees. If management, supervisors and (and employees their representative organizations) object to the system, the first place to look for improvement is the appraisal system. Each of us can help. . 1970 Domo's end Exocutivo Ccrs appraisals, but ... 4 L !1 si 1979 BRAND NEW 1979 Chevrolet Pickup 1978 BRAND HEW 1978 Luv Truck Long wheel base, Fleetside, equipped with oil, temperature and volt gauges. Heavy duty radiator, 3.40 axle (5) GR 78x15 Truck Tires. Vinyl interior, heater and all standards. Motor Equipped with 4 speed transmission, F 78xl4B truck tires, heater, vinyl interior, standard emission. Fleetside, pickup box. L 4 engine and all standards. Motor No. 270918. No. 119037. IMMEDIATE DELIVERY IN IMMEDIATE DELIVERY IN MORGAN MORGAN . . . 1979 Toronctfo's GOOD SELECTION 1979 CorVQttQ's 000D Mode I Homes on Display Sold by Mobile Homes West, Inc. i $ SAE $ $A7E SELECTION m at m lwc THE ULTIMATE IN MOBILE HOME LIVING Newly Refurbished Indoor Therapy Pool & Sauna Paved Recreation Vehicle Parking Large Clubhouse All Adult Full Time Service Man Located in Park Managers Live in Park Over 90 New Spaces Ready Now! nnDTU onnn nrnru mn toi-oit- " jioa . Co-Own- CHEVROLET - OLDSMOBILE Morgan, Utah 829-337- f I f JSJ . from Ogden 3 I 1 I 1 1 I 1 1 1 1 1 II . t Under New Management Swimming Pool CANT MISS!! YOU i MOBILE HOME COMMUNITY - SAVE A LOT" "DRIVE A LITTLE Nod I I 399-405- 1 1 1 1 1 1 , , I i . n M I! r I er iiunin icct iiloi uuisui will tji S7 I lCCS |