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Employee Appraisal
Recruiting & Staffing
Employee Appraisal
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I work for a therapeutic agency where we use contractual workers who work for a flat hourly rate. Our administrative staff is fairly young and are learning as we go to fulfill our new demanding HR rol
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Forums » Topic Forums » Recruiting & Staffing » Employee Appraisal
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Employee Appraisal
posted at 11/1/2006 7:38 AM EDT
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Posts: 5
First: 11/1/2006 Last: 2/20/2007 |
I work for a therapeutic agency where we use contractual workers who work for a flat hourly rate. Our administrative staff is fairly young and are learning as we go to fulfill our new demanding HR roles. Recently, we have been developing our performance appraisal system to evaluate our staff. However, we have run into a minor debate whether the hourly contractual physician should be evaluated similar based on the system we have designed. I think regardless of the position or experience our contractual staff possess, that all employees should be measure by similar guidelines, but evaluated according to the expectation they are expected to perform that is dictated by their job description. What do you recommend to inexperience HR staff? |
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Employee Appraisal
posted at 11/1/2006 8:07 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
You need to be very careful how you treat your contract staff. The more you treat them the same or similarly to your regular employees, the more you run a risk of co-employment issues. MicroSoft paid huge settlement amounts years ago because they kept their temp/contractor staff for years doing the same work and treating them the same as regular staff. The temp/contractors sued claiming that they should've been entitled to the same benefits as regular staff because there was really no difference between them. They won, and won rather big.
So, moral of the story is that the more you treat your non-regular employees as regular employees, the more you run a similar risk. Using the same evaluation tools to assess performance on temp/contractor employees as you woudl regular employees is not a good idea IMO. |
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Employee Appraisal
posted at 11/2/2006 5:52 AM EDT
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Posts: 5
First: 11/1/2006 Last: 2/20/2007 |
Thank you for responding.
I have another question. If its not wise to manage contractual workers with the same measuring stick as we do with our regular employees, then how should we evaluate contractual employees' work performance? For instance, if we are not satisfied with a contractual worker performance, how do we critic them or should we not? If a contractual worker becomes a problem, how do we administrate disciplnary actions, especially if it is an employee we don't wont to terminate, but feel some course of disciplinary action needs to be taken? I really would appreciate any suggestions you can provide. |
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Employee Appraisal
posted at 11/22/2006 1:27 AM EST
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Posts: 5
First: 11/1/2006 Last: 2/20/2007 |
I am sorry; I don't mean to sound obtuse when I ask, what do you mean that all performance appraisals are bad? Please correct my way of thinking if I am wrong, but I feel a little different. I thought annually are good for two reasons: (1)they are informative for the employee, keeping them abreast to their status and their value to the company; and (2)for documentation purposes if any future problems develop in regards to employees issues or performance. |
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