Recently I posted the progress of a team tasked with improving our site's
performance evaluation/development system. Our scope has expanded. We
have since been tasked with defining the relationship of this system to
the compensation system. The scope includes developing one system for
both exempt and non-exempt.
We have been given a constraint. For various reasons, we can not change
the seniority system (the site is non-union, a union campaign is
Some of the questions we are dealing with:
* can some kind of contribution-based compensation system work along with
a seniority system, or must one choose between the two ?
* we are working to separate the performance evaluation and development
system from the compensation system - can one expect to have an effective
evaluation/development process existing alongside a seniority system ?
One school of thought is we should drop the non-exempt from the scope
until we can get the OK to address seniority issue, ie, keeping the
seniority system in place is a "no-win" situation for our task.
Any thoughts on how to effectively integrate these systems would be
Geof Fountain TFYY93A@prodigy.com
Learning-org -- An Internet Dialog on Learning Organizations
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