Our first SIG focused on the challenge of performance appraisals at all levels of the organization (management, salary and hourly).  It was interesting to note that most of the participating companies didn't have a perforamance appraisal system they currently used for either hourly (union and non-union or salaried employees). 

Some questions we considered included:

• Who in your organization receives regular performance appraisals?
• Are performance appraisals tied to salary/wage increases in your company?
• Do you regularly struggle with getting managers/supervisors to complete performance appraisals?  Have you tried any strategies to get these completed?
• Do you require performance appraisals to be completed by a set date for all or by anniversary date of the employee?  Do you think one is more successful than the other?

We had a great discussion on if performance appraisals should be done; how often they should be done and if they should be tied to wages.  Some of the concerns included how to deal with those employees that are really good when you hire them and after 3 months are issues (aka the 90 day wonders).  Others were concerned and wondered if having performance appraisals would result in a silo organization, because you want your department to appear better than others rather than a team approach. 

Everyone in attendance seemed to believe regular communication about expectations and attendance are key.  Performance appraisals can't replace regular talks with your employees.  We also talked about how companies currently reward employees (not just wages) and a reminder that a little pat on the back goes a long way!  One way suggested to get buy-in on performance appraisals was to ensure the employee's performance appraisal links to the manager's goals on his performance appraisal.

Do you currently do performance appraisals in your organization?  How do they tie into the organizational and department goals?  Do you think they are valued by all in the organization?

Our second SIG featured a  speaker from the Ministry of Labour who answered questions about the Ministry of Labour with a focus on the requirements and need for Sr. Manager's to ensure their company is in compliance.  The presentation talked about the internal responsibility for safety and reminded us that Health and Safety committees are not 'responsible for safety' but are an organization's consultant to provide good safety advice.

 The presentation went on to remind us that inspectors are looking for 3 things when they are coming into your workplace:

1.  Competence - know act, have a committee, policies in place
2. Commitment
3. Capacity

 **Remember it is the practice not the policy that counts!  Train and execute the policy ****

 For more information on the Brantford and Region Consortium and local events please contact Laura Gibson at 226-388-3894 or lgibson@emccanada.org