To Amend or Not To Amend: That is the Question. A Debate on Charter Change.

Wednesday, July 27, 2011

The evaluation mania!

In reference of making or doing evaluation to employees, may I quote my source from here:



  • Be honest and fair in evaluating all employees. Be certain that you as the supervisor have reviewed all of your employees in an objective and consistent manner as individuals and relative to other employees in the group. The purpose of performance evaluations is to take a realistic snapshot of the employee's performance. Don't say the employee is improving if (s)he is not performing well.
  • Be consistent in your approach. Don't create a situation where it appears that you create excuses for one employee while holding another employee accountable. Define your criteria for each level of ranking and use the same criteria for every employee. Don't set separate criteria for certain employees.
  • Give your comments. A ranking or number used to rank an employee's performance is useless without a written comment. Comments are required for any ranking that is less than "3 or meets expectations" and also for the highest ranking of "5 or exceeds expectations." Comments may confirm achievements or be constructive depending on the nature of the ranking.
  • Make your comments consistent with the rankings. Don't give someone a "meets expectations" ranking if your comment describes a substandard performance.
  • Be realistic. Don't inflate ratings. Inflation of ratings only inflates an employee's expectations.
  • Rate the employee's performance, not the employee's "attitude." Keep your comments job related and based on the employee's ability to perform his/her job. Avoid phrases like "bad attitude," "he's not a team player," and other subjective type comments. Explain the behavior that is a result of the "attitude."
  • Set goals with the employee. Don't just criticize a deficient performer; set goals for follow up and for improvement or development. Work together to create a plan of action to help the employee in deficient areas and to establish goals for the coming year. Set a follow up period and be sure to reevaluate the employee at the appropriate time.
  • A performance evaluation should motivate an employee to want to improve. The employee should feel excited about the challenges and his/her ability to meet them. If employees hear only about their failures and weaknesses, they'll start to believe they can't succeed. If employees get support and encouragement from their supervisor, they'll gain the desire and confidence to keep trying. When the supervisors' suggestions for improvement bring results - and recognition - employees are even more likely to listen to future suggestions.
  • There should be no surprises. The evaluation should be a review of the past year's performance. Through previous counseling and other communications, the employee should be aware of any concerns you might have about their job performance. The annual evaluation should not be the first time the employee learns of your concerns.
  • One tool that may be used is to ask the employee to review his or her own performance and expectations for the future by preparing a self-appraisal. They may complete the same evaluation form that the supervisor uses or may draft a memo or list reviewing performance strengths and weaknesses and future goals. Having the employee go through the same exercise may make it easier for him or her to understand the value of the evaluation process.

Monday, July 25, 2011

My first salary!

After the 22 days of training, I am now already a regular employee of a department store in Cauayan city. I got my first salary of work for the last six (6) days cut-off. Although four days delayed, I am so happy to receive the cash!

Well, here are the things to do with your hard earned money. This will fully utilize your cash to its proper use for the betterment of oneself, to others and to the community as well. And that's according to Money Magazine, there are 50 Smartest  things to do with your money. Read the full article.

Sunday, July 10, 2011

What a security guard does?

According to, a security guard should accomplish the following tasks: to safeguard, patrol and monitor any theft or violence in the premises where he has been assigned duty.

The main task is to provide safety against any law violator and determining any sort of disturbances that will incur loses to the client. Sad to say, some (not all) Talavera security guards in the depart store do not practice in this dictum.

Instead, they observe employees with their work and everything that bypasses the hired supervisors. Log book must be used in case there are violations against existing laws of the Republic of the Philippines as some of it contains grammatical errors, wrong spelling.

Another thing, they do the work of a Sales Clerk in terms or arranging items inside the depart store.


Tuesday, July 05, 2011

Diet on the go

As I am getting older, people of my age are getting out of shape. If you have plans on getting on the corporate ladder, you have to stay on shape. By doing so, you will have the benefits of being healthy of course and with a wind sprint.

My attitudes towards diet has drastically changed with the lectures conducted every Saturday thanksgiving at Apalit, Pampanga by Dr. Villanueva:

  • Eat fruit one at a time at empty stomach
  • Rice and vegetable combination
  • Vegetable and meat combined
  • No drinking after eating meal
Eat, drink and be healthy. Let your food be your medicine. Good diet on the go!

Saturday, July 02, 2011

Supervisor on the go

What is the job description of a supervisor? According to, duties and responsibilities of a supervisor has the following to perform:

Basic Tasks

  • Assist other store employees with their work
  • Disseminate tasks and orders to employees
  • Train and evaluate trainees
  • Check the flow of the store from time to time.
  • Check the products before the opening and closing of the store
  • Encode the delivered or ordered materials or products
  • Assist the customer with their demands, suggestions and complaints.
  • Communicate with the manager regarding the sales, employees and other important matters.
  • Act as officer in charge whenever the presence of the Manager is not available. definitions:

An employee is a supervisor if he has the power and authority to do the following actions (according to the Ontario Ministry of Labour):
  1. Give instructions and/or orders to subordinates.
  2. Be held responsible for the work and actions of other employees.

Facebook Page