Back to Back Issues Page
The Job Evaluation Setup
November 05, 2012


Employee Rights News You Can Use


Filtering software may prevent you from receiving your issue of Your Basic Employee Rights eNews! To ensure that you never miss an email from us, please add us to your whitelist.


Date November 5, 2012!!

Issue #44


Top Tip.....

The Job Interview Trick Question

Many employers use this question for reasons the job applicant may not expect. They use the question to get an indication of the job seekers integrity and sense of loyalty. I find this ironic since most employers don't share this same concept.

The interview scenario may proceed as follows.....

"Oh..Yancey one more thing, we are looking to fill this position immediately. How soon would or could you be available if we selected you for the position?" Now here is the potential trap. The response will usually be one of two things.

"I can begin tomorrow."
"I need to give my current employer notice."

The first answer, "I could start tomorrow" implies being very enthusiastic and eager. It also sends a signal to the potential employer that you are disloyal. The next boss could then infer you would also dump them for a better deal down the line.

The second answer is typically the one most employers would want to hear. "I need to give my current employer notice", gives the impression you are someone that has a sense of loyalty and dedication to the employer. Most times the job applicant doesn't realize the true reason for being asked this question. However, you can flip the script on the employer when they ask this question.

You could ask something like, "As an employer would you prefer an employee that was considerate enough to provide notice?" This response puts the employer on notice that the accountability, responsibility and LOYALTY standard works both ways!

That said....

Let's get to it!



The Job Evaluation Setup!

Employee performance reviews can be dreaded by both the employee and the evaluator. Job evaluations can be uncomfortable, stressful and tense. It should be dealt with as a learning process where both sides bring mutual respect for the process. The integrity of the performance review will depend on two things;

The appropriate attitude

From the employee's perspective, being prepared is absolutely critical. Especially, in environments that are mired in harassment, discrimination, bullying and other workplace issues. Do you work in this type of culture and are being exposed to adverse conditions of this sort? If so here are some strategies you may try.

Create a favorable atmosphere

Job evaluations are quite often emotionally charged. Managers like to maintain an upper hand when it comes to control. They like the intimidating atmosphere of their office. To take away this psychological advantage, you could suggest a neutral place for the evaluation.

You could say something like, "Mr. manager your phone rings a lot when we meet and it's quite distracting. Would you mind doing my evaluation in the conference room or other manager's office." She/he may refuse the request, but it couldn't hurt to ask. A refusal may also provide you with insight into the need for control or insecurity on the managers part. This would be particularly true if the manager offered no reasonable objection to the change.

The Best schedule

Some supervisors like to schedule performance evaluations at your busiest time of the day. Why? Because they want the added pressure of distraction. This way you will tend to not take the time to listen and thus agree with the evaluators assessments of your work. The worst thing any worker can do is to "rush" through an employee performance evaluation.

The Time Limit

This can be tied to the best schedule. If your boss makes statements about being pressed for time or tires to hurry the evaluation along, this could be a red flag. Proper job evaluations should always be scheduled in a manner allowing for enough time for relevant discussion.


some experts believe having your manager sit next to you creates a trusting environment for discussion. What if the manager makes a statement you have issue with? If you are trying to take notes he/she may be able to see what you write. Also if their is an atmosphere of distrust in the workplace, this may not be a good idea.


Even if the supervisor agrees to a change of "venue" (away from their office) it doesn't mean they can't create distractions. Obviously, the employee shouldn't want anything to distract her/him from listening intently to everything that proceeds out of the mouth of the evaluator. Therefore, never bring cell phones, iPhones, etc. to a job evaluation.

Now that the employee evaluation stage has been set, focus on the evaluation itself. Some supervisors may try to play the "small talk" angle before actually diving into the evaluation. This could help or hurt the process. It could be a lame attempt to make you feel comfortable or lull you to sleep. Remember as I've stated before...NEVER assume your supervisor, manager, evaluator, HR person or EEO officer is competent in their position.

Next time we will look at the next two things that should take place in the employee performance review process....

Description of any problems with performance Restating standards of performance

Until next time,



Employee Rights Educator, Coach, Trainer, Advocate, Internet Business Presence Consultant (work in progress)


Are you a SALARIED or HOURLY employee?

Are you "EXEMPT or "NON-EXEMPT"?

Not Knowing could be COSTING YOU M.ON.EY!!



If you need an answer to an employee rights or other legal question, get an answer here F*REE!



Can I Interest You in an Extra $250.00 a Day...?
Legitimate Online Jobs will show you how.



Here's a Special Free Video Series ($97 Value) This resource has been a tremendous help to my blogging efforts.





If you find the info useful please recommend signing up for this newsletter to anyone you know that works for a living, they will thank you for it!

This newsletter is designed for YOU! Let us know what workplace issues concern you the most. Follow this link:












Your Basic Employee Rights eNews is published the first week of the month, 12 weeks per year. From time to time we will publish special features that affect employees in the workplace. We may also offer third party resources that will be of benefit to you our valued subscriber.



Note: Any and all information provided within this Newsletter/Ezine is for educational and general information purposes only. It is NOT INTENDED as legal advice. Please review this specific disclaimer;


Written by Yancey Thomas Jr.


(c)copyright 2012


Back to Back Issues Page