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HASKINS & S E L LS C E R T I F I E D P U B L I C A C C O U N T A N T S N E W Y O RK CHICAGO P H I L A D E L P H IA D E T R O IT ST. LOUIS BOSTON C L E V E L A N D B A L T I M O RE P I T T S B U R GH BULLETIN SAN FRANCISCO LOS A N G E L ES N E W O R L E A NS S E A T T L E D E N V ER A T L A N TA W A T E R T O WN LONDON VOL. I I NEW YORK, AUGUST 15, 1919 No. 8 Personnel Rating T H E country storekeeper has no written personnel records. He has no need for them. Contact with his employes offers the opportunity to observe them. His brain records what he sees. There is no one but himself concerned. Were he charged with the necessity and responsibility of employing assistants scattered pretty generally over the United States; of treating fairly with them in the matter of compensation; of compensating each according to his qualifications and merits; of offering them incentive to increase their usefulness; of inspiring in them a confidence which is the basis of loyalty and happiness in business relations; of developing in them a consciousness of the opportunity which they have in rendering an important and honorable service—then it is probable that he would seek some effective aid in bringing before him visualizations of the individuals, together with their individual efforts and accomplishments. The need in this organization for some such means has been apparent for some time. As the staff, scattered throughout the country, has increased; as new offices for the practice have been opened; as the organization has expanded; it has become increasingly difficult to insure equality of treatment in compensation, advancement and consideration to all. The results accomplished by the department for professional training in working along these lines in the time which could be devoted to such work have served to emphasize the desirability of taking up the matter somewhat intensively. Colonel Arthur H . Carter, who has recently become associated with our organization, has worked out a plan which has as its purpose the accomplishment of the results above stated. It is a rating scheme which will give to each individual on the staff a relative and numerical status determined by comparison with a scale made up of individuals representing graded standards in the organization. With one hundred points as the maximum, distributed as indicated, each individual will be judged with regard to the following: General value to the firm - - 50 Professional qualifications - - 20 Personal qualifications - - - - 15 General qualifications - - - - 15 Total 100 General value to the firm comprehends, ability to execute work, incident to an engagement, in accord with the policy and technique of the firm; elasticity of business qualifications; commercial instinct; ability 57
Object Description
Title |
Personnel rating |
Author |
Anonymous |
Subject |
Employees -- Rating of Performance -- Evaluation |
Personal Name |
Carter, Arthur H. |
Office/Department |
Haskins & Sells |
Citation |
Haskins & Sells Bulletin, Vol. 02, no. 08 (1919 August 15), p. 57-58 |
Date-Issued | 1919 |
Source | Originally published by: Haskins & Sells |
Type | Text |
Collection | Deloitte Digital Collection |
Digital Publisher | University of Mississippi Libraries. Accounting Collection |
Date-Digitally Created | 2009 |
Identifier | HS Bulletin 2-p57 |