Personnel rating;

              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
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