Improving Your Incentive System - Table of Contents - Chapter V

IMPROVING YOUR INCENTIVE
SYSTEM’S EFFECTIVENESS
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A comprehensive manual authored By: Gene Levine, Gene Levine Associates
Management Advisors - Since 1965

TABLE OF CONTENTS

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CHAPTER I.	GOALS OF WAGE INCENTIVE SYSTEMS VS. PROBLEMS
CHAPTER II.	ABSENTEEISM
CHAPTER III.	LABOR TURNOVER
CHAPTER IV HOW EFFECTIVE IS YOUR MANAGEMENT STYLE? THE ORGANIZATION REVOLUTION A. LINE ORGANIZATION B. LINE AND STAFF ORGANIZATION C. THE COMMITTEE ORGANIZATION D. PROJECTION OF THE FUTURE NATURE OF ORGANIZATIONS E. QUALITY CIRCLES, THE FORERUNNER TO EMPOWERMENT 1. State the specific opportunity 2. Maintain objectivity 3. Record solutions 4. Screen solutions and prioritize 5. Decide on most preferred solution 6. Have another session that shows plan of attack 7. Implement plan F. ARE YOU READY TO EMPOWER YOUR PEOPLE? 1. Empowerment Needs Proper Leadership 2. Empowerment Needs Commitment 3. Empowerment Means Trusting Those You Wish To Empower G. THE IDEAL ORGANIZATION H. THE FIVE BONDS OF THE IDEAL ORGANIZATION I. THE QUALITIES OF A PROFESSIONAL LEADERS J. WHAT ARE YOUR PERCEPTIONS? K. JOB SPECIFICATIONS AND REQUIREMENTS 1. Why Job Descriptions 2. Job Descriptions Clarify People’s Roles – In the Company 3. Each Employee Is Somehow Connected To Every Other Employee 4. Some Benefits of Job Descriptions L. DEFINITION OF TERMS FOR JOB DESCRIPTIONS – MANAGEMENT, SUPERVISION, LINE AND STAFF DEFINITIONS: Top Management: Middle Management: First Line Supervisor: Line: Staff: M. DEFINITIONS OF AUTHORITY AND RESPONSIBILITY Authority: Responsibility: Delegate: Act: Report Recommend: Learn: N. DEFINITIONS OF DEGREES OF AUTHORITY Class P: Plan and Prepare Class A:Assist and Advise Class D:Delegate Class 1:Act Class 2:Act and Report Class 3:Recommend O. FORMAT FOR WRITING JOB DESCRIPTIONS P. AREAS OF A JOB DESCRIPTION 1. Definition of Job Area 2. Source of Authority 3. Scope of Authority 4. Scope of Job 5. Abilities, Skills and Education Requirements: Q. JOB DESCRIPTION QUESTIONNAIRE AND EXAMPLE DESCRIPTION
CHAPTER V.	SETTING AND MAINTAINING MEANINGFUL PRODUCTION STANDARDS
CHAPTER VI.	RECRUITING, INTERVIEWING AND HIRING DEPENDABLE EMPLOYEES
CHAPTER VII.	EFFECTIVE ORIENTATION AND THE USE OF EMPLOYEE HANDBOOKS
CHAPTER VIII.	TRAINING PRACTICES, TOOLS AND A TRAINING INCENTIVE PLAN
CHAPTER I X.	WAGE INCENTIVES
CHAPTER X.	DIRECT LABOR REPORTS AND CONTROLS
CHAPTER XI.	CORPORATE COMMITMENT TO DEVELOPING ITS PEOPLE ASSET
CHAPTER XII.	PROVIDING INCENTIVE FOR NON-INCENTIVE JOBS
CHAPTER XIII.	CLOSING IDEAS THAT WILL IMPROVE YOUR INCENTIVE SYSTEM’S EFFECTIVENESS

APPENDICES

APPENDIX A - A.A.M.A. "SCARE" MODEL

APPENDIX B - OPERATOR SELECTION TEST

APPENDIX C - EXAMPLE – WHAT TO BRING AND WHAT TO WEAR INFORMATION FORM

APPENDIX D - JOB DESCRIPTION QUESTIONNAIRE

APPENDIX E - EXAMPLE JOB DESCRIPTION – ENGINEER

APPENDIX F - EXAMPLE APPLICATION BLANK

APPENDIX G - INTERVIEW GUIDE: DO’S AND DON’TS WHEN INTERVIEWING

APPENDIX H - WEEKLY INTERVIEWING, TESTING AND HIRING REPORT

APPENDIX I - ORIENTATION AND TRAINING CHECKLIST

APPENDIX J - FACTORY TOUR FORM

APPENDIX K - EXAMPLES OF TRAINING CURVES

APPENDIX L - EXAMPLE DAILY INCENTIVE PAYROLL RECORDS

APPENDIX M - PLANS FOR A VESTIBULE TRAINING AREA

APPENDIX N - 13 WEEK INCENTIVE AVERAGE COMPUTATION FORM

APPENDIX O - DEPARTMENTAL INCENTIVE PAYROLL SUMMARY

APPENDIX P - INCENTIVE EMPLOYEE’S HOURLY POTENTIAL EARNINGS WORKSHEET

APPENDIX Q - ENGINEERED MOTIVATION TECHNOLOGY BASIC DISCUSSION GUIDE

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