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Compensation
It is the company’s policy to pay each employee in
accordance with their skill, performance, experience and
the labor market. The company strives to provide
competitive pay rates and benefits for its employees.
Whether your pay is determined by an hourly rate or
straight salary, it is based mainly on your individual
performance in your specific job function and other
factors determined solely by the company.
Your compensation is confidential
and should not be disclosed to fellow employees. All
questions regarding your pay should be directed first to
your manager, and then to the Human Resources
department.
Job Description
Your job description is the written record of major
duties and responsibilities for your position. Your
supervisor will make the assignment of the duties and
responsibilities, which constitute your position. Duties
performed only occasionally are not normally included in
your job description. Your supervisor will may assign
other duties to your position at any time, with or
without notice. If your job description is inaccurate or
incomplete, discuss the matter with your supervisor.
Personnel Action Report (P.A.R.)
~The Personnel Action Report is necessary to report any
personnel actions. This includes new hires, pay,
position, status changes, and terminations.
~Important: Because this form affects your year end W2
wage statement, make sure your personal information is
always correct and current.
~Please submit a new form if you ever need to change
your personal information such as:
-Name (a new Social Security Card is required)
-Address
-Phone Number
-Emergency Contact
Performance Appraisal
Introductory Period Appraisal
New employees entering
the company are required to serve an introductory period
of three months. This gives you the opportunity to show
your ability by actual work on the job. Your supervisor
will evaluate your performance before making a
recommendation as to whether you should continue your
employment with the company.
Annual Performance Appraisal
You should receive a
formal annual performance rating at least once a year.
Your store manager makes this evaluation by comparing
your performance with the performance standards
established for your job. Ask your store manager for the
areas on which your performance will be measured. When
you receive a performance appraisal, you should take the
opportunity to discuss your performance with your store
manager. You should sign the performance appraisal
document to show it was reviewed with you and submit
your own comments on the appraisal.
Accessing Performance Appraisal
Forms
~Log on to MVL intranet site.
~Click on Human Resources tab.
~Click on the HR Documents link.
~Click on the Reviews folder.
~Click on the Templates folder.
~Select desired position.
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