Madden Industrial Craftsmen Incorporated

Ah, the performance review. Few like giving them; fewer enjoy receiving them. Still, objective performance criteria can go a long way toward achieving your company’s business goals.

Here are some tips to help you create performance objectives which will help make the performance review process go much more smoothly and happily for everyone.

Make sure your objectives are measurable. Just about every objective can be measured, either by quantity or quality. Decide how you will measure your objectives. For quantifiable (countable) objectives, what kind of “numbers” will you use? are the benchmarks you will use? For the more esoteric (quality) objectives, decide on the different types of benchmarks you’ll use to measure performance. You’ll need to decide what kind of data you will use to measure employee performance and you’ll want to be sure it will provide you and your employees ongoing feedback regarding their performance.

Be specific. What do you really want your employees to achieve? Look beyond actions and focus on results. Being specific makes your objectives clear to your workers and helps keep confusion and disputes to a minimum. If your objectives are complex, aim to break them down into specific sub-objectives. This helps employees focus their efforts on achieving the specific results you seek.

Who is accountable for your performance objectives? Some objectives may be the responsibility of managers, who then should set objectives for line workers. For example, if a foreman is responsible for making sure so many widgets are produced in three months, he’ll want to be sure he creates performance objectives for his team members that  include seeing that those widgets are produced.

Are your objectives realistic? Taking the example above, can your employees make X number of widgets in three months? Efficient businesses know that performance objectives link back to the company’s strategy and business plan. You should set objectives that make your employees stretch and keep them challenged, but your objectives should be attainable.

Speaking of strategy, be sure your performance objectives relate to your company’s business plan and overall goals. Good performance objectives start with the “end in mind.” That is, they create a link between what individual employees are expected to do with the ultimate goal of the company. All objectives should be alignment with at least one other.

Deadlines are gold. Set time frames in performance objectives; deadlines help employees focus.

Contact Madden Industrial Craftsmen Incorporated for top-notch employees eager to meet your objectives. Whether you need industrial workers on a temporary, temp-to-hire or direct-hire basis, we will meet or exceed your objectives every time.

If you hire people full time who were unemployed or working only part time and Uncle Sam will reward you with a terrific payroll tax incentive.

President Obama signed the Hiring Incentive to Restore Employment (HIRE) on March 18. If your company qualifies, under the HIRE Act you could receive payroll tax incentive and a general business tax credit.

Just about every business in the U.S. could qualify. All your company needs to be is a “non-governmental entity.” If you’re a U.S., Federal, state or local government organization, you’re out of luck, although even state colleges and universities qualify for the incentive/tax credit.

Hire someone who starts working for you after March 18 but before December 31, 2010 and you may be exempt form paying the 6.2 percent social security tax on wages to paid to qualified employees. Those qualified employees are those who

Payroll Tax Incentive
Under the Act, employers that hire new employees this year may be exempt from paying the 6.2 percent social security tax on wages paid to qualified employees through December 31, 2010. An employee is “qualified” if she: starts work after February 3 and before January 1, 2011; signs an affidavit that he wasn’t employed for more than 40 hours during the previous 60-day period (which ends the date she starts working for you) ; wasn’t hired to replace another employee (unless that other employee left of his own accord or was terminated for cause; and isn’t one of your family members.

You may claim your payroll tax exemption on your federal employment tax return.

As for the general business tax credit, the HIRE Act allows you to receive this tax credit if you retained the employee for at minimum of 52 consecutive weeks and her wages during the last half (26 weeks) of that 52-week period  were at least 80 percent of her wages of the first 26 weeks of the period.

If the employee stays with you for just 50 or even 51 weeks, you cannot claim the general business tax credit.

The credit is equal to the lesser of either $1,000 or 6.2 percent of the wages you paid to the retained worker during the 52 weeks mentioned above.

If you’re on the lookout for top-notch talent in carpentry, welding, machinery, production, HVAC/facilities maintenance and other skilled technical trades in the Pacific Northwest, contact Madden Industrial Craftsmen, Incorporated. We can fill your temporary, temp-to-hire and direct hire staffing needs with excellent workers who meet — and exceed — your expectations. We look forward to hearing from you.

Mike – Electrician – Commercial and Industrial – Mike is a strong industrial and commercial electrician.  He holds a Journey license for Oregon and Washington.  He has worked in paper mills, saw mills, and has experience with wind turbines.  He has done new construction jobs as well as tenant improvement.  He has run crews at many of his past jobs.  Mike can start to work for you immediately.

 Chris – Maintenance Supervisor – Chris has a strong background in creating and managing maintenance programs. Chris has managed up to thirty skilled trades’ personnel including mechanics, electricians, tool and die makers, and grinders. In addition he oversaw the maintenance for a 750,000 square foot state-of-the-art distribution center.  Chris has outstanding communication skills, longevity at past positions, and is looking for a challenging job. 

 Randy – Carpenter – Commercial – Journey level drywall hanger and concrete carpenter. He is strong at tilt ups and metals studs, and he has done siding, vinyl, and T-111. Randy has all of the needed tools and know-how to hit the ground running with any related job that you might have.  Give us a call to find out more about Randy.

 Bruce – Facilities Technician – Bruce has worked on boilers, air-handlers, chemical pumps, electrical, and other HVAC equipment.  He has also worked on air compressors, forklifts, log loaders, and production equipment.  He also has supervisory experience at a number of his past positions.  Bruce is looking for a long-term opportunity with a solid company. 

 Laborers – We have a number of hard-working, reliable laborers available to go out on short-term or long-term projects.  All of our laborers have related experience, reliable transportation, and are eager to work.  If you need some laborer help for a day or longer, please call us,