Question: It's "annual review" time in our office. Each year, my supervisor asks me to write my own review and then we discuss it before he writes the final version. Since I know my job so well, I work independently and require no supervision. One of the questions on the evaluation form asks for "outstanding accomplishment(s) since the last review." I've been working at the same job for 27 years and am running out of adjectives to describe how great a job I do. There's nothing "new" to report and I'm concerned that I won't get the raise I think I deserve. How do you handle your annual evaluation without repeating the same things year after year? -- Anonymous
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Question: I have just recently been assigned to train our student workers for the receptionist job in a counseling center of a major university. The job requires them to do data entry and general office duties. I would like some ideas or forms I can use to track training problems. Any assistance will be greatly appreciated. -- Anonymous
Question: Our company doesn't have one set of written travel guidelines. What is allowed for the production lab differs from what is allowed for the sales force or for an executive. Through the years, the company has grown, and administrative staff and managers have changed enough so that we lost the verbal guidelines once used. I have found four different documents that were written to cover different departments. I would like to pull them together into a company-wide guideline, but would like to see what other companies are using first. -- Anonymous
Question: I work in an office where traditionally worker birthdays have been celebrated
with a potluck lunch. My position is responsible for organizing the
When I started two years, ago, workers seemed enthusiastic about the potlucks. However, some people are now saying that potlucks are too much hassle and they do not want to do them anymore. This does not offend me, but it does present some problems.
1) My director likes doing the potlucks, and she and I thought that clearly making them voluntary would ease the tension. However, those who dislike the potlucks have been complaining instead of excusing themselves.
2) Transitioning away from potlucks into just a cake-and-ice
cream-style event may offend people who are expecting a potluck lunch
Therefore, I need suggestions for easing the transition and any suggestions for potluck lunch alternatives.
Also, if anyone wants to comment on why the itty biddy petty things set people off at work, that would be informative as well. Thanks! -- Anonymous, California
Question: I was given the task of figuring out how to mount these large township maps that are covered with sheet protectors as a flip chart type, almost like an easel. However there are 60 of them, and they are hard to handle. I did try the big ring binders but had to tape them closed and whenever someone needed a particular township map for a presentation, the tape would have to come off and all the maps would have to be removed to get that particular one, thus leaving them all out of order and unable to be closed properly again.
What I need is an idea of how to mount or attach to some type of board (what kind, I don't even know) so they can carry them easily and yet flip them over like an easel pad would work.
Any suggestions? I am running out of ideas. I even went to an art store and they weren't very helpful. -- Terri Michael, Administrative Coordinator, Lancaster PA
Question: I am an Executive Assistant who works for a small non-for profit organization (65 employees). We had a CEO who was recently asked to resign (November). We have six Directors and one was asked to be Interim President & CEO while a search firm conducts a search for a new president.The Acting President, whom I am supposed to be an assistant to, will not include me in any information. It appears that everything is a secret. I can't help if I don't know what is going on. I spend my days doing research for her department and not any Executive Assistant duties. My concern is: When they hire a permanent President, I will not be able to support and help him because I won't know what has happened in the past six months.
Please give me some advice on how to address this issue. -- Anonymous
I am not the assistant to the President of the company. His assistant is probably the least qualified person on the admin team to assume a leadership or managerial role and I'm sure he knows that. Although she is a very competent assistant, she has no desire to be anything more than an assistant. Unfortunately, the last time I spoke to the HR Director about a promotion within the admin team, her response was, in essence, because I was already an Executive Assistant but was not assistant to the President and because of the current organizational structure of the admin team, there was nowhere to promote me to.
This type of position I would like is usually called either "executive administrator," "office manager" or "manager, administration" or something similar. Does anyone know of situations where this position was created or are currently in this position and can provide sound evidence based examples of how this position helped the company? -- Anonymous