Vol. 4, No. 6 CHEM-TEXTS Page 3
Employees’ Opinions Polled On Chem-Texts | Unions To Hold Picnics
A poll of 200 employees selected on a random basis from all plant and divisional departments and retired employees revealed that 96% of the employees read CHEM-TEXTS always or often, and that 76% of their families read it. The survey also showed the plant newspaper as a reliable form of communication and indicated employees have a vital concern for news and information on plant activities and operations.
70 employees completed the questionnaire for a 35% return, an exceptionally high response.
70% signed the questionnaire which was voluntary.
Answers to the “open-end” questions have been condensed because of space limitations.
1.) Do you read Chem-Tests?
86% always, 10% often, 3% seldom
2.) Does your family read Chem-Texts?
76% yes, 7% no
3.) What kind of news do you find most informative?
76% preferred news about plant activities: plant products; use of products in the market; new facilities; plant improvement; personnel changes; and economic situations.
60% wanted news about employees; benefits; idea awards; safety; job security; and retirements.
60% indicated a desire for news about Uniroyal, Inc.; other plants; corporate sales; profits; new products and markets.
4.) How did you like the recent article on the Oxford complex?
The majority commented “excellent”, “informative”, “indicative of Uniroyal’s progress”, “knew very little about it until article”.
5.) Do you think the paper uses enough photographs?
80% yes, 18% no
6.) What did you think of the article on pollution?
“Wonderful that something is being done;” “informative on serious national problem;” “good to keep us informed on pollution control efforts;” “shows company is concerned and makes employees concerned;” “all must be aware of their role in pollution control.”
7.) Some time back we did an article on packaging – do you think this type of information is helpful to employees?
Most employees replied yes; pointing out that they as customers always shop for a neat package.
8.) Do you think the paper gives you reliable information on plant operations and activities?
Comments were essentially, yes; and implied, “haven’t gotten any bum steers yet.”
9.) What do you think of the News Bulletins issued weekly?
In general the News Bulletins were considered informative and helpful; but several employees did not see them; a few felt they were fair, should expand coverage and include more news on safety and production.
10.) What suggestions do you have to improve CHEM-TEXTS?
The majority of employees had no recommendations to improve the paper.
Some remarks suggested: do more articles on departments; more about employees’ participation in community; letters to the editor; classified ads; questions and answers from employees.
The survey was the first conducted in the Company on plant newspapers, and employees who participated are thanked for their time in making it a more effective means of communication.
by Charlie Roland
Plans are underway for URW Local 308’s third annual picnic to be held on Sunday, August 9, from 11 A.M. to 6 P.M. at Schildgen’s Grove in Union City. The Grove is located on East Waterbury Road.
Chairman of the event is Art Calder, with Ben Tomaszeski, Nunzio Pastore and John Sullivan assisting in arrangements.
Local 218 will hold its annual picnic at Schildgen’s Grove on Saturday, August 15. A menu of roast beef, hamburgers, clams, clam broth will be served all day, with steaks served from 2 – 5 P.M. along with hot and cold beverages.
Chairman for the picnic is Frank Commendatore with Tom Ward and Mario Mucci, assistant chairman.
You Get A Chance To Talk To Two Bosses In New Plan
[PHOTO: Two men in discussion at what appears to be an industrial setting]
Bill Broden, left, has an evaluation discussion with Joe Bucciaglia, chief process engineer for chemical production.
[PHOTO: Three men in discussion in an office setting]
Jim Cronin, superintendent of chemical production, Bill’s second boss, is interested in Bill’s question during the contact discussion held between the two.
Do you ever wonder what the boss thinks? Where you stand in your job? Whether you’re doing a good one or not? What progress you’re making in it?
These are questions every employee asks himself and wants to have answered. The new Contact and Evaluation program will help clear up many of these questions.
Purpose of Program
The program sets up a procedure for a meeting and a performance evaluation of salaried personnel by their immediate supervisors. It also arranges for a meeting of salaried personnel by a senior manager at least two levels above the employee.
Dual Appraisal
The employee receives advance notice of the meeting, usually around the anniversary date of his employment. He and his supervisor receive a set of similar forms to fill out before the interview on matters related to his job. The employee and supervisor then meet for a private, uninterrupted discussion, using this information for the basis of their discussion.
A fruitful meeting requires mutually open, and honest, discussion to determine mutually agreed job objectives for future evaluations.
Senior Manager’s Interview
After this meeting, the supervisor arranges for an interview with the employee’s senior manager. The employee may be interviewed by a senior manager in a different function at either his option or the senior manager’s.
The purpose of this interview is to provide the opportunity to discuss in a friendly conversation the general attitudes, understandings, and adjustment of the employee in relationship to his job and objectives.
Plant Coordinator’s Function
All reports are returned to the program coordinator, Bob Krause, of the industrial relations department. His responsibility is to organize the program, schedule the discussions, assure continuation of the plan, and file reports in the employee’s personnel folder.
Information from the program may be used by plant management and the divisional personnel development manager for job rotations and promotions within the plant and the division.
Program Successful
Employees participating in the program have praised it highly for the chance to openly discuss their jobs and to understand more fully the expectations and responsibilities of their job, their status in the department and future opportunities with the company.
As one employee put it, “it’s the first time I really had a chance to open up and discuss things with my boss and his boss freely. At least I know where I stand and what opportunities are open to me.”