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May 2014Vol 1, Issue 11
Your Voice 
Your Choice 
OPEIU Local 39 Newsletter
Greetings!
This issue is all about you and what the Union can do to keep your career from being derailed by a bad review. First up, THIS WEDNESDAY EVENING, at the Quarterly Membership meeting, there will be a discussion on how to handle bad reviews and what your rights are under your contract. Secondly, in this issue, there are some immediate steps that you can take if you are facing any sort of "performance management." I hope you find the tips helpful, but if you still have questions, be sure to bring them to the Membership meeting. Did I mention that it is THIS Wednesday?  business_conference6.jpg
In This Issue
Quick Links
Quarterly Membership Meeting
P.S. - OPEIU Local 39 Membership Meeting Wednesday
May 21, 2014 5:30 P.M.

All union members invited and encouraged to attend.

437 S. Yellowstone Drive
Vantage II Building, Union Offices

Agenda
  • Bad Reviews: Know your rights under the contract! Logo
  • Unit Updates
  • Financial Update
  • Your Questions
Protecting Your Career from a bad Review
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For many of us, the performance review is a pro forma event that doesn't have to be taken very seriously. We spend a few minutes writing down what we think we've done and how well we've done it, then we sit down with our manager and have a cordial discussion. Nothing after the review is any different than before the review.

Not everyone is so lucky. If the performance review turned out to be an unpleasant surprise and you now find yourself dealing with some version of "performance management" you need to take that seriously. The result isn't a foregone conclusion, but it will be if you don't take steps to protect yourself and your career.

At CUNA Mutual Group, the Company has been doing a poor job on reviews for a very long time, but this spring was worse than usual. Because of the numbers of employees surprised by a bad review with no warning, the Union has filed a grievance against the Company. The contract with CUNA Mutual has specific language dealing with the reviews and it is the position of the Union that the Company has not abided by what has been agreed to.

If you find yourself among those with a bad review (whether from CUNA Mutual or another bargaining unit), be sure to attend the Quarterly Membership meeting this Wednesday, May 21. Also, be sure you contact the Union office and/or your local Steward and let them know what's happening. You do not have to face this alone, you will not "make it worse" by getting the union involved (it is your right to have us there, and that support is part of what your dues pay for), and frankly, the Company hopes you won't call us. It's much easier to force you out the door if no one is standing at your back. We can't be there to support you if we don't know. The Company does NOT inform us as to who is under performance review.

Now it is up to you to be your best advocate. There are things you can do to get more information and prove the quality of your work or get to get back on track.

  • If you've gotten an "Improvement Expected" or similar rating (each company uses their own terms) you MUST write a rebuttal on the review itself. Most systems have a way for you to do that. If you do not write a rebuttal, the Company will say that you agree with the Manager's assessment, and there is far less that you or the Union can do.
  • Find out what you need to do to become a "Successful Performer." Get it in writing (get EVERYTHING in writing from this point forward). Once you have that information, you need to bring it up at pretty much every One on One meeting. What? You aren't getting One on One meetings? Insist on them. Follow up on the goals your manager sets for you  monthly, but at least quarterly.
  • From here on out, document EVERYTHING. When you have a One on One meeting with your manager, immediately afterwards, go back to your desk and send them an email stating This is what I heard and list everything point by point. Send a BCC to your private external email account or note system like Evernote so that the records are not located only on the Company system. silver-keyboard2.jpg
  • If you have gotten some sort of performance management document outside of the review (CUNA Mutual calls theirs a Corrective Action Plan) insist that the manager put it in a S.M.A.R.T. format. Ask any steward and they will tell you that the vast majority of corrective action plans contain phrases such as "Needs to improve communication skills" and "Not meeting expectations." What can you possibly do with that?!? "Requirements" such as those almost guarantee that the goal posts will move every time you do something. Insist that all of these messages/questions/documents be in writing. Respond to ALL of them and be sure to send those documents to your email or Evernote account as well.
  • Even if you are not being Performance Managed, throughout the year go into the Talent Management tool and update it on the good things you've done and the goals you've accomplished. It is amazing how, come review time, so many managers can only remember the places where they feel you fall short. They never seem to remember those times you hit the mark solidly in the black.

The links in the Quick Links section (above) contain some good, albeit general, ideas. What's striking is that they assume no Union and no contract is in place. We benefit from both. The Company can not outright fire someone for a single poor review, and personal issues with a manager can be further grieved. Read through the linked articles, but if you have questions as to how those apply in a Union situation, talk to your steward.


Finally, for those who are already in the Successful group, ask about how you can move into the Lead performer spot. At CUNA Mutual, the yearly bonus has a bump in it for those Lead Performers. Ask, get it in writing, and update the Talent tool every time you hit one of those marks.
The weather is finally getting nice, and you want to focus on the fun things outside, not the dire dance of dealing with a review that took you by surprise. Unless you have another career option lined up, you need to take it seriously. Companies can and do use poor performance reviews -- no matter how undeserved -- as the first excuse to end the career of good employees. We'll have more at the Quarterly Membership Meeting (have I mentioned that it is THIS WEDNESDAY yet?). Even if you got a good review this year, next year it might be your turn and you can prevent that by keeping track of all the good things you do throughout the year.

Yours, in Solidarity:
 
OPEIU Local 39
 
Copyright OPEIU Local 39. Content written and/or edited by David O. Engelstad