Day 180 - 31 Oct 95 - Page 64
1 performance guidelines on page 19 and the increases that
2 are given.
3 A. Page?
4
5 MR. JUSTICE BELL: Do you mean the stamp page numbers?
6
7 MS. STEEL: The stamped page numbers, the bundle page number.
8 It is really just in relation to what you were saying about
9 and whether or not you feel that they are a substitute for
10 a decent basic rate, or whatever?
11 A. Well, it is hard to comment on whether they are a
12 substitute for decent basic rate so much as to see whether
13 the system is likely to achieve its objectives, and, as
14 I said, I think given the emphasis on team work within
15 McDonald's, rightly or wrongly -- but that is part of the
16 culture -- then team work on page stamped 20 it only, it is
17 one of the five categories (that is job relationships) and
18 only one of the sub-categories, co-operation.
19
20 So, team work is not very well measured. Maybe that is an
21 argument. Secondly, the frequency of the marriage
22 assessment, page stamped 21, where you are talking about
23 the new period, page 21 with a stamp on it, under the
24 heading "Performance Reviews and Pay Increases". The
25 paragraph says: "Once you have successfully completed your
26 probationary period" -----
27
28 MR. JUSTICE BELL: Yes, I have read it. Tell me your point on
29 it, Mr. Pearson.
30 A. You -- every four months, that is after 21 days service
31 ---
32
33 Q. Yes.
34 A. -- your performance and pay rate will be reviewed.
35 Given the labour turnover, how many pay reviews are the
36 staff likely to go through? In my submission, very few for
37 many employees. Many employees will not be there long
38 enough to benefit from the review. As I have already said,
39 I think the margin, the incentive margin is very slim. A
40 good performer, ten pence. It is not a tremendous
41 incentive and in percentage terms it is not ten per cent,
42 and somebody -- some of the better performance measurement
43 schemes would throw in a higher percentage than that for
44 your above average achievers. I mean, that is -- I would
45 like to say, I think it does not provide a tremendous
46 incentive. It does not adequately deal with team work and
47 the staff turnover problem mitigates against, militates
48 against a very successful policy here. That is in my
49 opinion.
50
51 MS. STEEL: Sorry, when you say it is not a particularly good
52 incentive, do you mean that it is not a very high increase
53 or do you mean that people might be likely not to bother to
54 try and -----
55
56 MR. JUSTICE BELL: He means both. Ms. Steel, he clearly means
57 both.
58
59 MS. STEEL: OK.
60
