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  1. #1
    Join Date
    Apr 2007
    Location
    Newton, North Carolina
    Posts
    84

    Default Lead Carpenter Employee Evaluation

    Does anyone have a good effective eemployee valuation form for a Lead Carpenter that they would be willing to share? I have been looking and only see a lot of generic stuff. I want it to be useful, not just a paper drill.

    I thought the Lead Carpenter Handbook would have one, but I could not find it in the book.

    Thanks,

    Mark

  2. #2
    Join Date
    Dec 2009
    Location
    Sterling Heights, MI
    Posts
    4,664

    Default Re: Lead Carpenter Employee Evaluation

    Don't do it.

    Instead, ring up Amazon and get the book "First, Break All The Rules". Check out the summary that I posted below.

    http://www.slideshare.net/gregcrouch...-all-the-rules

  3. #3
    Join Date
    Jun 2004
    Location
    Des Moines, Iowa
    Posts
    3,860

    Default Re: Lead Carpenter Employee Evaluation

    Thanks Jim

    Just ordered it
    Mark Parlee
    BESI(building envelope science institute) Envelope Inspector
    EDI Certified EIFS Inspector/Moisture Analyst/Quality Control/Building Envelope II
    Level one thermagrapher (Snell Training)
    www.thebuildingconsultant.com
    www.parleebuilders.com
    You build to code, code is the minimum to pass this test. Congratulations your grade is a D-

  4. #4
    Join Date
    Feb 2012
    Location
    New York
    Posts
    761

    Default Re: Lead Carpenter Employee Evaluation

    every applicant appears to be better than the next, as if they are the king of employees.

    Very few in this industry are without "issues". Finding an employee is easy, finding a good employee who's not a flake is a challenge.

  5. #5
    Join Date
    Mar 2007
    Location
    Vancouver Island BC Canada
    Posts
    887

    Default Re: Lead Carpenter Employee Evaluation

    Quote Originally Posted by LIHR50 View Post

    Very few in this industry are without "issues".
    Very true. I think you will find that employees AND employers have the same percentage of 'issues'.

    roger

  6. #6
    Join Date
    Jul 2008
    Location
    Colorado Springs, CO
    Posts
    147

    Default Re: Lead Carpenter Employee Evaluation

    Not a direct response to your question Mark, but a great resource for me has been www.manager-tools.com.

    A lot of free resources, downloads etc. They have a couple hundred free podcasts that I'll listen to when I'm driving. There is a "basic" group of podcasts that have changed the way I manage my employees.

    Good, direct info instead of a bunch of theory or esoteric fluff.

  7. #7
    Join Date
    Jan 2006
    Location
    Haleiwa, HI
    Posts
    545

    Default Re: Lead Carpenter Employee Evaluation

    I think manager tools is great. I subscribe and listen to them whenever there is a new one. It's not entirely relevant to how to hire a lead carpenter. It's mostly a discussion about the behaviors of professionalism. Something our industry is in dire need of.
    A control freak is just someone who cares about something more than you do. -- Milton Wolpin

  8. #8
    Join Date
    Aug 2005
    Location
    Boise, Idaho
    Posts
    558

    Default Re: Lead Carpenter Employee Evaluation

    I've spent most of my career as a lead carpenter, even combining those duties into my GC duties when an active contractor and I honestly don't know how someone could put down on a form anything useful that would apply to everyone unless you employ a lot of lead carpenters and have a standarized protocol they all have to follow. Every lead carp I've ever known has his own uniqe strengths and weaknesses - more so than even what makes a good contractor. The reviews I've seen are rather generic in nature and the "grade" given for each item are highly subjective and in the end the result is what the person doing the rating wants it to be - so the formality of it just seems like administrative bs.

    I think there is a great deal of value in providing feedback to lead carpenters on a regular basis, and after each project - in fact I can't imagine not doing that. However some sort of overall evaluation doesn't seem like it would mean much if it wasn't covering the same items that are normally covered in the daily/weekly/end of project feedback - otherwise what's the use?

    That's my two cents and I have a fistfull of graduate school human resourse classes and can do as formal of a job description and evaluation as you'd like covering all the KSA catagories.

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