Day 145 - 29 Jun 95 - Page 12
1
2 Q. It is just that if you turn to page 349 ---
3 A. Sure.
4
5 Q. -- under "Declining Performance", it says: "It is our hope
6 that you will be very successful at McDonald's. However,
7 should you be rated 'needs improvement'" -----
8 A. Would you slow down just a little bit?
9
10 MR. JUSTICE BELL: Yes. We have got the performance categories
11 on 348 running into 349. Then Ms. Steel is reading the
12 paragraph next to "Declining Performance" on 349.
13 A. I now have it, my Lord.
14
15 MS. STEEL: "However, should you be rated 'needs improvement' or
16 'unsatisfactory' you made be placed on a documented
17 performance improvement programme which gives special
18 attention to declining performance through a goal setting
19 process." Is that the same as for crew?
20 A. Excuse me?
21
22 Q. Is that what is used for crew?
23 A. Yes, it would be a very similar process. What is
24 written here is what I was trying to articulate a few
25 moments ago. This does a better job than my articulation.
26
27 Q. "This programme will monitor your progress through periodic
28 reviews. Should your performance fail to improve to a
29 level of 'good' or 'better', your employment could be
30 terminated. This programme does not apply to officers,
31 directors and Department Heads." Why is that officers,
32 directors and Department Heads, you do not have the same
33 expectation that they should have to come up to scratch?
34
35 MR. JUSTICE BELL: Why do you say that? This programme does not
36 apply to officers, directors or Department Heads, but
37 I have no information about whether another one does or
38 anything of that kind. You have jumped straight to the
39 assumption, which may be correct, but I do not know, that
40 there is no similar programme in relation to them. Why not
41 ask if there is?
42
43 MS. STEEL: Mr. Stein can say if he thinks there is.
44 A. My Lord, I can help. At the higher levels we expect
45 continuous high performance and we do not go through as
46 many steps as appears here. This is done for folks below
47 the levels indicated here, that people who are generally
48 developing and you want to give them every opportunity to
49 succeed.
50
51 When you reach the higher levels you have already
52 demonstrated you are capable of doing it. If suddenly
53 there is a significant drop in performance, there is not
54 the need to go through all of these steps in a long process
55 of continuous improvement. So, essentially, if you will,
56 myself in this group, are held to a higher standard of
57 performance than others.
58
59 Q. You do not think it would be a good idea to have a similar
60 kind of thing to set a so-called good example to the crew?
