EMPLOYMENT
HISTORY
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REASONS
FOR LEAVING
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Name: Julie Sample
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Primary
Reason Code: Lack of Advancement Opportunities
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Employee
#: 00178
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Secondary
Reason Code: Dissatisfied with supervision
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Job
Title: Office Assistant
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Other
Reasons: Pay and Benefits
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Office:
Field
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FUTURE
PLANS
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Mentor: Did not participate
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Future
Position: Contract
Administrator
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Supervisor: Sue Blavo
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Future
Employer: Spiral
Top, Inc.
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Date
Hired: 1/1/99
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Type
of Employer: Corporation
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Date
Terminated: 4/6/01
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Future
Pay: $35,000
“+ healthy raise after 90 days”
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YOS: 2 years, 3 months
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Performance
Ratings (last 3): ME (01/01),
ME (01/00) (ME = meets expectations
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Current
Pay: $14.46
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JOB/WORK
ENVIRONMENT
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Best
Aspects of Work:
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Julie
liked the people that she worked with, both her co-workers and the interactions
she had with clients. She
mentioned that she liked the fast paced work environment in the division
she worked. She worked for a division called RS Weller,
which was formerly a small independent company in the area. Julie
also appeared to enjoy the staff in the RS Weller area including management.
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Least
Favorable Aspects of Work:
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Julie
stated that there was little that she disliked about her position. However, she called it a “no where” position. I asked her to explain and she stated that
she had no opportunities down the road for advancement. Throughout
the conversation with Julie, it was easy to see that there were personality
conflicts between her and her immediate supervisor, Sue Blavo. Julie
also felt that her office was understaffed.
She stated that the company added 12 new districts in the office,
but no additional personnel were hired.
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Favorite
People to Work With:
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Julie
mentioned that everyone from RS Weller was great to get along with. She
spoke very highly of the Management team and stated that they were very
easy to get along with. She
mentioned the following people by name, Ray Weller, Bill Pettro, Dave
Landu, and Therese Sproecker. She
did say that for the most part the RS Wellers division of the office
seemed very much like a family and that everyone got along fine.
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Least
Favorite People to Work With:
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She
stated that the only person she really had difficulty working with was
her immediate supervisor. When
asked why, she stated that she did not like phony people. Other than
her immediate supervisor, Julie did not appear to have any problems
with the staff at the company or RS Weller.
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Mentor
Program:
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She
did not take part in the mentoring program and had no input on this
program.
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Advancement/Growth
Opportunities:
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This
was perhaps Julie’s largest complaint about working for the company. She felt that she truly had nowhere to move
within the company. The lack
of advancement opportunities was the first thing she mentioned when
asked about what aspects of her job she did not like. It
is important to note that Julie seemed to mention this as a “matter
of fact”. Almost as if she knew
when taking the position that she knew that she had little opportunity
to for advancement within the company.
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Pay/Benefits:
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Julie
stated that the company benefits were “pretty good” and that she had
no real complaints about them. However,
when talking about her new position she did mention that 100% of her
health and dental insurance would be covered and that she would be receiving
profit sharing. I would assume that by her mentioning benefits
from her new employer that these benefits played a role in her decision
to leave the company. When asked about pay, Julie said that the company
pay was “so-so”. She felt that
they did not pay a comparable rate to other companies in the area.
She felt that the company was on the low-end considering the
work that she performed.
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Training
Received:
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When
asked about her experiences with training Julie laughed, and stated
that she did not participate in any real training.
I asked her what type training would have been beneficial.
She stated that she and other workers had mentioned that cross
training would be helpful. This
way they could learn other employees’ duties and better assist each
other in order to work as a team. Julie
did mention that the employees were always quite busy and she doubted
that cross training would be realistic until the company added some
staff to the area.
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CSC/Office
Leadership:
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As
mentioned earlier, Julie held management in very high regards and stated
that she will miss many of them. She
stated that all district managers were very easy to get along with.
She mentioned Ray Weller and that she “adored” him. She also talked about Bill Pettro and that
he needed to work on his people skills.
She followed this by stating that Bill knows that he needs to
work on this and that it did not cause a problem for her.
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Office
Morale:
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As
far as office morale, Julie stated that things seemed pretty good.
She did mention that some people seemed over worked and that
the area was understaffed. I
asked her how the morale had changed since the acquisition.
She did say before the buyout RS Weller seemed to be more of
a family atmosphere and that many of the RS Weller employees feel like
outsiders when having to interact with personnel.
Julie did mention that many of the planned outings are not convenient
for RS Weller's employees because they take place during the workday. Julie feels that it is difficult for RS Weller
employees to break away during the day and that this increases their
feelings of being outsiders. Julie
felt that things were a lot more fun before the company purchased the
former marketing firm.
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Office
Communication:
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Julie
felt that office communication was very good and that it allowed the
group to work well as a team. I
asked if she was adequately informed about what was expected of her
in her position and she replied that she was.
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SUPERVISION:
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Again,
this was one of the areas that Julie did not enjoy about her time at
the company. Julie stated that her supervisor, Sue Blavo,
seemed “underhanded”. Julie
said that Sue would talk about other employees behind their backs. Julie was fairly sure that Sue also talked
about her. Julie informed me
that she made sure that the quality of her work was above a certain
level so that Sue would not be able to “bad mouth” her work.
Julie said that this left Sue open to attack her personality. Julie told me that Sue even went so far as
to send Julie an e-mail message stating that she had received complaints
about her laugh.
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FUTURE
PLANS:
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Julie
will be working for a company called Spiral Top, Inc. as a Contract
Administrator. She stated that her duties would be similar
to that of an Office Manager. She
learned of the company in July 2000. She said that she had interacted with employees of that company
through her work. She stated
that she had talked about the opportunity in July 2000 with her supervisor. Julie stated that she was not actively pursuing
a position outside of the company.
Julie feels that this is a great opportunity for her to grow
with a company. They have already
talked about possible advancements for her and a “healthy raise” after
90 days. She also stated that the company had pursued
her, which made her feel really good.
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OVERALL
IMPRESSIONS:
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Julie
mentioned that she enjoyed working for the most part and gave it an
overall rating of “good”. She
went on to state that she would recommend the company to others with
only warnings about her immediate supervisor.
She later retracted this and stated that people would need to
make there own impressions of Sue Blavo and that it would not be fair
to cloud their judgments.
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SUGGESTIONS
FOR IMPROVEMENT:
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The
only suggestion that Julie offered was to get more help for the area. She felt that the workload was too much for
some to handle and that it caused several employees to get frustrated.
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Interviewed
by: HR, Inc. Associate
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Date: xx/xx/xx
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HR,
Inc.
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