I am a part-time supervisor on a local sort and I have only been working in this position for 4 months now. I know there is so much that I have yet to learn about things, I just wanted to give my 2-cents. As a PT supervisor I get beat over the heat about numbers and in turn we beat our workers over the head with numbers. When the fact of the matter is that numbers don't mean squat to them, and shouldn't in my opinion. I think that the numbers that my employees produce is a direct reflection on how effective I am at my job. When numbers and employee moral is down - I have not done the things necessary to help my employees succeed. When we do mis-loads and mis-toggles, as supervisors, we bring down a sheet that has your name, dates, tracking numbers, and a whole bunch of other nonsense that ultimately doesn't say anything except that someone screwed up at some point in time and this is our best guess. Then we look at you and say "Bad employee, don't let this happen again." Turn around and walk away. Or try and make you sign it for 'documentation.' And as always the ever present write-up. Well I am proposing a different solution to all of that. I have created a sheet that in the event of mistakes made, and they will happen because we are all human, we can use to teach and learn from it instead of being belittled and berated. Not one person should have to feel like they are not important in any job in any company. This sheet will contain the following: - Employee Name - Date - Position 1) Performance in Need of Improvement: This section will be to write down what had happened. Example - Henry John George had 5 mis-loads in 2 days. 2) Performance Improvement Goal: This will be where the employee and I would talk about a realistic goal to have for the next week or so. Example - Henry JG(shortened) set a goal of only having 5 more mis-loads the rest of the week. 3) Date for Improvement: This date would be set according to your goals. 4) Date to Review Progress: I know that SEAS is on a delay so this date may have to be set for the next week. At this time the employee and I will sit down and look at the numbers and what they had set as a goal for themselves. Then we evaluate whether or not they achieved their goal, and if they did or didn't - then we ask WHY? What can I as a supervisor do to help you better understand why this is happening? What are the conditions when you think its hard to do your job to the best of your ability? With this form I have no intention of requiring a signature and it is my intention to use this sheet at a learning tool and will not be used against any employee of mine. I have sat down with my Union Stewart already and spoke with him about how he would feel about something like this, and I did have a good response from him. He was unsure about how the rest of the Union would feel, and I offered him this. If every time that I spoke with an employee he would be there, and we would lock the documents away in drawer or he could even take them home with him. At the time of the follow-up, he and the employee and I would review how they did, what I can do to help them out. Whether it is more training, different tools, whatever...and then we could all watch it run through the shredder. I do realize that this post and this type of thinking could get me into a situation I am not sure that I want to be in, but I think its worth the risk of trying. I feel like it is not my job to tell someone that they aren't doing a good enough job and that they don't matter.When they have to hear it all the time anyway. Probably at the other job that they just got off right before coming to work for me. I want my employees to feel like they are wanted, respected, and that when they walk through the door at my facility that they know they matter. Let me know what you all think. I know there will be some critics, but if you don't like it please make any suggestions to improve on it. There are two fine lines that I walk with this thing UPS's document everything and the Union's strict policy's on documentation and discipline.