Hiring a new administrative assistant is an essential step in human resources management since it considerably determines the quality of the company’s performance. An important factor is the correct evaluation of the administrative assistant’s work quality. Such evaluation includes several aspects in which the employee must meet the established criteria and indicators. In the context of the assistant’s evaluation, it is also necessary to use the correct frequency of the assessment and the use of incentives for meeting the given criteria. The salary, in this case, needs to have a clear correlation with the qualifications and skills of the administrative assistant. Therefore, the application of evaluation methods and approaches and financial aspects are critical factors in ensuring the productive work of the administrative assistant.
Evaluating an administrative assistant requires a range of competencies and skills necessary for the position, for which the employer should use specific evaluation methods and techniques. Management by Objectives (MBO) is one method of evaluating an employee’s quality based on key performance objectives. When assessing an administrative assistant, this method can be combined with using a rating scale to evaluate indicators in crucial parameters. For instance, an assistant can be given several work goals to achieve the necessary objectives in organizational skills or the ability to use the software. Implementing these goals in the form of tasks the assistant needs to perform within a certain period is possible. After completing a certain period, the employee is evaluated utilizing a scale based on the specific duties and goals. For example, an assistant’s plan for a certain period might be to master the software necessary for their work. When evaluating the quality of work, individual skills are rated on a scale depending on the employee’s mastery of new skills or their practical application. Therefore, the use of goals and the specific ranking of their evaluation allows employers to evaluate the administrative assistant’s work for a particular time.
An important factor is setting the correct frequency for evaluating the administrative assistant. To assess the quality of an employee’s work and development, an employer should conduct a comprehensive evaluation during which the employee needs to meet specific goals. Nevertheless, the intermediate assessment may be necessary when using long-term work goals. Hence, it is possible to monitor the assistant’s work weekly, evaluating its success at its current implementation stage. In addition, it is also possible to assess the overall performance of an employee daily. For instance, one can regularly analyze the assistant’s communication skills required to work with clients and colleagues. However, this evaluation frequency should not include complex evaluation methods because it may negatively affect the employee’s productivity. Thus, setting the correct frequency of the assessment is a critical factor in evaluating the administrative assistant’s performance since it allows time to analyze certain aspects of the work.
The use of rewards is essential for improving employee productivity. They may include various types of tangible or intangible rewards. A rational approach to rewarding an employee for their work is to use several tangible and intangible incentives. A simple example of a non-material bonus is an extra vacation or day off, which prevents the risk of professional burnout for the assistant. If an assistant demonstrates a high level of performance, a possible incentive is the provision of additional responsibilities or the opportunity to use personal initiative in the work process. Financial rewards can also accompany such encouragement following the volume of work. Thus, using tangible and intangible rewards of various kinds is crucial to ensure the proper development and performance of the administrative assistant.
A typical administrative assistant’s salary and bonuses reflect the basic requirements of an employee. In the United States, the regular salary of an administrative assistant is $32,354, with an average annual bonus of $914 (“Administrative Assistant Salary”). These figures are a national average and reflect the wage level for workers with a standard range of work responsibilities. However, wages and bonuses may vary depending on the location. For instance, in San Francisco, the total annual income of an administrative assistant is $49,950, which is considerably higher than the U.S. average (“Administrative Assistant Salary”). In the context of receiving bonuses, positive statistics indicate that 91% of employees get the payments attributed to them (“Administrative Assistant Salary”). Therefore, the salary and additional bonuses of administrative assistants within the country are $50,000, depending on the country’s geographical region.
An administrative assistant’s effective performance is defined by several parameters and requires a proper approach to evaluation and reward. The assessment of such an employee should be done regularly and reflect progress through the various stages of professional development. In the process, it is essential to use the right incentives for the administrative assistant. It includes the correct salary and bonuses following the skills of the employee and industry standards. In addition, it is essential to use tangible and intangible rewards for successful performance. Using a combination of these rewards, an employer can enhance an employee’s performance and reduce the risk of professional burnout issues. In general, a productive administrative assistant requires a thoughtful approach by the employer at all stages, including recruiting, hiring, training and evaluating.
Work Cited
“Administrative Assistant Salary.” Comparably, Web.