SFO/73, No. 2, 1973

              NUMBER 2
SFO/73
GG tops $2-million
Two Big Checks. One to Captain Don Zinke for his $350,000 Going Greater lead. The other, to Chairman Seawell, representing the SFO contribution of $2.3-million for 1972. From left, Dick Denton, Capt. Zinke, Axel Mikkelsen, Flarry Fligbee and Karen Chin.
You can’t call it “The Impossible Dream” because Karen Chin had the feeling all along that we’d do it—break the $2-million dollar mark in the 1972 Going Greater Campaign.
The grand total was $2,312,026.-98—or $722.50 per each SFO employee.
Submitting Going Greater leads has to be the second easiest thing going today. Doing nothing is easier right? Here’s how. Get the prospective traveling party’s name, address, telephone, potential travel dates, and shoot the Going Greater/ EEAS form to Karen Chin or one of her team at the DSO. If time is really crucial — call the Going Great Desk at Ext. 575.
Let’s analyze last year’s record-breaking figures.
The facts are—obtained by dividing the number of SFO employees into our final GG total dollar amount—that while we averaged $722.50 per, the New York people, while their GG total was heads over ours, only managed a meager $446 per head. We’ve got the spirit!
Even taking away Captain Don Zinke’s big $350,000 lead—which earned him nearly $6,000 in travel and IHC hotel points—SFO managed a very respectable $625 per head here.
Better statistics yet. Our Going Greater Desk Coordinator and her cast of assistants are the most efficient in Pan Am’s World in the all-important following-up of your leads. Peace-of-mind.
By dividing the number of leads received into the GGGrand Total, we see that the per lead standard of service was $700. Right on the nose!
But, sad to say—all’s not well in the GG running right now.
Leads have fallen off. Karen Chin pinpoints this to this period of unrest we’ve been going through. You can always tell when and where things are awry, says Karen. The Going Greater leads begin to suffer.
See, life isn’t really so complex after all.
But let’s try to pick up Going Greater higher than ever. After all, 1972 is going to be a rough act to follow.
management skills bank
Management vacancies here at SFO come up periodically. And under a program put together by Employee Relations anyone can apply and be considered for a management position.
Actually, that’s not so new—even though we should be proud that this is a program which originated in San Francisco five or six years ago and is now being copied by other Pan Am stations around the world.
What is new is the Skills Bank.
SFO policy is to promote from within the ranks. As often as is possible. But how does Employee Relations, under Director Mike Shield, know who’s available, with what skills?
The Skills Bank should take care of that. Each employee can now immediately submit a resume outlining their job goals in management and the talents they have to achieve this.
This information will be stored by Employee Relations, and reviewed when vacancies occur. A resume could also be submitted at the time a vacancy occurs and is posted.
Fine. What is a resume, and in what shape and form does Employee Relations want personal information from employees for the Skills Bank?
Mike Shield advises that a call to his office will establish an appointment, and he or someone on his staff will sit down and work out the resume with the employee. That’s Ext. 7-2245.
How do we know when vacancies exist? Simple. By watching the bulletin boards or—if timing is right —by reading about it in SFO/73.
cont’d on page 2
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