Data entry may refer to any of the following:
The inputting of data or information into a computer using input devices, such as a keyboard, scanner, disk, and voice or a job where an employee inputs data into a computer from forms or other non-electronic forms of data. Today, many online data entry jobs available require the employee to enter the data into an online database.
In the company, like the handling error emails policy, there is also a policy regarding data entry errors.
This is implemented to ensure employee’s productivity is beyond expectations and customer service excellence is observed.
The policy covers all regular Back Office employees excluding buffers. Buffers are people hired when a back office employee fails to do their job. Their responsibility is to step up to the task when needed to be.
Guidelines to the policy are as follows:
- Data entry errors in a month shall be considered violations and shall be subject to appropriate disciplinary actions based on the company rules and regulations. Each disciplinary action has a corresponding levels depending on the extremity of the violation.
- Like what was previously being said, this policy is applicable to all regular employees excluding buffers.
- Three (3) or more errors in a month shall be considered as one violation and shall be subject to appropriate disciplinary action based on company rules and regulation.
- Furthermore, the three (3) or more errors obtained in a month shall be penalized with PHP 250.00 salary deduction.
Here is the table on the scheduled penalties, each explained and referred as major breach:
The more violations you commit, the more extreme the consequences will be.
The procedures in creating an incident report about the data entry error made by the employee are these:
1. Upon recording the data errors committed by the employee, the team Leader submits an Incident Report to Human Resources. The Human Resources department will be the one to approve the incident report filed.
2. The Human Resources department then processes the incident report and creates a disciplinary case for the said report.
3. After the incident report is processed, the concerning staff receives final decision from their immediate heads and the Human Resources department.
4. As part of the violation, a salary deduction of PHP 250.00 is deducted to the concerning staff’s salary and the Human Resources department is the one to process the salary deduction.
5. Human Resources then records the disciplinary case in the incident report tracker.