Evening star. [volume] (Washington, D.C.) 1854-1972, 1913-09-14

ing entered may leave the red brick
hui, ding until the days work is done
and every sheet of paper has been ac-
counted for.
1t is a noteworthy fact that such enor-
nous quantities of securities are pro-
duced year after year at this estab-
lishment without the loss of one cent
TO the government. and is testimonial
to the integrity and ability of the en-
ployes, not one of whom is bonded. as
we'll as to the effic ency of the system
under which they operate.
The work is SO handled and accounted
for that any shortage can be immed ate
ly traced to the last person handling a
given piece of work. All work must De
in its proper place before the employees
are dismissed for the day. Employees
are not permitted by the Waterman to
leave the ulding during the lunch hour
nor at any other tine during the day.
except by pass signed by chief of the
division who cert fies that the work OF
the employee is correct. Each employe
is, therefore, exceedingly careful to ac-
count for each sheet intrusted TO his
care. for he knows that IL it is lost he
has to pay for its face value.
And there are two tons of this paper
money. valued at s. 600 ON, turned out
each day. Each day S60O,N0 worth OF
stamps are hauled over to the Post Office
Department for distribution. Three hun
dred million dollars worth of revenue
stamps are licked on packages OF tobac-
CO and liquor each year.
The workers who are responsible for
this output report at the bureau at $
o'clock each day and perform eight hour
service in the earning of their stipends
The highest paid man in the bureau is
the director, who receives $500 per an
num- There are laborers about the prem
Uses who receive as low as SOL Inc
scale for woman employees runs from
minimum Of $500 to maximum of :. 100
The great majority of the girls work as
counters or upon stamp perforating ma
chimes, or some such tasks, and get from
$500 to 500 a year.
II have never investigated a factory
system" says Director Joseph Z. Ralph
of this bureau. where the management
was not perfectly familiar with the cost
Of power per kilowatt hour, but ignorant
of and Indifferent to the conditions con-
fronting them as to amount of energy
and service produced by their employees.
1--WE pay vast deal of attention here
to the personal element. I make 1t a rule,
for instance, when one of my employees
deserves ACCOMPLISHMENT to administer It
to him privately. But Wnen l commend
him l do it openly.
Nothing stimulates men quite so much
as the appreciation of their employers,
and an expression of such an apprecia-
ton in the form of praise does much
to speed up and make more efficient any
body of men.
Nothing will so completely destroy the
most efficient body of employees as dis
elimination and favors granted to few.
1t is my Judgment that nearly all strikes
are the result of discriminating, biased
judgment on the part Of foremen.
To-day 1t is for the employer to give
of thought. consideration and understand
ing. and the employee to receive. Tomor-
row it will be for the employe to
give support and encouragement. SYM
pathy and honest service. and the en-
ployer to receive. Then each knows and
understands the other and maintains con-
fidence and the results will develop the
highest ideals in service and energy. As
an employer. l find that the same inter-
est on my part in behalf Of the employe
serves to develop and increase the eff1ci-
ency Of every honest. appreciative en-
ploye and a strict compliance on his part
with the shop rules and manifestations of
zeal at all times.
"All promotions should be made on
seniority and efficiency, but efficiency first