A Message From Pacific Power

Small businesses are the heartbeat of our communities, which is why we’re always looking for new ways to help your business thrive.

Extra love on your energy bill

We’re committed to keeping your energy costs as low as possible. That’s our pledge. Beginning last month, a decrease in your energy bill was applied as we pass on savings from federal tax changes approved by the Oregon Public Utility Commission. Oregon commercial and industrial customers saw reductions ranging from 3 to 4 percent depending on how much power you use.

The power to boost your bottom line

With wattsmart upgrades, like using LED lighting and efficient heating and cooling equipment, you can trim operating costs and save on your energy bill. Pacific Power teams up with Energy Trust of Oregon to help you improve your business by offering cash incentives and expertise for energy efficiency improvements. To get started, visit bewattsmart.com.

We’re here for you

Your trust and loyalty drives us to deliver safe, reliable and affordable energy to power your business. If you have questions, reach out to our Business Solutions team at 1-866-870-3419.

Performance Evaluations Done Right

Performance reviews usually leave the employee feeling one of two ways: completely exhilarated or completely defeated. These feelings have little to do with monetary gain, but rather revolve primarily around the regularity of the feedback provided and the conversation that occurs during the review.

When managers share feedback with their team on a regular basis (i.e. weekly, monthly, quarterly, or more often as needed) they tend to have a consistently engaged team. Their staff knows where they stand at all times and are more readily able to make any corrections as needed. Frequent feedback ensures that when issues arise, they are not allowed to develop into a decrease in productivity or a depression in morale. It also reduces the element of surprise in the formal review and can be used to enhance the specificity of how the employee’s performance has increased or decreased in the short-term and long-term. This makes organizing and delivering an accurate performance review much easier and time effective for the management involved.

While it is important to share learning opportunities, celebrating successes is even more important. It is often easy to focus on the negative because this is what is most overt. However, only focusing on the negative can do more harm than good in regards to employee confidence, engagement, and morale. Accentuating the positive creates an environment of encouragement. Team members will not only feel better about their work, but will accept any constructive criticism as opportunities to be better at what they already do well. That happiness can become infectious with co-workers providing praise to each other, which will result in an increase in collaboration, team work, creativity, and overall morale in the office.

Not all negative feedback is bad; just ensure your feedback is constructive and direct. When face with a learning opportunity, focus on situations where you can coach a team member. Help the employee learn how to use the talents they already possess to master aspects of their job that do not come easily to them.

When it is time to perform a more formal performance review, follow these four steps to optimize the experience for both you and your staff.

  1. Request self-audits: Ask team members to complete a brief self-audit. This will give you, the manager, information on how the employee perceives their own performance. It will also allow the employee to prepare for the evaluation. A self-audit should not be a replacement for any managerial preparations for a proper review. It should be one step in that process.
  2. Personalize the review: Some people respond well to a more blunt approach, while others need a more tactful approach or need examples. Great managers understand the variety of personalities represented on their teams and know how to tailor their messages appropriately.
  3. Set goals: Employees are more engaged when they understand the desired end result of their efforts. Part of the preparation process should include distinct, measurable goals that have a defined timeline.
  4. Allow for feedback: performance evaluations are a great time to understand how you can better support your staff. Make sure the team member has time to provide feedback to you. This simple dialogue can help clear up any misunderstandings and increase trust between you and your team.

When managers provide feedback on a regular basis, teams feel that they are in the loop. This breeds collaboration, increased levels of productivity and engagement. While negative feedback is needed at times, this should not be the only time you share feedback with your team. Positive messages will reap huge rewards and create a happier work environment for all.

Yenne & Schofield

The staff at Yenne & Schofield are highly trained with over a hundred years of combined orthodontic experience. All assistants are EFDA expanded function “Orthodontics” certified, with 5 to 30 years of experience. Their two Treatment Coordinators average 25 years in orthodontics and the Office Manager has 18 years of dental office management experience.

Yenne & Schofield is very proud of their thoroughly trained and experienced staff. Each staff member is an expert in their field and will make your orthodontic experience special in every way. Yenne & Schofield realize that in addition to outstanding results, you expect a team that truly cares about the quality of your experience during the process.

Orthodontic problems require specialized care. Patients who have dental and facial irregularities should see an orthodontist. Their specific qualifications in the design, application and control of corrective appliances will bring teeth, lips, and jaws into proper alignment for optimal facial balance.

Their site provides important information about the practice that will help you become familiar with orthodontics. Yenne & Schofield is committed to providing you with the highest quality of care. They will make every effort to ensure that your first visit with them is a comfortable and informative experience.

The practice of Dr. Schofield and Dr. Yenne has the specialized equipment, facility and staff to properly address today’s most demanding orthodontic needs in a warm and caring environment.

Yenne & Schofield has a goal to provide you with the highest standard of treatment and enjoyable experience. Talk with them today to address any questions or concerns you may have.

http://www.haveagreatsmile.com/project/dallas

Best Western Dallas Inn & Suites

This cozy Dallas hotel is near many wonderful attractions such as several local Oregon vineyards, and Western Oregon University.

The over-sized rooms of this Best Western offer high-speed Internet access, cable satellite television, a single serve coffee maker, a desk, complimentary in-room toiletries and more. While staying at Best Western Dallas Inn & Suites guests can also enjoy a guest laundry, valet, and an exercise facility.

Guests can get the perfect start to each day with a complimentary hot breakfast. No matter what you or your fellow travelers have a taste for, there are many diverse restaurants within less than a mile, including Hong Kong Restaurant, Figaro’s Pizza, Rio’s Tavern, and North Dallas Bar and Grill.

Many guests enjoy seeing if luck is on their side at the nearby Spirit Mountain Casino or partaking in some retail therapy at the Salem Center. Visitors can also enjoy the beautiful scenery at the Oregon Gardens and Lincoln City beaches.

Located near the western side of Salem, Oregon, the Best Western Dallas Inn & Suites is only a short drive away from many local Oregon wineries, where the guests of this hotel can relax and unwind while taking in the gorgeous scenery.

Many guests stay to partake in the area’s wide range of events, such as golf tournaments, Western Oregon University sporting events, or the latest local happenings at the Polk County Fairgrounds. Those visiting students and faculty at the Western Oregon University, as well as the Valley Community Hospital and Forest River RV, only have a short commute from Best Western Dallas Inn & Suites.

Best Western Dallas Inn & Suites has won the 2018 Guest Review Award through booking and won the 2019 Champion Green award. Both awards will be announced and recognized at this years’ Best Western District Meeting in Calgary, AB.

For a wonderful stay with exceptional service at a delightful hotel reserve a stay at Best Western Dallas Inn & Suites!

https://www.bestwestern.com/en_US/book/hotels-in-dallas/best-western-dallas-inn-suites/propertyCode.38138.html

Windermere Western View Properties

Windermere Western View Properties has a distinguished history.  For the past 20 years Windermere Western View Properties has been the leading real estate office in Polk County.  They accomplish this through the loyal brokers that are committed to their clients and through indispensable customer service, integrity and community involvement.

Windermere Western View Properties sets the standard!  Their team of brokers has over 275 years of combined experience in residential, rural, subdivisions, farms, ranches and timber properties.  Windermere Western View Properties has the experience and diversified knowledge to assist you with any of your real estate needs.

Windermere Western View Properties has worked hard for 20 years to build their reputation and maintain their position as the top producing office in Polk County.  Put Windermere Western View Properties to work for you!

http://windermerepolkcounty.com/

AC + Co Architecture Community

AC + Co Architecture Community is a Salem-based architectural corporation with over 56 years of service to clients throughout the Willamette Valley and greater Oregon. They proudly serve a broadly based spectrum of clients ranging from education to healthcare and commerce, including financial institutions, as well as clients at all levels of government from municipal to state and federal agencies.

AC + Co Architecture Community is invested in their surrounding communities, such as Dallas. Working collaboratively with their clients, AC + Co Architecture provides the design knowledge and leadership to develop a facility that responds to the specifics of local place in a way that will benefit the greater community. Climate, site, resources and historic context inform their projects, but do not limit them. Every community project is a personal project. It is important for buildings to physically reflect the communities they serve and the people who reside in them.

Their approach with clients is relationship based. AC +Co strive to maintain an ongoing interactive process where they learn about your mission, goals, and most of all, the personality you want reflected in your building. AC + Co Architecture Community.

https://accoac.com

Tell a Fairy Tale Day

Fairy tales are a genre of literature that features fantastical and magical characters. Usually in the form of short stories with fairies, elves, trolls, and witches as central characters, fairy tales are set in a magical world with events that take place “once upon a time.” February 26th encourages celebrators to read, tell and listen to fairy tale from around the world.

A form of folk tales, fairy tales have a strong oral and written tradition all around the world – with cultures adopting whole or parts of tales from other cultures. Before the 17th century, fairy tales often had themes unsuitable for children and were written mostly for adults.

Today, fairy tales are considered to be a genre of children’s literature and the term fairy tale is used to refer to happy events and happenings, such as a fairy tale romance or a fairy tale ending.

So tomorrow, visit your local library with the little ones. Set your imagination free on this very fantastical holiday and re-read all your favorite fairy tales. Bring out your inner writer and pen down a fairy tale. Who knows, you could be the next Hans Christian Andersen. Watch movies based on fairy tales.

Host a fairy tale party. Instruct your guests to come as their favorite fairy tale character, decorate the venue as if you were in an enchanted land of fairy tales and serve foods from all your favorite fairy tale stories. Some ideas include caramel apples, pea salad, pumpkin soup and porridge or rice pudding.

Did you know…

That at least 500 versions of Cinderella have been found around the world?

Sometimes Saying “Goodbye” is not Easy

The decision to proceed with releasing a team member should be well thought-out. Many managers avoid terminating “ok” or even “bad” employees because they are conflict-adverse, have self-doubt, or are unable to separate their concern for the person from the performance. The price of keeping these employees is high. “Ok” and “bad” employees can decrease morale within the team and organization, decrease long-term productivity, and can have negative effects on customer satisfaction and revenues. It also compromises your leadership ability.

There are four signs that it is time to say “goodbye”:

  1. There is a lack of progress or follow-through on projects.
  2. There is a disregard for organizational processes or procedures.
  3. There is a lack of trust.
  4. They have a poor attitude, especially if their attitude is spreading throughout the team.

The first step in the termination process is to create an outline of what steps the employee can take towards improvement. This should include very specific expectations, goals, and a 30-day deadline to meet expectations. Provide examples whenever possible. This outline should be shared with upper management and human resources.

The second step is to have a very honest conversation with the team member. Some organizations prefer to have a representative of upper management or human resources attend this meeting. Present the outline and answer any questions the employee may have. During this meeting allow the employee to share their thoughts on their performance. Emphasize that they have 30 days to show improvement. Also provide a copy of the outline to include any clarifications spelled out in detail to the employee and to any upper management representatives that may be present during this meeting.

During the 30-day improvement time, check in with the team member at least weekly. Also begin the hiring process for their replacement. This reduces the need to have other team members pick up the slack for an extended period of time once their colleague is gone. If after 30 days there is no measurable improvement, it is time to have one last honest conversation terminating the employee.

In the end, creating a plan of improvement will help both manager and employee remove any doubt in regards to employee performance and general fit within the company’s culture and its goals. It also allows the team member to prove themselves and receive coaching or mentoring they may require. While termination is never pleasant for either party involved, sometimes it is the best decision.

Dallas Named 10th Safest City in Oregon

A western Pacific state, Oregon is famous for its country side and leisure opportunities as well as its timber industry. The state also has a worldwide reputation for its liberal lifestyle and laws. Geographically the state is highly varied with forests, rivers, coastlines, mountains and volcanos. Oregon’s population tallies around 4.1 million. The population density is low and the state ranks 39th in the US.

State wealth historically was based around fishing, hydroelectricity and timber plus mining. More recently it has become known as a center for high-technology. Tourism and leisure are also significant industries. It ranks the 25th state in terms of gross domestic products, however, around 21 % of the population uses food stamps and in 2016, unemployment was about US averages. Household average income levels compare well to US overall averages. Household income at $60,000 and per capita at $32,000 are both at – or close to – national averages.

Oregon’s crimes statistics are impressive. It is the 32nd safest state for property crime; where 1st is lowest crime. Violent crime is recorded at a ratio 0.72 with 2.5 crimes per 1,000 versus a national average of 3.47 making it the 15th safest state for violent crime. Property crime levels are 31.41 per 1,000 compared to the national average of 40.43.

The top 10 safest areas include:

  1. Lake Oswego
  2. Canby
  3. Sherwood
  4. Monmouth
  5. Beaverton
  6. Milwaukie
  7. Silverton
  8. Hillsboro
  9. Hermiston
  10. Dallas
    1. Violent Crimes: 47
    2. Property Crimes: 335
    3. Violent Crime Rate: 2.910
    4. Property Crime Rate: 20.740

Wells Fargo Bank

The name Wells Fargo is forever linked with the image of a six-horse stagecoach thundering across the American West, loaded with gold. The full story, over more than 160 years ago, is rich in detail with great events in America’s history. From the Gold Rush to the early 20th Century, through prosperity, depression and war, Wells Fargo earned the reputation of trust due to its attention and loyalty to customers.

The Vision, Values and Goals of Wells Fargo details the enduring principles that guide all Wells Fargo team members in the work they do every day – in serving customers and helping each other.

Wells Fargo wants to satisfy their customers’ financial needs and help them succeed financially. This unites them around a simple premise: Customers can be better served when they have a relationship with a trusted provider that knows them well, provides reliable guidance, and can serve their full range of financial needs.

Five Primary values guide every action that Wells Fargo takes:

  1. Do what is right for the customers. They place customers at the center of everything they do. They want to exceed customer expectations and build relationships that last a lifetime.
  2. People as a competitive advantage. Wells Fargo strives to attract, develop, motivate, and retain the best team members – and collaborate across businesses and functions to serve customers
  3. They are committed to the highest standard of integrity, transparency, and principled performance. They do the right thing, in the right way, and hold themselves accountable.
  4. Diversity and inclusion. They value and promote diversity and inclusion in all aspects of business and at all levels. Success comes from inviting and incorporating diverse perspectives.
  5. Wells Fargo is called to be a leader. They want their staff to lead themselves, lead the team, and lead the business – in service to customers, communities, team members, and shareholders.

Wells Fargo is committed to being the best they can be – for each other, their customers, their communities, and for their shareholders. They have the will and the drive to build a better Wells Fargo, every day.

https://www.wellsfargo.com/