STRONG COVER LETTER CAN FILL IN THE BLANKS.

Byline: Ken Lloyd On The Job

Q. I interrupted my career 18 years ago to raise my family. I am about to re-enter the work force, but I don't know what to put down when filling out applications or responding to ads that say you won't be considered unless you include salary history. I know I could handle these questions in an interview, but if I put down the wage I was making 18 years ago, it seems ridiculously low and may lead to a substandard offer. Should I ``adjust'' it myself to today's dollars?

A. The first action for you to take is no action at all when it comes to making any adjustment to your pay - in fact, you could get adjusted right out of a job for presenting false information during the hiring process. You need to give your potential employers some credit for being able to understand that pay levels have increased since 1979.

You should definitely continue to respond to ads and fill out application blanks as thoroughly, accurately, and neatly as possible. However, you should consider adding a tool that large numbers of employers are looking at with increasing interest: a strong cover letter.

This letter applies perfectly to your situation because an application blank or a general response to an ad just does not fit your career.

The cover letter has one purpose: to get you an interview. Let the reader see that although you left the labor force 18 years ago, you did not stop learning and growing. If you were involved in any school or community activities, describe what you did, as these responsibilities often demonstrate leadership skills, interpersonal skills, and an ability to plan and organize.

In addition, if you took any classes, be sure to include them as well. And, if you have not taken any, you should consider doing so. Show the employer how your experience, energy level and up-to-date knowledge are perfect for the position. Close the letter by indicating that you look forward to hearing from the company soon. And, if you don't hear soon, send a follow-up note or call if possible.

Q. I am in a supervisory position and I just heard that our company is going to introduce something called ``360-degree feedback'' where our subordinates are going to evaluate us. I have some real concerns about this kind of program, and I'm wondering if I should voice them.

A. If your company is considering the introduction of a major program that will impact your role as a supervisor, this is not something you should just hear about - it is something you should know about. By using a trickle-down communication technique, your company is not just introducing a new program, it is also introducing confusion and resistance.

It is normal for you to sense some distress about 360-degree feedback because you have not been given full information regarding such key issues as the program's methods, objectives and timing. Until you are given an update on these matters, your concerns may be premature. If you voice them now, you may be criticized in return as being overly resistant to change.

Although the time is not right for you to air your concerns, it is definitely right for you to ask questions. You should approach your manager and indicate that you would like to know more about the way the program works, your role in it, who else is involved, and so forth.

Three-hundred-and-sixty degree feedback is based on having employees receive feedback not only from their manager or supervisor, but from their peers and subordinates as well. Numerous firms across many industries have been finding that this approach can have a broad range of positive outcomes in areas that include employee development, productivity and satisfaction. The program is not designed to provide employees with a weapon to ``get back'' at their supervision. Rather, if the program is functioning properly, the emphasis is focused less on evaluating your past performance, and more on helping your future performance.

In the event that your company does implement this program and you are asked to give feedback on the performance on your own manager, you may want to mention that he or she should provide more opportunities for two-way communication when introducing changes. The actions that your manager takes in response will tell you if the 360-degree program works or if it is just going in circles.