Groups, Teams, and Conflict Assignment - NEEDED TODAY!!!

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Riordan Manufacturing

Performance Review

Employee Name: Gary Tucker Job Title: Network Administrator Department: Information Services Review Period Start: 2/25/2003 Review Period End: 2/23/2004 Last Review Date: 2/24/2003 Reviewer Name: Dirk Kort Reviewer Title: Manager, IT Services PERFORMANCE COMPETENCIES Analytical Skills Needs improvement Gary synthesizes reasonably complex and diverse information. He has shown he can identify dependencies as well as cause and effect relationships. Gary has demonstrated the ability to design effective workflows and procedures. However, he does not demonstrate adequate research or investigation skills. Additionally, his analysis is not thorough enough because he fails to apply his intuition and experience. Initiative Needs improvement Gary exercises a reasonable degree of risk taking in the performance of his work. However, he occasionally volunteers to help but not to the extent expected. Further, he needs to be encouraged to take on self-development activities and he seldom looks for increased responsibilities. Gary sometimes overlooks opportunities. Although encouraged to do so, he does not ask for help when he should. Job Knowledge Needs improvement Gary demonstrates competency in the skills and knowledge required. He learns and applies new skills within the expected time period. He is knowledgeable about current developments in his field. Gary effectively uses the resources and tools available to him. However, he needs slightly more supervision than he should to fulfill his responsibilities and he would have better results if he displayed more understanding of how his job relates to others. This year, I have had to supervise Gary more closely than in the past, as he has frequently missed deadlines and had projects that did not proceed according to plan. Planning & Organization Needs improvement Gary works in an organized manner. However, he would be more effective if he prioritized and planned his work better. Also, Gary could make more efficient use of his time through better planning and organization. He does not always set effective goals and objectives for himself. Problem Solving Needs improvement Gary identifies most problem situations within appropriate time frames. Most of the time, he develops several alternative solutions to problems. He participates well in group problem solving situations. However, his information gathering and analysis are not always thorough enough for

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his position. Further, Gary could do more to anticipate and resolve problems before they grow into larger issues. Quality Needs improvement The work Gary produces meets standards for accuracy and completeness. He looks for ways to improve quality and he monitors his work to meet quality standards. However, Gary could display more commitment to excellence. The feedback he receives about his performance is not being applied. Teamwork Needs improvement Gary has been able to balance the needs of the team with his individual responsibilities and he puts the success of the team above his own interests. However, there have been situations when he did not show adequate objectivity or openness to the views of others. Further, his contributions to building a positive team spirit have been minimal. Gary resists giving and receiving constructive feedback. Use of Technology Meets job requirements Gary displays the technical skills needed to perform his job satisfactorily and he usually adapts well to new technologies. In most instances he troubleshoots technical problems independently. Gary makes use of technology to improve his productivity and he keeps his technical skills current. SUMMARY Overall Rating: Needs improvement Since Gary's last review, he has not improved adequately enough to meet job requirements. See the Development Plans for details on the improvements required. Over the next 30 days, I must see improvement in Gary's attitude and work performance or he will move into a performance management situation. DEVELOPMENT PLANS Areas to Work On Before beginning a project, determine appropriate data sources and efficient methods to collect needed information. Consider using a checklist of data needs and sources to increase your speed and thoroughness on routine assignments. Develop a systematic process for researching routine assignments. Create a set of probing questions to build a clear picture of the nature and scope of the issue to be analyzed. Show your willingness to make a personal investment in self-development by taking courses and attending seminars outside work hours. Recognize when assistance or input is needed and ask for it. Be prepared with a clear description of the situation and recommendations for resolution. Identify which individuals to consult for specific types of problems or questions. Learn appropriate methods for making referrals or requesting assistance. Learn to measure and validate your work against department goals or standards. Monitor your progress on a regular basis and prepare status reports on accomplishments.

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Make a flowchart of your work and how it relates to other jobs and departments. Meet with employees in these areas to improve understanding of their needs and problems. Learn to more accurately estimate the time needed to complete an assignment in order to establish realistic plans. Set periodic milestones to monitor your progress and modify due dates as needed. Make sure to notify others involved in your work of the changes. Address procrastination by dividing tasks or work time into smaller and more easily accomplished chunks, using reminders to keep important projects in focus, keeping a daily to-do list, and resisting perfectionism. When developing due dates for your goals, consider such things as how long this type of activity has taken in the past, possible problems with the availability of resources, and any other assignments which may have conflicting deadlines. Take time to do things right the first time to ensure maximum benefit from your efforts. Help co- workers as needed to ensure excellence throughout the organization. Ask for feedback on your work performance and for specific improvement suggestions. Listen nondefensively and be open to constructive criticism. Learn to accept constructive feedback without becoming defensive, making excuses, or getting angry with the person giving feedback. Listen objectively and ask for clarification to understand the concerns being expressed. Request improvement suggestions. Be positive about the team and its activities when speaking with others. Look for opportunities to publicize team successes and contributions. EMPLOYEE COMMENTS Employee Acknowledgment I have reviewed this document and discussed the contents with my manager. My signature means that I have been advised of my performance status and does not necessarily imply that I agree with the evaluation. Employee Signature/Date REVIEWER COMMENTS Gary refused to sign his review. Dirk Kort / February 2004 Reviewer Signature/Date