Please answer the following in bold, using the information provided. Thanks for
ID: 423147 • Letter: P
Question
Please answer the following in bold, using the information provided. Thanks for the help!
Employee: Tyler Cahill
Job Title: Production manager
Review period start: 1/1/13
Review period end: 12/31/14
Reviewer: Jan Tomlinson
Production manager competencies: All competencies are rated on a scale from 1–5
1= not meeting requirements, 5= exceeding requirements
Communications 3.00 Meets requirements
Tyler seems to display very good verbal skills, communicating clearly and succinctly
although his Southern accent is somewhat off-putting and leaves people with the
impression that he is not smart. He exhibits good listening skills and appears to
comprehend situations and complex problems well. His written communications skills
meet the requirements of his position, and he keeps others adequately in the loop when
needed. However, sometimes it’s questionable whether Tyler always selects
appropriate methods of communication for the situation at hand.
Team Management 3.50 Meets requirements
According to Tyler’s team evaluations, he sets well-defined goals for the team. His
team’s evaluations also indicate that he collaborates well with his team. He gives the
impression that he provides fair and valid performance feedback. He shows
commitment to enhancing the skills of his team. Tyler includes team members in most
planning, but he assumes responsibility for final production quotas. However, I think
there have been times when he did not make himself available enough to team
members.
Leadership 2.40 Needs improvement
Tyler displays a strong leadership role when action is needed up to a point. At times, he
has reacted poorly in pressure situations. He would command more authority if he
dressed better. His style is somewhat sloppy. Additionally, Tyler seems to come to work
late and shows up for meetings late, which sets a bad example for his team.
Teamwork 4.00 Exceeds requirements
Tyler’s team has shared that he provides helpful feedback to team members and, in
turn, actively seeks feedback from them, but I have not witnessed that. He has excelled
in building team loyalty to the company. Team success is paramount to Tyler. I have
heard that he and his team go out drinking together.
Recruitment & Staffing 3.40 Meets requirements
Tyler analyzes recruitment sources and forecasts staffing needs efficiently. To date, he
has made astute hires of employees who match the company’s needs and understand
the company’s mission.
Delegation 2.60 Meets requirements
Tyler skillfully delegates work to team members, matching tasks with skills well. But he
also gives away the work he does not want to do. Sometimes he doesn’t give team
members enough authority to follow through on tasks delegated, so task completion
might be delayed. It’s not clear whether he gives team members sufficient credit for
work he has delegated to them.
Question;
What are some examples in the performance evaluation document that are based on judgment and not evidence?
In a forthcoming meeting with your manager, what is your plan to address that you believe part of the evaluation was not based on evidence?
How will you explain to your manager why it is important for a manager and employee to agree on performance gaps based on evidence?
Explanation / Answer
1) Below are the examples that are based on judgement not on evidence
a) Communication- Because the document mentions that there is not any clarify about how Tyler communicates as per the case scenario.
b) Team Management- Document gives an ambiguous (confusing) perspective about availability of Tyler with his Team in time of crisis/support.
c) Delegation-The document highlights Tyler's attitude towards rewarding & acknowledging employees for better performance in an very judgemental way & lack of clarity.
2) In my forthcoming meeting with Manager I would bring to his notice that rather relying on other team members opinion about my contribution & involvement in project; he should have a first sense of the situation then analyse the situation.
3) Fortunately my Boss is very clear & thoughtful about evaluation based only on performance but in this case I would recommend my boss to measure the outcome of the task with the inputs, conditions, constraints & environment.