Sample Resume - Network Manager

Salary Grade: FLSA Status: Approved Date: Division: Administration Job Description: Network Administrator Manager E Reports To: IS & IT Manager Department: Information Systems & Technology Exempt Job Summary Monitors the status of the network to ensure that all devices are working properly. Monitors and evaluates network performance to maintain availability and standards, and performs necessary maintenance and repairs when necessary. Installs, configures, and supports organization's local area network (LAN), wide area network (WAN), internet and e-mail systems. Maintains network hardware and software. Supervises Network Administrator. Essential Functions Essential functions include, but are not limited to, the following: * Performs routine network startup and shutdown procedures, and maintains control records Supervisory Duties * Provides daily direction and communication to IS & IT employees. * Provides continual evaluation of processes and procedures, suggesting methods to improve area operations, efficiency, and service to both internal and external customers * Ensures employees have appropriate training and other resources to perform their jobs; creates and maintains highquaalit work environment so team members are motivated to perform at their highest level * Carries out supervisory responsibilities in accordance with the company's policies and applicable laws, including interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints, and resolving problems Network Support Duties * Performs data backups and disaster recovery operations * Maintains and administers computer networks and related computing environments, including computer hardware, systems software, applications software, and all configurations * Operates dyagnostic tools to monitor the performance of computer systems and networks, and to coordinate computer network access and use * Designs, configures and tests computer hardware, networking software and operating system software * Recommends changes to improve systems and network configurations, and determines hardware or software requirements related to such changes * Confers with PC users about how to solve existing system problems * Monitors network performance to determine whether adjustments need to be made, and to determine where changes will need to be made in the future * Observes network administrators to evaluate performance; coaches staff using formal and informal feedback to motivate and develop Minimum Qualifications * Coordinates help desk functions * Oversee projects and prioritization of technical support end users Hardware Procurement Duties * Prepares purchase orders in accordance with Monarch policies * Coordinates purchases and respond to customer and supplier inquiries about order status * Tracks the status of requisitions, contracts and orders * Bachelor's degree (B.A.) from four-year college or university, or one year related experience and/or training; or equivalent combination of education and experience * Ability to read, write, speak, and comprehend English language * Advanced proficiency in Microsoft OS and applications * Microsoft Certified Professional (MCP) Certification * Microsoft Certified Systems Engineer (MCSE) Certification, plus Internet or Microsoft Certified Administrator (MCSA) Certification Performance Management Network Administrator Manager 1/30/2008* Servers * Ability to define problems, collect data, establish facts, ad draw valid conclusions * Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations * Ability to write reports, business correspondence, and procedure manuals * Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public * Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists * Ability to focus on details and perform accurate work While performing the duties of this job, the employee is frequently exposed to risk of electrical shock. The employee is occasionally exposed to moving mechanical parts and risk of radiation. The noise level in the work environment is usually moderate. * Fax * Printers * Cell phone * Hand held/Palms Working Conditions While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand and walk. The employee is occasionally required to sit; to use hands to handle or feel; to reach with hands and arms; to climb or balance; and to stoop, kneel, crouch, or crawl. The employee must regularly lift and/or move up to 50 pounds and occasionally lift and/or move more than 100 pounds. Specific vision abilities required by this job include close vision, distance vision, and color vision. * Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form * AS/400 Maintenance experience * Ability to apply advanced mathematical concepts such as exponents, logarithms, quadratic equations, and permutations * Ability to apply mathematical operations to such tasks as frequency distribution, determination of test reliability and validity, analysis of variance, correlation techniques, sampling theory, and factor analysis * 1-3 years management experience Preferred Qualifications * Ability to handle large volume of work, set priorities, multitask, and meet deadlines * UPS power supply * Firewalls * Network analyzers * Switches * Ability to use the following software and applications: GP, ADP/PCPW/Enterprise/HRB, SQL, Oracle, Salient/Margin Minder, BlackBerry, Symantic, Terminal Service, Back-up executive, Franklin Scales, Windows server, exchange, Cisco monitor tools, VOIP, OTG, active directory, Application Extender, Graphic programs Supplementary Information Tools/Equipment * Computers Physical Demands * Cable accessories * Routers, including wireless * Copier * Non-PC multi-media Performance Management Network Administrator Manager 1/30/20084 7.00% of base pay 3 5.00% of base pay 2 3.00% of base pay 1 1.00% of base pay N/A Date of Hire Definition of Performance Ratings Performance Evaluation: Network Manager Evaluation Guidelines Performance management is a continual process designed to foster communication between managers and employees. Managers are encouraged to discuss specific accomplishments and areas that require improvement on an ongoing basis. Performance management includes goal setting, coaching and feedback, recognition, performance improvement and discipline, and performance evaluation. One month prior to this review, ask the employee to complete this form to detail how well he or she has met his or her objectives for this review period. Ask the employee to be prepared to discuss his or her achievements, accomplishments, responsibilities, and future goals—and how those goals will affect department objectives as well as corporate objectives. 4 Exceeds performance expectations Goes above and beyond, consistently exceeding expectations High performance behaviors 3 Exceeds some performance expectations Meets all basic requirements and exceeds some expectations High performance behaviors 2 Meets performance expectations Meets all basic requirements Average performance behaviors 1 Meets some performance expectations Meets some, but not all, expectations; needs improvement in quality/quantity of work Low performance behaviors 2007 Merit Increase Schedule Exceeds performance expectations Exceeds some performance expectations Less than 1 Does not meet performance expectations Performs significantly below expectations; performance action required. Low performance behaviors Does not meet performance expectations Employee Name Today’s Date Meets performance expectations Meets some performance expectations Less than 1 Evaluator Review Period September–March Type of Evaluation: Merit Review Performance Management Network Administrator Manager 1/30/2008Competency Review—September Complete this section based on your direct observations and knowledge of this employee’s performance compared to the target behaviors for each job competency. In the comment sections, use specific examples to support or illustrate your rating. Comments must be given for all competencies. Competency Rating Business Leadership—Planning & Organization 0.00 Competency Rating Business Leadership—Problem Solving & Decision Making 0.00 Competency Rating Business Leadership—Learning 0.00 Competency Rating Business Leadership—Communication 0.00 Competency Rating Competency Rating Self Leadership—Self Leadership 0.00 Interpersonal Leadership—Interpersonal Leadership 0.00 Competency Rating Leadership Motivation—Initiative & Achievement 0.00 Competency Rating Leadership Motivation—Persistence & Resilience 0.00 Competency Rating Organizational Citizenship—Organizational Citizenship 0.00 Internal Customer Service—Internal Customer Service 0.00 Competency Rating Performance Management Network Administrator Manager 1/30/20080.00 0.13 0.00 0.00 0.13 0.00 0.00 0.13 0.00 0.00 0.10 0.00 0.00 0.10 0.00 0.00 0.09 0.00 0.00 0.09 0.00 0.00 0.10 0.00 0.00 0.13 0.00 0.00 Rating Business Leadership—Planning & Organization Business Leadership—Problem Solving & Decision Making Rating X Weight = Weighted Business Leadership—Learning Business Leadership—Communication Self Leadership—Self Leadership Competency Total Rating (sum of weighted ratings) Interpersonal Leadership—Interpersonal Leadership Leadership Motivation—Initiative & Achievement Leadership Motivation—Persistence & Resilience Internal Customer Service—Internal Customer Service Performance Management Network Administrator Manager 1/30/2008Follow-Up Date Date Date Performance Improvement Plan (any areas scoring a 1 or below) If an employee receives scores of 1 or below in any competency, discuss specific areas for performance improvement and arrive at mutually agreed-upon action plans/goals for the coming performance period. Action Plan/Goal Employee Acknowledgment By signing this form, you confirm that you have discussed this review in detail with your manager. Signing this form does not necessarily indicate that you agree with this evaluation. Employee Signature Manager Signature Performance Management Network Administrator Manager 1/30/2008Follow-Up Date Date Date Career Development Goals Career Development Goal Action Plan Discuss with the employee specific areas for career development and arrive at mutually agreed-upon action plans for the coming performance period. Employee Acknowledgment By signing this form, you confirm that you have discussed this review in detail with your manager. Signing this form does not necessarily indicate that you agree with this evaluation. Employee Signature Manager Signature Performance Management Network Administrator Manager 1/30/2008Date of Hire Bonus percentage (if applicable) #REF! Bonus amount (if applicable) #REF! Employee Name Today’s Date Evaluator Review Period 0 September–March Merit increase dollar amount #N/A Type of Evaluation: Compensation Overview Current base pay rate Merit increase percentage #N/A Compensation Summary and Employee Acknowledgment Merit Review Employee Acknowledgment By signing this form, you confirm that you have discussed these changes with your manager. New base pay rate #N/A Date Employee Signature Manager Signature Date Performance Management Network Administrator Manager 1/30/2008Behavior Low Performance Behaviors Average Performance Behaviors High Performance Behaviors Comments Score Weight Total Score # 0 1 2 3 4 1 Does a poor job of planning work; for example, articulates objectives poorly, organizes tasks illogically, misjudges resource requirements, or fails to include contingency plans. Plans work competently; for example, articulates the most important objectives and tasks, develops a realistic timeline, and secures resources. Plans work very effectively; for example, establishes clear objectives, structures all key activities in a logical manner, accurately estimates time and resource requirements, and includes contingency plans. 0.25 0.00 2 Does an insufficient job of monitoring work progress and/or quality, with the result that important objectives are not met. Monitors the most important aspects of work progress and quality; keeps sight of strategic objectives most of the time and makes adjustments as needed to facilitate work. Monitors work progress and quality against targets; remains focused on strategic objectives and adjusts plans as necessary to ensure that all objectives are met. 0.25 0.00 3 Assigns inappropriate priority levels to some tasks or fails to re-shuffle priorities when there is a need to do so. Uses time efficiently and productively for the most part; prioritizes tasks and reshufffle priorities when the need arises. Uses time very efficiently and productively; prioritizes multiple tasks, continuously re-assesses priorities, and updates plans as needed. 0.25 0.00 4 Does not handle details well; either loses track of important details or gets so bogged down in details that he/she loses sight of the broad perspective. Handles details well; is able to keep track of details and detects small errors without getting bogged down or losing sight of the broad perspective. Handles details expertly; follows a structured process to track details and detect problems; effectively balances detail orientation within a broad perspective. 0.25 0.00 Business Leadership—Planning & Organization Overall Rating 1.00 0.00 The degree to which one plans, prioritizes, manages, and organizes tasks, resources, and time in order to align with overall goals. Business Leadership—Planning & Organization Performance Management Network Administrator Manager 1/30/2008Behavior Low Performance Behaviors Average Performance Behaviors High Performance Behaviors Comments Score Weight Total Score # 0 1 2 3 4 1 Recognizes a routine or simple problem once it occurs; fails to consider or accurately identify the underlying causes of a problem. Anticipates or recognizes a simple or commonly-occurring problem; understands all underlying causes of a straightforward problem or understands some underlying causes of a complex problem. Anticipates or recognizes a complex problem; accurately determines underlying causes of a complex problem. 0.17 0.00 2 Proposes a solution without carefully considering possible alternatives; rushes into a choice based on the solution that was most immediately accessible. Considers several possible solutions; carefully assesses strengths and weaknesses of one high-quality solution; provides a basic evaluation of the available alternatives. Develops several high-quality solutions and assesses the strengths and weaknesses of each alternative; uses sound thought processes and relevant experiences to evaluate available alternatives. 0.17 0.00 3 Requires considerable time and structure to make a decision. Makes a good decision in a timely matter, given a structured or straightforward situation. Makes the optimal choice in a timely matter, even though the situation was ambiguous or complicated. 0.17 0.00 4 Uses unconfirmed information to make a decision; relies heavily on instinct or “gut feelings” too frequently without searching for facts upon which to base a decision. Uses appropriate, objective information to make an informed decision. Uses objective information and leverages expertise and one’s understanding of relevant influences and trends to make an informed and insightful decision. 0.16 0.00 5 Makes decisions without considering broad implications; relies on emotion or unconfirmed information when making decisions. Makes decisions based on short-term consequences but may not consider broader implications; considers relevant information but may require assistance when making decisions. Makes decisions based on both shortaan long-term consequences and broad implications; considers objective and reliable information; is able to make bold decisions on own. 0.17 0.00 6 Does not frequently analyze data or makes errors when doing so; struggles to forecast activity or understand trends. Analyzes data when necessary; forecasts activity based on an accurate understanding of trends. Analyzes data frequently to maintain continual awareness of conditions; forecasts activity based on a detailed and accurate familiarity of trends. 0.16 0.00 Business Leadership—Problem Solving & Decision Making Overall Rating 1.00 0.00 The degree to which one addresses and analyzes problem situations and makes sound decisions based on appropriate consideration of relevant information. Business Leadership—Problem Solving & Decision Making Performance Management Network Administrator Manager 1/30/2008Behavior Low Performance Behaviors Average Performance Behaviors High Performance Behaviors Comments Score Weight Total Score # 0 1 2 3 4 1 Applies little effort to learn something new about the job or industry. Accepts an opportunity to learn something new about the job or industry. Takes the initiative to increase own knowledge about the job and industry. 0.25 0.00 2 Demonstrates job or industry knowledge that falls short of others' needs or expectations (i.e., does not provide internal and/or external customers adequate information). Demonstrates job or industry knowledge consistent with others' expectations (i.e., provides internal and/or external customers with adequate information). Demonstrates job or industry knowledge above and beyond others' expectations (i.e., anticipates the needs of internal and/or external customers and provides all of the necessary information). 0.25 0.00 3 Demonstrates limited understanding of the potential business impact of an external event. Demonstrates a basic understanding of the potential business impact of an external event. Demonstrates keen insight and deep understanding of the potential business impact of an external event. 0.25 0.00 4 At times, formulates questionable or incomplete conclusions from reports and analyses. Formulates appropriate conclusions from reports and analyses. Formulates highly accurate and specific conclusions from reports and analyses. 0.25 0.00 Business Leadership—Learning Overall Rating 1.00 0.00 The degree to which one engages in self-development, learns and utilizes job-relevant information, and uses tools to manage information or data. Business Leadership—Learning Performance Management Network Administrator Manager 1/30/2008Behavior Low Performance Behaviors Average Performance Behaviors High Performance Behaviors Comments Score Weight Total Score # 0 1 2 3 4 1 Presents information in an illogical or difficult-to-follow manner; does not respond appropriately to questions; disregards the type or level of the audience. Presents information in a reasonably clear and logical manner; answers questions adequately; makes basic adjustments to presentation based on audience type and level. Presents information in an exceptionally clear and engaging manner; addresses questions with savvy; precisely tailors message to the specific audience type and level. 0.21 0.00 2 Fails to keep others appropriately informed or impedes the exchange of information between individuals or groups. Does an adequate job of keeping others informed; facilitates the exchange of information among individuals or groups. Proactively keeps others informed; facilitates and models an open and honest exchange of information among individuals or groups. 0.20 0.00 3 Does not share information (with various departments) to increase productivity; provides limited instruction to relevant parties on technology needs/issues. Shares basic information (with various departments) to increase productivity; provides some instruction to relevant parties on technology needs/issues. Shares clear, detailed, and useful information (with various departments to increase productivity; seeks every opportunity to train/teach relevant parties on technology needs/issues. 0.19 0.00 4 Struggles to communicate with certain audiences; restricts communications to familiar and comfortable audiences. Communicates effectively to a variety of audiences, both internally and externally. Is able to engage, meaningfully inform, and inspire internal and external audiences at all organizational levels. 0.21 0.00 5 Fails to communicate with confidence; gives up easily when communicating with individuals who disagree with his/her position. Communicates effectively; eventually gains acceptance and support for his/her ideas. Communicates effectively and confidently; persists in gaining strong support and commitment from others, even when initially met with opposition. 0.19 0.00 Business Leadership—Communication Overall Rating 1.00 0.00 The degree to which one is able to adequately present information, convey and receive messages, and maintain open exchanges of information through speech and writing. Business Leadership—Communication Performance Management Network Administrator Manager 1/30/2008Behavior Low Performance Behaviors Average Performance Behaviors High Performance Behaviors Comments Score Weight Total Score # 0 1 2 3 4 1 Makes choices based on what is personally rewarding, without regard for whether the choice is an ethical one. Chooses the most ethical course of action; no personal sacrifice is necessary in order to do the right thing. Chooses the most ethical course of action, even when it may require personal sacrifice to do so. 0.25 0.00 2 Acts without objectivity; for example, makes an automatic or emotional choice based on his/her own beliefs. Acts in accordance with his/her own beliefs, but also expresses respect for other points of view. Acts in accordance with his/her own beliefs, but also considers other points of view objectively and with an open mind. 0.25 0.00 3 Demonstrates an unprofessional, negative attitude towards the work; openly criticizes the company's goals or decisions. Demonstrates professionalism, enthusiasm, and speaks positively of the company; does not openly criticize the company's goals or decisions. Demonstrates a polished professionalism and enthusiasm even in face of challenging workloads; supports the company and champions company goals and decisions. 0.25 0.00 4 Fails to meet commitments on a repetitive basis. Meets commitments as long as doing so is within reason and does not require additional effort. Meets commitments even when doing so demands extraordinary effort. 0.25 0.00 Self Leadership—Self Leadership Overall Rating 1.00 0.00 The degree to which one displays a professional work ethic, is reliable and generally demonstrates control of behavior. Self Leadership—Self Leadership Performance Management Network Administrator Manager 1/30/2008Behavior Low Performance Behaviors Average Performance Behaviors High Performance Behaviors Comments Score Weight Total Score # 0 1 2 3 4 1 Does not convey ideas with enthusiasm; lacks energy in interactions with others. Presents his/her ideas with enthusiasm, but does not generate similar excitement among others. Generates excitement for his/her ideas that mobilizes others to achieve the desired results. 0.14 0.00 2 Struggles to persuade or negotiate; does not know when to concede, compromise, or remain firm. Persuades or negotiates with success most of the time, despite being a bit too forceful (or weak). Persuades or negotiates with tact and ease; knows when to concede, compromise, or remain firm. 0.14 0.00 3 Ignores conflict or grievances; reacts negatively to interpersonal issues. Addresses conflict and grievances effectively for the most part; takes no action to address interpersonal issues when needed. Skillfully manages and resolves conflict and grievances; seeks to prevent future occurrences when possible. 0.14 0.00 4 Is unable to gain others' trust and has difficulty building and/or maintaining work relationships. Is moderately effective and successful in gaining others' trust and at building and/or maintaining work relationships. Is completely effective and successful in gaining others' complete trust and can easily build and/or maintain work relationships. 0.14 0.00 5 Delays or ignores internal complaints even after they have been escalated, which may jeopardize internal relationships. Responds to internal complaints once they have been escalated and involves other departments as necessary in order to maintain solid internal relationships. Is proactive in handling potential internal complaints and takes ownership over solving problems before they are escalated, which results in strong, collaborative internal relationships. 0.15 0.00 6 Often fails to meet productivity standards and does not value the importance of meeting company needs. Maintains standards for productivity and understands the importance of meeting company needs. Consistently searches for ways to improve productivity and places the highest priority on meeting company needs. 0.15 0.00 7 Remains passive in group settings; is reluctant/complacent about offering new ideas. Speaks up with ideas in comfortable group settings; asks for support when implementing new ideas. Asserts oneself and appropriate ideas in all group settings; champions new ideas by involving others and soliciting support. 0.14 0.00 The degree to which one interacts and works well with others in ways that serve interpersonal or situational needs. Interpersonal Leadership—Interpersonal Leadership Performance Management Network Administrator Manager 1/30/2008Interpersonal Leadership—Interpersonal Leadership Overall Rating 0.86 0.00 Performance Management Network Administrator Manager 1/30/2008Behavior Low Performance Behaviors Average Performance Behaviors High Performance Behaviors Comments Score Weight Total Score # 0 1 2 3 4 1 Sets easy goals for him/herself, or only pursues a difficult goal when someone else imposes it upon him/her. Sets fairly challenging goals for him/herself. Sets very challenging goals for him/herself. 0.14 0.00 2 Does not display an interest in producing high quality work. Finds satisfaction in producing high quality work. Demonstrates tremendous satisfaction and pride in producing high quality work. 0.15 0.00 3 Prefers established ways of doing things; does not attempt to improve work processes. Occasionally applies original ideas to improve existing work processes. Generates original, innovative approaches to improve work processes or performance on tasks and problems. 0.14 0.00 4 Avoids opportunities to increase the variety and scope of work. Accepts new challenges at work when it is suggested by someone else. Seeks out and volunteers for new assignments or challenges. 0.15 0.00 5 Procrastinates when faced with new work. Takes on challenges with little hesitation. Enthusiastically tackles new challenges. 0.15 0.00 6 Displays a lack of confidence in his/her abilities. Maintains a moderate degree of confidence in his/her abilities, even when facing criticism or setbacks. Maintains a high degree of confidence in his/her abilities, even when facing criticism or setbacks. 0.14 0.00 7 Avoids taking a stand in defense of his/her principles and viewpoint. Tries hard to defend his/her principles and viewpoint when faced with opposition. Confidently and effectively defends his/her principles and viewpoint under very difficult circumstances. 0.13 0.00 Leadership Motivation—Initiative & Achievement Overall Rating 1.00 0.00 The degree to which one displays confidence and motivation and is driven to excel. Leadership Motivation—Initiative & Achievement Performance Management Network Administrator Manager 1/30/2008Behavior Low Performance Behaviors Average Performance Behaviors High Performance Behaviors Comments Score Weight Total Score # 0 1 2 3 4 1 Gives up easily when faced with obstacles or setbacks. Expends extra effort and does not give up when faced with obstacles or setbacks. Tenaciously persists and increases effort to complete work, despite difficult obstacles or setbacks. 0.20 0.00 2 Loses focus and drive when working on difficult projects or assignments. Remains fairly focused and driven when working on a difficult project or assignment. Dedicates tremendous focus and drive to difficult projects or assignments. 0.20 0.00 3 Exerts inconsistent amounts of energy below what is needed for basic job requirements; displays low energy at the end of shifts or during busy periods. Exerts an appropriate amount of energy to handle basic requirements of the job. Sustains a high level of energy on a continuous basis, despite long hours or heavy workload. 0.20 0.00 4 Quickly becomes cynical or loses hope of success in a difficult situation. Maintains a largely positive attitude despite challenging circumstances. Maintains a strong positive attitude despite very difficult circumstances. 0.20 0.00 5 Is unable to function effectively when faced with stressful situations; outwardly displays frustration. Takes a mostly calm and constructive approach to stressful circumstances; tries to make the best of bad situations. Takes a completely calm and constructive approach to stressful circumstances; achieves great results despite bad situations. 0.20 0.00 Leadership Motivation—Persistence & Resilience Overall Rating 1.00 0.00 The degree to which one remains optimistic and calm and continues to exert effort in the face of challenges or heavy workload. Leadership Motivation—Persistence & Resilience Performance Management Network Administrator Manager 1/30/2008Behaviors Low Performance Behaviors Average Performance Behaviors High Performance Behaviors Comments Score Weight Total Score # 0 1 2 3 4 1 Shows little or no interest in providing assistance to other company personnel making requests. Provides relevant assistance to other company personnel making requests, if little or no personal sacrifice is involved. Goes out of one’s way, within reason, to provide relevant assistance to other company personnel making requests, in spite of personal costs. 0.20 0.00 2 Loses control and/or responds inappropriately when faced with difficult individuals. Tolerates difficult individuals and responds tactfully. Defuses and resolves a tense situation by responding to others with tact, empathy, and patience. 0.20 0.00 3 Reacts defensively or emotionally to setbacks; reacts to stress by panicking or complaining to others; has outward displays of frustration. Most of the time, keeps emotions under control; tolerates stressful situations with supervisor assistance; generally masks frustration. Handles difficult situations or emotions with ease and composure; effectively manages stressful situations without supervisor assistance; masks frustration. 0.20 0.00 4 Rarely follows up with others to ensure that requests or concerns are resolved. Follows up with others to ensure that requests or concerns are resolved. Proactively follows up with others to ensure that requests and concerns are always resolved; watches out for signs of additional concerns. 0.20 0.00 5 Displays an unprofessional appearance and attitude that is not representative of Monarch Beverage's image (e.g., inappropriate attire, negative attitude). Displays a moderately professional appearance and attitude, usually consistent with Monarch Beverage's image (e.g., appropriate attire, positive attitude). Displays a highly professional appearance and attitude that is exemplary of Monarch Beverage's image (e.g., appropriate attire, positive attitude). 0.20 0.00 Internal Customer Service—Internal Customer Service Overall Rating 1.00 0.00 The degree to which one is oriented towards serving others within the company and actively attends to their needs with professionalism and despite difficulties. Internal Customer Service—Internal Customer Service Performance Management Network Administrator Manager 1/30/2008Behavior Low Performance Behaviors Average Performance Behaviors High Performance Behaviors Comments Score Weight Total Score # 0 1 2 3 4 1 Provides minimal assistance to company personnel. Provides assistance to other company personnel when it does not require personal sacrifice. Provides assistance to company personnel in spite of personal costs. 0.17 0.00 2 Reacts poorly to being asked to help coworkers; is slow to pitch in. Helps coworkers when asked/directed; pitches in eventually. Finds ways to help coworkers without being asked/directed; quickly pitches in at every opportunity. 0.17 0.00 3 Displays a poor attitude and is inflexible towards changes in demands and schedule. Displays a reasonable attitude and tolerates changes in demands and schedule. Displays a positive attitude and quickly adapts to changes in demands and schedule. 0.17 0.00 4 Shows disrespect or a lack of understanding for diversity in people and opinions. Shows a general understanding of and respect for diversity in people and opinions. Fosters a deep appreciation for diversity in people and opinions. 0.16 0.00 5 Resists direction from authority. Accepts direction from authority. Trusts authority. 0.16 0.00 6 Appears unconcerned or unfamiliar with Monarch Beverage's mission and principles. Maintains awareness of and adheres to Monarch Beverage's mission and principles. Embodies and promotes Monarch Beverage's mission and principles. 0.17 0.00 Organizational Citizenship—Organizational Citizenship Overall Rating 1.00 0.00 The degree to which one is a loyal, team-oriented employee and displays a positive attitude towards work, others, and the organization as a whole. Organizational Citizenship—Organizational Citizenship Performance Management Network Administrator Manager 1/30/2008Network Manager Business Leadership Planning and Organization Problem Solving and Decision Making Learning Communication Self Leadership Self Leadership Interpersonal Leadership Interpersonal Leadership Leadership Motivation Initiative and Achievement Persistence and Resilience Internal Customer Service Internal Customer Service Organizational Citizenship Organizational Citizenship Performance Management Network Administrator Manager 1/30/2008