Geek Squad Repair Hourly One on One and Annual Performance Appraisal Every individual who works f

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Geek Squad Repair Hourly One on One and Annual Performance Appraisal Every individual who works f Powered By Docstoc
					                                Geek Squad Repair
                       Hourly One-on-One and
      Annual Performance Appraisal




                               Every individual who works for Best Buy deserves to
                                       know the answer to three questions:

                                          What is expected of me?
                                How am I doing at meeting your expectations?
                           How is my opinion making a difference in the workplace?


                                            Employee:
*REQUIRED*                      Employee #:
                                   Position:
                                Supervisor:
                              Supervisor #:
   1st Year Anniversary or Next Review Date
                                                                    TBD - Supervisor to Complete
                                 Per Oracle:
                       1st Quarter Check In:                          #VALUE!            -       #VALUE!
                      2nd Quarter Check In:                           #VALUE!            -       #VALUE!
                       3rd Quarter Check In:                          #VALUE!            -       #VALUE!
                   4th Quarter Check In and                           #VALUE!            -       TBD -
             Annual PA to be completed by:


Any manipulation of any password protected fields is prohibited and will result in adverse employment action up to and including termination. If you have
   any questions please contact Alissa Janey. This information is confidential and proprietary to Best Buy Enterprise and shall not be reproduced or
        otherwise disclosed to anyone other than Best Buy employees without written permission of Best Buy Co, Inc., Richfield, MN 55423.

   Note to Employee: Remember to clock in when completing the Geek Squad Repair Hourly One-on-One and Annual Performance Appraisal form.


                                                           www.MyBestBuyFuture.com
                                                          Geek Squad Repair Hourly
                             One-on-One and Annual Performance Appraisal
Name:                                                                                  Department:

Employee #:                                                                            Supervisor/Team Lead:

Review Date:                                                                           Job Title:

Purpose: This form is to be used as a guide to facilitate on-going development discussions between managers and employees. Use this as a template to record feedback and development
discussions in a way that works best for you and the employee. Performance and development discussions should take place on a quarterly basis. Include additional discussion notes that occur
throughout the year within the quarter that corresponds with the timing of the discussion.


SECTION 1: CORE JOB RESPONSIBILITIES (Best Buy Differentiators & Discipline Specific Core Job Responsibilities)                                                      Weighting: 60%

                                                                                                                             1st Quarter     2nd Quarter       3rd Quarter      4th Quarter
A.) Best Buy Differentiators (See Anchors Below) 30%                                                                           (mo. 1-3)        (mo. 4-6)        (mo. 7-9)       (mo. 10-12)
Provide the employee a score for how he/she is demonstrating the Best Buy Differentiators for each quarter
(use the behavioral anchors below).

                      Not Living (1/2)                                                Living (3)                                                      Teaching (4/5)
• Is not able to articulate location’s plans to control     • Able to articulate location's plans to control costs and      • Teaches others on how to contribute to location's cost
cost and can not provide specific examples of how           can provide specific examples of how he/she                     control plans
he/she individually contributes to these plans              individually contributes to these plans                         • Seeks out and takes action on innovative solutions
• Is not able to articulate department or team              • Able to articulate department or team goals/objectives        • Able to articulate what he/she has learned from the customer
goals/objectives and can not provide specific               and can provide specific examples of how he/she                 and what action he/she is taking to fulfill these wants/needs of
examples of how he/she individually contributes to          individually contributes to these goals                         the customer
these goals                                                 • Participates in an engaged team experience                    • Is seen as a role model in contributing to an engaged team
• Does not participate in an engaged team experience        • Achieves Certification requirements on time (if               • Achieves Certification in more than one area at time of
• Does not achieve Certification requirements on time       applicable)                                                     review and/or consistently applies learning to create a better
(if applicable)                                             • Is aware of his/her individual skills and talent and          customer or employee experience (if applicable)
• Is not aware of his/her individual skills and talents     utilizes these to contribute to the team's performance          • Develops peers and new hires in development of his/her
and/or does not utilize them to contribute to the team’s                                                                    core skill set
performance                                                                                                                 • Actively participates in or facilitates CVR action planning
• Does not seek out or take action on innovative                                                                            • Participant in EBN, Employee Experience Committee (i.e
solutions                                                                                                                   Viewpoint or Employee Engagement), Quality, Community
• Can not articulate what he/she has learned from the                                                                       Involvement, etc.
customer and how they will take action to fulfill the
customer’s want/needs



B.) Discipline Specific Core Job Responsibilities                                                                            1st Quarter     2nd Quarter       3rd Quarter      4th Quarter
(Employee and Manager - Refer to Job Title on Core Job Responsibilities Tab) 30%                                               (mo. 1-3)        (mo. 4-6)        (mo. 7-9)       (mo. 10-12)

Provide the employee a score for his/her core job responsibilities in the space provided to the right.

Rating Scale:                                              1                       2                3              4              5
                                                    Underperforming        l   Below       l    Meets    l   Above      l    Outstanding

                                                                                                                             1st Quarter     2nd Quarter       3rd Quarter      4th Quarter
Quarterly Core Job Responsibilities Score:                                                                                     (mo. 1-3)        (mo. 4-6)        (mo. 7-9)       (mo. 10-12)

                                                                                                                                   0               0                 0                0
Annual Review Score for Core Job Responsibilities/ Overall Results:                                          0.0



SECTION 2: Values                                                                                                                                                    Weighting: 40%
Provide the employee a score on how he/she is demonstrating the Company Values. The behavioral anchors
for Values can be found on the tab, 'Behavioral Anchors.'                                                                     1st Quarter     2nd Quarter      3rd Quarter      4th Quarter
              * Unleash the Power of People          l  * Show Respect, Humility & Integrity                                   (mo. 1-3)        (mo. 4-6)        (mo. 7-9)       (mo. 10-12)
            * Learn from Challenge & Change        l   * Have Fun While Being the Best

Annual Review Score for Values / Overall Values                                                              0.0
SECTION 3: Manager & Employee Discussion Notes for Core Job Responsibiliites and Values
Instructions for Manager & Employee Discussion Notes: (If additional space is needed for comments, write on a separate sheet and attach)
Manager: Include specific examples of the employee's individual contribution to Core Job Responsibilities and Values. How is the employee doing at meeting your
expectations? What feedback/suggestions do you have for the employee to improve their performance?
Employee: How do you feel you performed against your Core Job Responsibilities and the company Values? What things could you have done better?
Q1 Supervisor and Employee Discussion Notes (Core Job Responsibilities & Values):
Supervisor Signature:______________________________ Date:          Employee Signature:__________________________________ Date:
Supervisor:




Employee:




Q2 Supervisor and Employee Discussion Notes (Core Job Responsibilities & Values):
Supervisor Signature:______________________________ Date:          Employee Signature:__________________________________ Date:
Supervisor:




Employee:




Q3 Supervisor and Employee Discussion Notes (Core Job Responsibilities & Values):
Supervisor Signature:______________________________ Date:          Employee Signature:__________________________________ Date:
Supervisor:




Employee:




Q4 Supervisor and Employee Discussion Notes (Core Job Responsibilities & Values):
Supervisor Signature:______________________________ Date:          Employee Signature:__________________________________ Date:
Supervisor:




Employee:




Annual Performance Appraisal Supervisor and Employee Discussion Notes (Core Job Responsibilities & Values):
Signature for Annual Performance Appraisal on the bottom of this document
Supervisor:




Employee:
SECTION 4: Development Designation (not a part of the annual performance score)
Managers and employees should have conversations about specific development opportunities that will help the employee improve performance in their current role and increase their readiness
for desired future roles. This will help the employee know where they stand and to create a purposeful and measurable development plan. Check-ins are an opportunity to discuss the employee's
aspirations and readiness to achieve these aspirations. When considering the employee's development designation consider the following: employee's performance against goals and
expectations, their work experience, and their career aspirations.

Based on this conversation, indicate the development designation for the employee. Use this information to support the employee's development plan. This designation reflects a point in time
and may change. Note for Supervisors: As a Supervisor, you have the responsibility of supporting your employee in his/her development plan.

Employee Career Aspirations:




          Watch & Grow                      Re-engage/Reposition                              Support Movement                                    Support Mastery
    Employee is currently well-    Employee is not currently positioned in a       Employee is demonstrating a readiness for        Employee meets or exceeds expectations of
  placed; meeting or exceeding     way that fits his/her unique strengths and   increased responsibility and can be considered          the current position. At this time, the
 the expectations of the current    experiences. Employee should be re-       for a new role when one becomes available. The employee desires to or has achieved mastery
     position. While not being      engaged for success in current role or         employee should have a very focused and         in the particular area of expertise and aspires
considered for a new role at this encouraged to seek a new role where they        specific development action plan to increase       to continue to add value in role. Employee
  time, employee desires future      are able to do their best work, either    readiness for the desired next role, either lateral   should continue to develop a deep skill set
    advancement. Employee                    internally or externally.                            or vertical.                      and should be encouraged to teach others.
should identify ways to continue
        to develop in role.

Please write the Employee's Development Designation for each quarter.


                  Q1:                                   Q2:                                  Q3:                                                          Q4:


SECTION 5: Development Planning (not a part of the annual performance score)

We all deserve an opportunity to learn and grow in our jobs. Use the Development Plan as a place to document your plans for individual learning and growth. The plan is owned and driven by
YOU, the employee, and may include goals around improving your performance in your current role by building a new skill set, expanding your network, or may include a longer-term career goal.


                                                                                                                              How can I
                                                                                                                             support you
                                                                                                     How often will you        as your              Progress to Date              Completion
              Goal                    What actions will you take to achieve your goal?                  check in?            Supervisor?         Ahead/On Track/Behind              Date




SECTION 6: Annual Performance Appraisal
Managers: Overall Results and Overall Values automatically populate based on the scores entered for Core Job Responsibilities and Values in sections 1 and 2.
Enter these scores into Oracle.

                            0.0                                                    0.0                                                          0.0
                                                                                                                           Core Job Responsibilities Performance
 Overall Rating (Known as "Overall Results" in Oracle)            =      Overall Values         +
                                                                                                                      (Known as" Overall Performance Rating" in Oracle)


Employee : By signing this document, you are agreeing that you had a discussion with your manager regarding your performance for each of your Core Job Responsibilities and Values.

Manager : All forms must be signed by the employee and the manager who delivers the performance appraisal review. All employee's should receive a copy. Maintain all documentation within
the employee's file within the center.


Employee Signature (required):                                                                      Date (mm/dd/yy): _____________________________

Employee Name (printed):

Manager Signature (required ):                                                                      Date (mm/dd/yy): _____________________________

Manager Name (printed) :

Leader's Note: When preparing for Annual Performance Appraisal conversations with employees, please refer to "FY 2010 Field Goals and Rewards Portfolio-Geek Squad Repair
Services" page 7 to understand the merit guidelines governing performance appraisal ratings.
                              Discipline Specific Core Job Responsibilities
                                         Service Center and In Home Repair
Employee and Manager: On-going discussions should occur between the manager and employee to discuss the employee's performance and individual
contribution to each Core Job Responsibility. Responsibilities may differ by location to accommodate each location's individual plan and goals.

Rating Scale:

  Underperforming: 1      l   Below: 2    l   Meets: 3     l   Above: 4   l   Outstanding: 5
                               Inventory Handler                                                                      Out To Vendor
- Keep Technicians in bound box full through out the day                            - Execute shipping and receiving of all product
- Pull Completes from Technicians and prepare them for shipment                     - Verify all SKU and model number for all units
- Ship / Receive / Route as necessary                                               - Execute weekly follow-up with vendors for timely return and repair of product
- Maintain housekeeping standards

                                   Shipper/Receiver                                                                 Parts Processor
- Receive product in 2 hours or less                                                - Receive parts according to SOP, deliver parts, and return cores to parts room
- Route product to in bound lanes by FiFo                                           - Complete parts Queues management
- Prepare and ship all product daily, using CAREprocess                             - Execute part returns, RGM send back process, and disputes
- Assist with Cycle Counts                                                          - Assist with Cycle Counts
- Complete shipping and receiving of all shuttle product                            - Answer telephones and assist clients with questions
- Verify SKU and model on large units (TV’s and appliances)                         - Participate in In Home VR process as needed
- Separation of customer and stock all types                                        - Complete accurate processing
- Use of “culture of care” for all shipping and packing of junk out                 - Complete timely parts returns
- Load salvage, e-waste, and RA trucks                                              - Maintain inventory integrity

                                     Tech Assistant                                                               Tech Assistant - In Home
- Complete pre check process                                                        - In addition to the responsibilities of the Tech Assistant (defined in left column):
- Maintain product flow (first-in-first-out)                                           * Assist Field Technicians with part installations and labor assists
- Complete WIP Maintenance                                                             * Run calls in absence of full time Technician
- Complete Return Authorizations                                                       * Assist process and deliver loaners
- Complete Quality Assurance log
- Process junk outs                                                                                        Tech Role Reduction Tech - In Home
- Be a customer contact for estimates                                               - Pre-diagnose customer units
- Support techs during repair process                                               - Schedule P.I.'s for Field Technicians
- Provide customer communication                                                    - Order needed parts
                                                                                    - Educate customers on product

                                    Repair Tech                                                                    Repair Tech - In Home
- Repair product in a cost effective manner and reduce back log                     - Repair product in a cost effective manner and reduce back log
- Execute high standards for Redo's and Quality as provided by scorecards           - Execute high standards for Redo's and Quality as provided by scorecards
- Complete Diagnose, Repair, and Install Parts on service units                     - Diagnose, Repair, and Install Parts on service units
- Reduce exposure to billing issues with correct entitlement                        - Reduce exposure to billing issues with correct entitlement
- Provide customer education and communications                                     - Provide customer education and communications
- Capture proper serial number and model number to ensure payments                  - Capture proper serial number and model number to ensure payments
- Work with Secret Weapon and team mates for Technician assistance                  - Call all customers between 7 and 9 to inform them of their 2 hour timeframe
                                                                                    - Work with Secret Weapon and teammates for Technician assistance
                                                                                    - Answer and research rejects weekly
                                                                                    - Complete route sheet and send daily at day end
                                                                                    - Reschedule each customer with Schedule Me Now

                                      Admin                                                                           Admin - In Home
- Execute Queue management                                                          - Execute Queue management
- Complete customer experience escalations                                          - Complete customer experience escalations
- Complete Performance Metrics-Core Reports, Status 10, Rejections, FSR             - Complete Performance Metrics-Core Reports, Status 10, Rejections, FSR
- Complete payroll entry                                                            - Complete payroll entry
- Order supplies as needed                                                          - Order supplies as needed
- Assist with Cycle Counts                                                          - Assist with Cycle Counts
- Schedule P.I.'s for Field Technicians                                             - Schedule P.I.'s for Field Technicians
- Assist with VR for Technicians                                                    - Assist with VR for Technicians
- Assist with innovation testing                                                    - Assist with innovation testing

                            Inventory Quality Assurance
- Maintain inventory integrity
- Maintain transfer integrity
- Complete weekly Cycle Counts
- Process junkouts
- Properly monitor reports
- Assist Inventory Supervisor
                                            Discipline Specific Core Job Responsibilities
                                                                              Geek Squad City
Employee and Manager: On-going discussions should occur between the manager and employee to discuss the employee's performance and individual contribution to each Core Job
Responsibility. Responsibilities may differ by location to accommodate each location's individual plan and goals.

Rating Scale:
  Underperforming: 1     l   Below: 2   l   Meets: 3    l   Above: 4    l   Outstanding: 5

                                    Counter Intelligence Agent                                                                           Team Assistant
- Perform diagnostics and repair on laptops and desktops                                      - Provide feedback to Agents on WIP issues
- Properly order Parts in Smart Parts 3.0                                                     - Receive parts as they are delivered
- Properly document notes in Star/AgentZone                                                   - Deliver parts to proper Agent for installation
- Properly complete repair in Star                                                            - Escalate part issues
- Perform proper post-op on repair                                                            - Assist with COD calls
- Properly process junkouts                                                                   - Submit for Return Authorizations
- Properly process Return Authorizations

                             Super Senior Counter Intelligence Agent                                                      TV Reclamation (Agents and Seniors)
- Perform advanced diagnostics and repair on laptops and desktops                             - Execute junkout receiving
- Properly order Parts in Smart Parts 3.0                                                     - Execute whole unit evaluation and diagnostics
- Properly document notes in Star/Agentzone                                                   - Complete unit tear down for reclamation
- Perform proper post-op on repair                                                            - Perform parts stocking and delivery management
- Properly process junkouts                                                                   - Execute Core and CVO processing
- Properly process Return Authorizations                                                      - Complete research
- Properly complete repair in Star                                                            - Complete PI and reconciliation
- Assist/respond to customer inquiries as required                                            - Execute CVO receiving
- Aid in development of CIA's through performance dialogues                                   - Complete CVO/Smart Parts management
- Responsible for team productivity, redo rate, and quality first                             - Complete component level repair
- Act as back-up DCI, if needed                                                               - Complete LCD light repair
                                                                                              - Execute warranty panel process
                                                                                              - Complete one-on-one, coaching, and development

                                         Parts Processor                                                                  PC Reclamation (Agents and Seniors)
- Complete parts ordering and usage management                                                - Complete junkout approvals
- Complete parts receiving                                                                    - Complete store warranty exchange process
- Complete parts stocking and delivery management                                             - Execute whole unit evaluation and diagnostics
- Complete core and CVO processing                                                            - Complete unit tear down for reclamation
- Complete research                                                                           - Perform parts stocking and delivery management
- Execute discrepancy and issue resolution                                                    - Complete special order processing
- Complete PI and reconciliation                                                              - Complete research
- Complete return Queue management                                                            - Complete PI and reconciliation
- Execute parts escalations                                                                   - Execute CVO receiving
- Complete core Queue management                                                              - Execute CVO/Smart Parts management
- Complete PNR Queue management                                                               - Complete one-on-one, coaching and development
- Complete CVO/Smart Parts management
- Complete inventory and VMI management
- Manage shipment of all return goods
- Provide one-on-one, coaching, and development
- Manage Parts Department Reports

                                 Customer Service Representative                                                  Data Recovery Department Counter Intelligence Agent
- Consult with customers regarding their product, service needs, or wants                     - Perform Data Recovery services at the request of clients, focusing on accuracy and
- Act as middle liaison between workers (agents, stores, and customers)                         customer data privacy
- Have empathy for the customer's situation                                                   - Contact clients via phone to obtain service approval and provide updates on the
- Ability to communicate clearly (both written, and verbal)                                     status of work
- Work accurately and with an eye for detail                                                  - Responsible for the overall client experience with Data Recovery services
- Handle customer issues in the best interest of both the customer and Best Buy
- Work independently as well as with a team
- Recommend Process Improvements
- Follow up on customer inquires that were not immediately resolved
- Keeping our customers informed by offering 'value added' services that match our
  customers individual needs
- Adhere to attendance policies
- Maintain privacy of customer account information

                                          Shipping/Receiving                                                           Data Recovery Department Team Assistant
- Route units out to the downtown area, separating by manufacture                             - Assists Agents with administrative department duties
- Verify and document incoming/outgoing shipments                                             - Process/receive customer work into the Data Recovery Department
- Maintain all shipping/receiving for out-of-state stores                                     - Communicate with vendors and clients to provide status updates and/or obtain approval
- Load/unload product                                                                           for services
- Identify shipping discrepancies and exception receives as necessary
- Decase/pack product for repair/shipping

                                              Re-Agents                                                                          Human Resource Assistant
- Identify basic external components of a desktop (CD/DVD Drive, PS/2 Ports,                  - Maintain employee files
  Audio in/out, Power Supply/AC/DC)                                                           - Arrange interview schedules
- Familiarity with use of laptop/desktop                                                      - Take applicant through UNICRU and complete in Oracle
- Navigate through windows at an above average user level: familiarity with control           - Maintain Oracle records
  panel, wireless connectivity, and system properties                                         - Maintain review status for all Geek Squad City employees
- Customer oriented mindset                                                                   - Aid in employee relations issues
- Self starter and able to work independently                                                 - Aid in EAP (Employee Assistance Program) and Affirmative Action Binder processes
                                                                                              - Process unemployment claims
                                            Metrics Team                                      - Aid management in various projects
- Maintain various reports (i.e. Scorecard, WIP reports, quality, etc.)
- Performance turning, backup, and restoration of databases
- Document all database maintenance procedures
- Provide general function of Change Control Management
- Communicate to internal/external customers with regard to adherence of Metrics Guidelines
Performance & Development Guide
Values Matrix - Keep Activated Innovation and Inspired Teams in mind when rating the values
Activated Innovation: Each employee draws on their insights and strengths to measurably grow their
business by solving customer needs

Inspired Teams: By contributing their unique talents and passions, each employee feels like they belong,
can make a difference to our growth plans and business results, and can grow with Best Buy.
Values
      1                            2                               3                                  4                               5
                  Not Living                                           Living                                          Teaching
 Unleash       Does not demonstrate an                      Helps others understand where to add           Positions others to do their best
 the Power      understanding of each team members            value                                           work
 of People      strengths                                    Provides personal input and feedback           Provides positive and constructive
               Does not provide input or feedback to         to improve business results and the             feedback respectfully to build
                improve business results                      team environment in an honest, sincere          positive relationships and improve
               Fails to seek input from a variety of         way                                             business results
                diverse people                               Listens for and accepts insights and           Is a catalyst for business solutions
               Does not allow or trust people to do          ideas from a variety of diverse people          by helping others realize that
                their job                                    Trusts others to do their jobs in their         everyone has a role in the process
               Does not look for ways to improve             own ways                                       Leverages and or engages others
                business results or the customer or          Demonstrates a belief that everyone             to accomplish projects
                employee experience                           has a role in creating business                Shows how supporting and valuing
               Does not partner well with others             solutions                                       diversity promotes the success of
                                                             Practices honest, sincere, and open             important projects and assignments
                                                              communication to improve the team              Helps others build their networks

 Show          Avoids partnering with others or avoids      Respects and values the contributions          Encourages diverse groups of
 Respect,       insights and ideas from a variety of          of others                                       people to provide input that
 Humility &     diverse people                               Listens to and understands others'              improves results
 Integrity     Does not communicate consistently             ideas                                          Creates an environment where
                with all team members and sometime           Interacts with others in an honest and          others walk away from a
                withholds information                         straight forward manner                         challenging situation feeling
               Blind-sides others                           Cares for others and provides feedback          positive, heard, empowered
               Is secretive or passive-aggressive            in ways that the individual feels              Is a role model and coach to others
               Treats people differently because of          respected and valued                            on how to give feedback and create
                their status                                 Treats people fairly                            positive and caring relationships
               Takes shortcuts at the expense of            Asks for help when necessary and               Acts with integrity in all decisions,
                others in driving for results                 gives credit to all members of the team         enhancing our company brand
               Takes credit for others' work                Assumes positive intent                        Articulates work through the eyes
               Assumes negative intent                                                                       of others
               Actions conflict with statements
               Has fun at the expense of others
 Learn         Avoids seeking feedback or takes it          Takes feedback well and applies it             Looks to every
 From            personally                                   going forward                                    opportunity/interaction as a learning
 Challenge     Avoids challenging assumptions               Respectfully challenges assumptions              opportunity
 & Change      Challenges assumptions in a                  Gives constructive feedback                    Respectfully challenges
                 confrontational manner                      Raises difficult issues; disagrees               assumptions and engages others in
               Only shares lessons learned for               respectfully                                     dialogue about issues
                   "successes’                               Continually looks for opportunities to         Welcomes dissenting points of view
               Avoids listening for ideas and insights       improve                                          and treats them as learning
                 from a variety or dissenting points of      Seeks to understand business results             opportunities
                 view                                         and local customer and employee                Looks for and acts on opportunities
               Stands in the way of positive change          needs                                            to improve
               Lets efforts stall when presented with       Responds quickly to business needs             Encourages others to be curious
                 barriers                                    Shares lessons learned regardless of             about the business, customer, and
               Does not demonstrate knowledge or             successes or failures                            employee needs
                 skill required to perform the job           Lets go of ideas that are not delivering       Contributes to creating a safe
                 (through training, development, or           business results or the desired                  environment in which team
                 certification) within an acceptable time     customer or employee experience                  members share lessons learned
                 frame                                       Accepts change as a growth                       regardless of success or failure
                                                              opportunity                                    Encourages others to let go of
                                                             Seeks assistance in breaking down                ideas that are not delivering
                                                              roadblocks                                       business results or the desired
                                                             Accepts responsibility for being trained         customer or employee experience
                                                              (or certified, if the job requires)            Acts as a change agent wherever
                                                              according to the company standards               growth opportunities exist
                                                              and uses that knowledge to meet the            Helps others break down
                                                              needs of our customers                           roadblocks
                                                                                                             Pursues training, development, and
                                                                                                               certification beyond the scope of
                                                                                                               their immediate role and uses
                                                                                                               knowledge or skill gained by
                                                                                                               building relationships with
                                                                                                               customers and exceeding their
                                                                                                               needs
 Have Fun      Focuses on roadblocks and is generally       Approaches things in a positive manner          Continually adds energy to
 While          negative                                     Seeks to understand others' definition           interactions
 Being the     Does not recognize or incorporate the         of fun and provides diversity in activities     Ensures learning activities are fun
 Best           thoughts of others when viewing "fun"        Identifies ways to bring their                   and high energy
                activities                                    experiences, skills, energy and                 Helps others act on knowledge and
               Avoids looking for ways to bring their        strengths to the business                        skill gained to exceed the needs of
                passion and skills to the work               Continually raises performance                   customers
                                                              standards                                       Encourages others to apply
                 Does not contribute to team output         Acts on knowledge and skill gained to            uniqueness and diverse
                 Seeks results at the expense of others      meet the needs of customers                      perspectives to achieve goals
                 Does not enjoy being at work               Develops solutions to problems                  Motivates and pushes team to
                 Does not offer inclusive activities        Builds strong working relationships              excellence
                 Avoids work-related team activities        Recognizes others for their unique              Encourages others to develop
                                                              contributions and differentiated results        Helps others understand
                                                              in applying them                                 meaningful ways to recognize team
                                                                                                               members for their unique
                                                                                                               contributions

				
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Description: Things to Write on Employee Evaluation Forms document sample