1. Iniguez, Alfonso Anniversary 1st - 14th
Organization: Supervisory Organization (Brynna Pietz) Manager: Brynna Pietz Location: 00439 - Washington Plaza-
Denovo
Evaluated By: Brynna Pietz May 1, 2013 - Apr 30, 2014
Overall Rating/Discussion
Manager Overall Evaluation
Rating: 4 - Leading (Exceeds expectations)
Comment: Alfonso has been an incredible addition to the Washington Plaza team. He has had a huge
impact on CVCs, Meds Matter and teammate morale. I appreciate his work every day and
his positive influence is measurable.
Acknowledgment
Manager
Entered by : Brynna Pietz Date: Jul 23, 2014 8:26
PM
Status:
Comment:
Acknowledge
Teammate
Entered by : Alfonso Iniguez
Status: Acknowledge
Comment:
Date: Jul 23, 2014 8:03 PM
Job Title Review
Have you reviewed the job title criteria?
Manager Evaluation
Rating: Yes
Section Summary
Manager Evaluation
Rating:
Beliefs
Service Excellence
Continually seeks to understand the needs of those who depend on us (our patients, doctors, and our fellow team
members) and then to exceed their expectations.

2. Manager Evaluation
Level: 4-Leading (Exceeds expectations)
Alfonso is a model of service excellence. He consistently goes above and beyond to meet the needs of patients,
teammates and physicians. He demonstrates his commitment to his team, clinic and patients on a daily basis. He seeks
out opportunities to help.
Integrity
Says what he/she believes, and does what he/she says. Is trusted by being trustworthy. In personal, team, and
organizational values, strives for alignment with commitments and actions.
Manager Evaluation
Level: 4-Leading (Exceeds expectations)
Bottom line is the Alfonso is someone you can trust -- he follows through on his commitments and is honest with words and
actions.
Team
Works together, shares a common purpose, a common culture and common goals. Genuinely cares for and supports, not
only those to whom he/she provides care, but also other teammates.
Manager Evaluation
Level: 4-Leading (Exceeds expectations)
Alfonso has brought tremendous energy, ability and excitement to his team in a short time. He truly cares for his
teammates and wants to see his team be successful. He makes his team stronger.
Continuous Improvement
Never stands still and is never satisfied. Individually, and as part of a team, constantly looks at what we do, and asks, “How
can we do this better?” Then uses a systematic approach to take action.
Manager Evaluation
Level: 4-Leading (Exceeds expectations)
If you give Alfonso a goal or a task, he will figure out ways to make it successful and has demonstrated that he is able to
seek out new solutions to drive success.
Accountability
Doesn't say, “It’s not my fault,” or “It’s not my job.” Takes responsibility for meeting commitments — personal ones as well
as those of the entire organization. Also takes ownership of the results.
Manager Evaluation
Level: 4-Leading (Exceeds expectations)
Alfonso is highly accountable. You simply do not have to ask him twice to complete a task. He holds himself accountable
and simply gets stuff done.
Fulfillment
Makes a difference and feels rewarded — personally and as part of a team — because what he/she does is consistent with
his/her goals and dreams. Believes “You must be the change you wish to see in the world.” (Mahatma Gandhi).

3. Manager Evaluation
Level: 4-Leading (Exceeds expectations)
Alfonso shows his fulfillment and love of his team in nearly everything he does. It's clear how much appreciates his work
and derives fulfillment from that.
Fun
Enjoys what he/she does. Knows kidney dialysis is hard work; but even hard work can be fun. Takes the job seriously, but
feels a fun environment delivers better care to our patients while creating a better work environment for teammates. Strives
for excellence and has fun.
Manager Evaluation
Level: 4-Leading (Exceeds expectations)
Alfonso is a huge source of fun, he is the clinic ambassador. He completed the wall of fame, takes opportunities to
celebrate with his team and brings positive energy to his teammates.
Section Summary
Manager Evaluation
Rating:
Behaviors
Builds Relationships
There are three components to this behavior: 1) Establishes Rapport Takes the time to get to know someone as a person.
Establishes a bond with others through active listening, understanding and empathy. Remains rational and calm in
emotionally-charged situations. 2) Is Responsive Readily and sympathetically addresses business and personal needs of
teammates (including physicians), patients/families, and others as well as issues that arise; proactively seeks opinions and
feelings of others. 3) Is Trustworthy Keeps commitments and confidences, and behaves consistently, ethically and fairly.
Others, including direct-reports, peers, and supervisors view him/her as competent.
Manager Evaluation
Level: 4-Leading (Exceeds expectations)
In a short time, Alfonso has established himself as an important figure in this clinic. He takes on essential duties, acts
quickly, and is reliable to follow through on his work.
Corporate Compliance
Understands how the DaVita Code of Conduct and Compliance Program is applied and observed everyday when dealing
with physicians, patients, vendors, business operations and other teammates. Completes required Compliance Training. Is
conscious of the need for smart communications and shows it in written and oral communications. Satisfies other job
specific compliance requirements.
Manager Evaluation
Level: 4-Leading (Exceeds expectations)
Alfonso is very aware of policies and procedures and makes sure he and those around him comply.

4. Fosters Team
There are four components to this behavior: 1) Team Identity & Goals • Participates in and/or establishes goals for their
team. Actively supports team identity and spirit that is consistent with the DaVita Way. Is on time for, and participates in,
team meetings. Shares new ideas. Owns up to mistakes and learns from them.(Teammate) • Establishes and openly
communicates goals for their team. Instills team identity and spirit that is consistent with the DaVita Way. Has new
teammate welcoming ritual, conducts daily homeroom meetings and consistently applies One For All.(Manager/Supervisor)
2) Right Person, Right Attitude, Right Job • Understands job requirements and one's own strengths and weaknesses and
finds/hires the right teammates. Retains teammates with attitudes of "team over self" consistent with DaVita's Mission and
Values. (Teammate/Manager/Supervisor) • Actively manages out or reassigns mismatches. (Manager/Supervisor only) 3)
Rewards Results • Recognizes the accomplishments of individuals and team and provides appropriate formal and informal
rewards, including celebrations.(Both Teammate and Manager/Supervisor) • Recognizes individual and/or team
performance through differential economic rewards.(Manager/Supervisor only) 4) Keeps Team Informed • Knows what is
important to management and team and provides information in a timely manner. Focuses on key goals and objectives of
the team; shares information and provides regular updates on progress. Does not withhold information.(Teammate) •
Knows what is important to teammates and provides appropriate information in a timely manner. Focuses on key drivers of
the business and shares performance with the team. Regularly provides updates to teammates on the state of the Village.
(Supervisor/Manager)
Manager Evaluation
Level: 4-Leading (Exceeds expectations)
Alfonso has done so much to create a sense of team and community in his clinic, and has done so quietly. People see his
effort and how much he cares, and respond to that energy. He goes out of his way to make sure his team is participating.
GSD
Gets the right stuff done, and a lot of it!
Manager Evaluation
Level: 5-Leaping (Far exceeds expectations)
As I said above, I simply do not have to ask Alfonso twice to complete something. It just gets done. And he continually
seeks out ways to contribute and assist.
Stewards Resources
There are three components for this behavior for a Teammate. There are four components to this behavior for a Supervisor/
Manager. 1) Is Frugal Knows the guts of the business…how it produces clinical/business results and makes money, and
makes decisions accordingly. 2) Manages Others' Performance (This component is for Manager/Supervisor only) Sets
goals, measures performance and provides feedback to, and coaches teammates on a frequent basis to continually
improve performance. Assigns tasks and projects to the appropriate resource with clarity, accountability and follow through.
Does not tolerate mediocre performance. 3) Makes Stuff Stick Turns new processes into new habits. Creates
understanding of the reasons for change, and relates it to company and unit goals. Accepts ownership of change and
manages through resistance. Follows-up to insure the change is sustained. 4) Creates Capacity Takes on new and/or
expanded responsibilities and re-prioritizes or reassigns current work to get it done. Builds capacity of others. Discovers
better and more efficient ways to do the work. Innovates day in, day out.
Manager Evaluation
Level: 4-Leading (Exceeds expectations)

5. This is an area where Alfonso has learned quickly and shown results. Clinical improvements are measurable and Alfonso
has had a clear impact.
Section Summary
Manager Evaluation
Rating:
Results (Goals)
Leadership development
Leadership development
Adding skills and experiences to lend credibility
Due Date: Status: In Progress Completion Date:
Category: Personal/Career Development
Notes:
Manager Evaluation
Rating: 3 - Living (Meets expectations)
Alfonso has clearly expressed his desire to grow in DaVita and take on more challenges throughout the clinic. I would like
to see him do two things before his next PDR -- 1) Enroll and begin DSS class in 2015 and 2) Take the lead on a regional
initiative and see it through to success. I think this will provide him some skills and credibility in the region to get to the next
level.
Confirmation
Did you provide your teammate the opportunity to complete a PDR self evaluation?
Manager Evaluation
Rating: N/A
Did you have the PDR discussion with your teammate?
Manager Evaluation
Rating: Yes
Did you discuss the job title criteria with the teammate?
Manager Evaluation
Rating: Yes

6. Did you provide information regarding developmental opportunities for the teammate to progress in the current role or take on
a new role (based on the teammate's career objectives)?
Manager Evaluation
Rating: Yes
Did you discuss life alignment?
Manager Evaluation
Rating: Yes
Section Summary
Manager Evaluation
Rating: