Page - 1 Riordan Manufacturing Performance Review .docx

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Riordan Manufacturing
Performance Review
Employee Name: Bounmy Rattanavong
Job Title: Programmer/Analyst
Department: Information Services
Review Period Start: 10/31/2003
Review Period End: 10/30/2004
Last Review Date: 10/30/2003
Reviewer Name: Dirk Kort
Reviewer Title: Manager, IT Services
PERFORMANCE COMPETENCIES
Analytical Skills Meets job requirements
Bounmy displays a keen ability to identify dependencies as well
as cause and effect relationships.
He has designed innovative and effective workflows and
procedures. He synthesizes reasonably
complex and diverse information. Bounmy researches a
situation to get background and relevant
information. His analysis usually incorporates his intuition and
experience.
Initiative Meets job requirements
On his own initiative, Bounmy frequently undertakes self-

development activities. He volunteers
to help others and he occasionally seeks increased
responsibilities beyond the normal scope of his
job. Bounmy exercises a reasonable degree of risk taking in the
performance of his work. He
looks for and takes advantage of opportunities. He usually
indicates when he needs help.
Job Knowledge Meets job requirements
Bounmy does an excellent job of keeping himself updated about
current developments in his field
and he needs a minimal amount of supervision to fulfill his
responsibilities. He demonstrates
competency in the skills and knowledge required. Bounmy
learns and applies new skills within
the expected time period. He displays a good understanding of
how his job relates to other jobs.
He effectively uses the resources and tools available to him.
Planning & Organization Meets job requirements
Bounmy generally plans and prioritizes well. He plans and
organizes his time efficiently and he
plans ahead for additional resources. Bounmy usually integrates
changes smoothly into existing
plans. He sets measurable, realistic goals and objectives for
himself. He works in an organized
manner.
Problem Solving Meets job requirements
Bounmy identifies most problem situations within appropriate
time frames. His information
gathering and analysis meet the requirements of his position.
Most of the time, he develops
several alternative solutions to problems. He usually resolves or
minimizes most problems before
they grow into larger issues and he participates well in group

problem solving situations.
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Quality Meets job requirements
The work Bounmy produces is usually highly accurate and
thorough. He regularly displays his
commitment to excellence and he looks for ways to improve
quality. Bounmy applies the
feedback he receives to improve his performance and he
monitors his work to meet quality
standards.
Teamwork Meets job requirements
Bounmy exhibits a high degree of openness and objectivity to
the views of others. He has been
able to balance the needs of the team with his individual
responsibilities. He gives constructive
feedback to and accepts it from team members. Bounmy
contributes to building a positive team
spirit and he puts the success of the team above his own
interests.
Use of Technology Meets job requirements
Bounmy displays the technical skills needed to perform his job
satisfactorily and he usually
adapts well to new technologies. In most instances he
troubleshoots technical problems
independently. Bounmy makes use of technology to improve his
productivity and he keeps his
technical skills current.
SUMMARY Overall Rating: Meets job

requirements
The overall level of Bounmy's performance has not significantly
changed since the most recent
review. He continues to demonstrate better performance in some
areas but on the whole, meets
expectations in all his responsibilities.
DEVELOPMENT PLANS
Bounmy did not choose to create a development plan this year.
EMPLOYEE COMMENTS
Employee Acknowledgment
I have reviewed this document and discussed the contents with
my manager. My signature means
that I have been advised of my performance status and does not
necessarily imply that I agree
with the evaluation.
Bounmy Rattanavong / October 2004
Employee Signature/Date
REVIEWER COMMENTS
Dirk Kort / October 2004
Reviewer Signature/Date
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Performance Review
Employee Name: Dirk Kort
Job Title: Manager, IT Services
Department: Information Technology
Reviewer Name: Maria Trinh
Reviewer Title: Chief Information Officer
CURRENT GOALS
Manage IT Department Effectively Meets job requirements
Description: Dirk is responsible for managing the IT
department at the Pontiac, Michigan
location.
Measurement: Within budget. No service interruptions.
Results: Dirk's department continued to perform appropriately.
PERFORMANCE ELEMENTS
Managing People Meets job requirements
Dirk makes every effort to make himself accessible to his
subordinates and he provides
consistent, valuable performance feedback. He provides clear
direction and is usually able to gain
compliance from others. Dirk includes subordinates in most
planning and he takes responsibility
for his subordinates' activities. He works with his subordinates
to develop their skills.
Leadership Meets job requirements

Dirk exhibits an appropriate level of confidence in himself as
well as in others. He inspires the
respect and trust of others through his actions. He reacts well in
pressure situations and when
action is needed, Dirk shows the ability to assume a leadership
role. He influences others to
perform better.
Communications Meets job requirements
When communicating, Dirk is very good at selecting and using
the most effective methods. He
displays effective verbal communications skills and his written
communications skills meet the
requirements of his position. Dirk listens and comprehends
well. He keeps others adequately
informed. Dirk created a department newsletter this year for his
department to help keep all
employees up-to-date on what is happening in the company. It
was well-received by his staff, and
has been copied by the IT manager in Georgia as well.
Dirk identifies most problem situations within appropriate time
frames. His information gathering
and analysis meet the requirements of his position. Most of the
time, he develops several
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alternative solutions to problems. He usually resolves or
minimizes most problems before they
grow into larger issues and he participates well in group

On his own initiative, Dirk frequently undertakes self-
development activities. He often seeks out
additional responsibilities beyond the normal scope of his job.
He volunteers to help others and he
exercises a reasonable degree of risk taking in the performance
of his work. Dirk looks for and
takes advantage of opportunities. He usually indicates when he
needs help.
Adaptability Meets job requirements
When a different approach or method is needed, Dirk adjusts
his style of working to fit most
situations. He usually adapts well to changes in his job or his
work environment. He normally is
able to manage competing demands on his time and he generally
accepts criticism and feedback
well.
Dirk generally plans and prioritizes well. He plans and
organizes his time efficiently and he plans
ahead for additional resources. Dirk usually integrates changes
smoothly into existing plans. He
sets measurable, realistic goals and objectives for himself. He
works in an organized manner.
Judgment Meets job requirements
Dirk makes confident decisions in most areas of his job. His
decisions are generally accurate and
sound. He can usually support and explain the reasoning for his
decisions. In most matters, he
includes the appropriate people in the decision making process.
His decisions are made in a
timely manner.

Innovation Meets job requirements
Dirk displays creativity and original thinking in his work. He is
usually resourceful when faced
with unexpected challenges and he contributes usable
suggestions for improving work. Dirk has
developed innovative approaches and ideas.
Cost Consciousness Meets job requirements
Dirk normally works within his approved budget and he pays
attention to conserving
organizational resources. He has developed and implemented a
number of cost saving measures.
Dirk contributes positively to the organization's profits and
revenues.
requirements
As in the past, Dirk continues to make significant contributions
to the organization through his
fine performance.
PLANS FOR IMPROVEMENT
Share your successful methods for keeping in touch with
employees who are off-site or working
different shifts in order to help others improve their abilities in
this area.
Use your ability to give constructive feedback to help others
improve their skills in this area.
Work with them to clearly describe the performance-related
behavior or results, its impact, and
suggestions for improvement. Encourage them to listen to the
other's point of view.

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Use your strength in choosing the appropriate approach to help
others prepare for important
meetings, conversations, and presentations. Act as a sounding
board for their thought processes.
Provide feedback and coaching to improve their performance.
FUTURE GOALS
Manage IT Department Effectively
Description: Dirk is responsible for managing the IT
department at the Pontiac, Michigan
location.
Measurement: Within budget. No service interruptions.
EMPLOYEE COMMENTS
I am pleased with my review. I find myself wondering what is
next. There don’t seem
to be a lot of opportunities for advancement in this company,
especially here in
Pontiac. Will I be able to make more money in the next few
years, or have additional
responsibilities? If not, I may need to consider moving into a
different company.

Dirk Kort /January 2004
REVIEWER COMMENTS
Dirk and I had a very honest and frank conversation. I am
concerned that
he is beginning to outgrow the Pontiac organization, and I am
not sure
how to address that, since he has a desire to stay in Pontiac.
Maria Trinh / January 2004
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Performance Review
Employee Name: Gary Tucker
Job Title: Network Administrator

Analytical Skills Needs improvement
Gary synthesizes reasonably complex and diverse information.
He has shown he can identify
dependencies as well as cause and effect relationships. Gary has
demonstrated the ability to
design effective workflows and procedures. However, he does
not demonstrate adequate research
or investigation skills. Additionally, his analysis is not thorough
enough because he fails to apply
his intuition and experience.
Initiative Needs improvement
Gary exercises a reasonable degree of risk taking in the
performance of his work. However, he
occasionally volunteers to help but not to the extent expected.
Further, he needs to be encouraged
to take on self-development activities and he seldom looks for
increased responsibilities. Gary
sometimes overlooks opportunities. Although encouraged to do
so, he does not ask for help when
he should.
Job Knowledge Needs improvement
Gary demonstrates competency in the skills and knowledge
required. He learns and applies new
skills within the expected time period. He is knowledgeable
about current developments in his
field. Gary effectively uses the resources and tools available to
him. However, he needs slightly
more supervision than he should to fulfill his responsibilities
and he would have better results if
he displayed more understanding of how his job relates to
others. This year, I have had to
supervise Gary more closely than in the past, as he has

frequently missed deadlines and had
projects that did not proceed according to plan.
Planning & Organization Needs improvement
Gary works in an organized manner. However, he would be
more effective if he prioritized and
planned his work better. Also, Gary could make more efficient
use of his time through better
planning and organization. He does not always set effective
goals and objectives for himself.
Problem Solving Needs improvement
Gary identifies most problem situations within appropriate time
frames. Most of the time, he
develops several alternative solutions to problems. He
participates well in group problem solving
situations. However, his information gathering and analysis are
not always thorough enough for
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his position. Further, Gary could do more to anticipate and
resolve problems before they grow
into larger issues.
Quality Needs improvement
The work Gary produces meets standards for accuracy and
completeness. He looks for ways to
improve quality and he monitors his work to meet quality
standards. However, Gary could
display more commitment to excellence. The feedback he
receives about his performance is not
being applied.

Teamwork Needs improvement
Gary has been able to balance the needs of the team with his
individual responsibilities and he
puts the success of the team above his own interests. However,
there have been situations when
he did not show adequate objectivity or openness to the views
of others. Further, his contributions
to building a positive team spirit have been minimal. Gary
resists giving and receiving
constructive feedback.
Gary displays the technical skills needed to perform his job
satisfactorily and he usually adapts
well to new technologies. In most instances he troubleshoots
technical problems independently.
Gary makes use of technology to improve his productivity and
he keeps his technical skills
current.
SUMMARY Overall Rating: Needs
improvement
Since Gary's last review, he has not improved adequately
enough to meet job requirements. See
the Development Plans for details on the improvements
required. Over the next 30 days, I must
see improvement in Gary's attitude and work performance or he
will move into a performance
management situation.
DEVELOPMENT PLANS
Areas to Work On
Before beginning a project, determine appropriate data sources
and efficient methods to collect

needed information. Consider using a checklist of data needs
and sources to increase your speed
and thoroughness on routine assignments.
Develop a systematic process for researching routine
assignments. Create a set of probing
questions to build a clear picture of the nature and scope of the
issue to be analyzed.
Show your willingness to make a personal investment in self-
development by taking courses and
attending seminars outside work hours.
Recognize when assistance or input is needed and ask for it. Be
prepared with a clear description
of the situation and recommendations for resolution.
Identify which individuals to consult for specific types of
problems or questions. Learn
appropriate methods for making referrals or requesting
assistance.
Learn to measure and validate your work against department
goals or standards. Monitor your
progress on a regular basis and prepare status reports on
accomplishments.
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Make a flowchart of your work and how it relates to other jobs
and departments. Meet with
employees in these areas to improve understanding of their
needs and problems.

Learn to more accurately estimate the time needed to complete
an assignment in order to establish
realistic plans. Set periodic milestones to monitor your progress
and modify due dates as needed.
Make sure to notify others involved in your work of the
changes.
Address procrastination by dividing tasks or work time into
smaller and more easily
accomplished chunks, using reminders to keep important
projects in focus, keeping a daily to-do
list, and resisting perfectionism.
When developing due dates for your goals, consider such things
as how long this type of activity
has taken in the past, possible problems with the availability of
resources, and any other
assignments which may have conflicting deadlines.
Take time to do things right the first time to ensure maximum
benefit from your efforts. Help co-
workers as needed to ensure excellence throughout the
organization.
Ask for feedback on your work performance and for specific
improvement suggestions. Listen
nondefensively and be open to constructive criticism.
Learn to accept constructive feedback without becoming
defensive, making excuses, or getting
angry with the person giving feedback. Listen objectively and
ask for clarification to understand
the concerns being expressed. Request improvement
suggestions.

Be positive about the team and its activities when speaking with
others. Look for opportunities to
publicize team successes and contributions.
EMPLOYEE COMMENTS
REVIEWER COMMENTS
Gary refused to sign his review.
Dirk Kort / February 2004
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Performance Review
Employee Name: Gilbert Lofaro
Job Title: Programmer/Analyst
Department: Informaiton Services

Analytical Skills Exceeds job requirements
Gilbert manages to smoothly synthesize highly complex and
diverse information. He is a strong
researcher, using his broad scope of knowledge to assemble
relevant information. His analysis
integrates his intuition and experience to complement the hard
data. He displays a keen ability to
identify dependencies as well as cause and effect relationships.
Gilbert has designed innovative
and effective workflows and procedures.
Gilbert is quick to volunteer whenever others need help. On his
own initiative, he frequently
undertakes self-development activities. He often seeks out
additional responsibilities beyond the
normal scope of his job. Gilbert has a good sense of when he
may need assistance and does not
wait too long to ask for it. He exercises a reasonable degree of
risk taking in the performance of
his work. Gilbert looks for and takes advantage of
opportunities.
Gilbert demonstrates a high level of competency in the skills
and knowledge required. He learns
and applies new skills quickly. He does an excellent job of

keeping himself updated about current
developments in his field and he needs a minimal amount of
supervision to fulfill his
responsibilities. Gilbert displays a good understanding of how
his job relates to other jobs. He
effectively uses the resources and tools available to him.
Gilbert is very good at prioritizing and planning his work. He
rarely incurs problems in smoothly
integrating changes into existing plans. He sets specific,
ambitious goals and objectives for
himself. Gilbert is very well organized. He plans and organizes
his time efficiently and he plans
ahead for additional resources.
Problem Solving Exceeds job requirements
Gilbert identifies the existence of problems quickly. He is
skilled at gathering and analyzing
information from multiple sources. He addresses problem
solving situations by analyzing options
and developing several alternative solutions. Gilbert resolves or
minimizes problems by
addressing them in their early stages. In group situations, he
contributes actively to help solve
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problems.
The work Gilbert produces is usually highly accurate and
thorough. He regularly displays his
commitment to excellence and he looks for ways to improve

quality. Gilbert applies the feedback
he receives to improve his performance and he monitors his
work to meet quality standards.
Teamwork Exceeds job requirements
Gilbert does an admirable job of balancing the needs of the
team with his individual
responsibilities. He exhibits a high degree of openness and
objectivity to the views of others. He
gives candid, constructive feedback and welcomes it from team
members. Gilbert works hard to
build a positive team spirit and identity. He keeps the success of
the team in the forefront of all
his actions.
Use of Technology Exceeds job requirements
When using technology, Gilbert demonstrates a high level of
skill. His efforts to learn and apply
new technologies are very successful. His troubleshooting skills
enable him to find workable
solutions to difficult technical problems. He increases his
productivity by applying relevant
technological tools and he makes sure to acquire the most
current skills relevant to his position.
SUMMARY Overall Rating: Exceeds job
requirements
This review reflects that Gilbert has become an outstanding
performer in certain areas of his job.
While he always made solid contributions, his recent strides
show great progress and effort on his
part.
DEVELOPMENT PLANS

I am recommending that Gilbert consider classes outside of
Riordan in supervision and
leadership. I think he has the potential to become a very
effective leader.
EMPLOYEE COMMENTS
I appreciate Dirk's confidence in me.
Gilbert Lofaro / September 2004
REVIEWER COMMENTS
We had a good conversation.
Dirk Kort / September 2004
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Performance Review

Employee Name: John Rawlings
Job Title: Warranty Service Technician
Department: Pontiac Production
Reviewer Name: Bernard Nykamp
Reviewer Title: Assistant Plant Manager
Attendance & Punctuality Meets job requirements
Before John takes time off, he gives advance notice whenever
possible. He usually begins work
on time and his attendance record meets guidelines. When late
or absent, John generally makes
sure that his responsibilities are covered. He is normally on
time for meetings and appointments.
Cooperation Meets job requirements
John usually establishes and maintains good working
relationships. He exhibits tact and
consideration in his relations with others. His outlook is
generally positive and his manner is
pleasant. He assists and supports his co-workers. John works
cooperatively in group situations
and he takes responsibility to help resolve conflicts.
John demonstrates competency in the skills and knowledge
field and he works within the normal scope of supervision. John

displays a good understanding of
how his job relates to other jobs. He effectively uses the
resources and tools available to him.
John makes confident decisions in most areas of his job. His
timely manner.
John identifies most problem situations within appropriate time
frames. His information gathering
and analysis meet the requirements of his position. Most of the
time, he develops several
alternative solutions to problems. He usually resolves or
minimizes most problems before they
grow into larger issues and he participates well in group
The work John produces meets standards for accuracy and
completeness. He regularly displays
his commitment to excellence and he looks for ways to improve
quality. John applies the
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standards.

Safety & Security Meets job requirements
John routinely observes safety and security procedures. When
faced with situations not covered
by normal guidelines, he usually arrives at an appropriate
action. He properly uses equipment and
materials. John has observed and reported potentially unsafe
conditions.
requirements
John did not receive a performance review last year. At the
time, Bill Johnson had left the
organization and a new plant manager had not yet been named.
Overall, John's performance has
been good during this review period. While he continues to
perform better in some areas than
others, he meets expectations for all his responsibilities.
DEVELOPMENT PLANS
John proposed that he attend a workshop on warranty processes
at the annual plastics conference.
I think this is an excellent idea and support sending him to this
meeting.
EMPLOYEE COMMENTS

It's nice to have a supervisor (and a review) this year.
John Rawlings / May 2004
REVIEWER COMMENTS
Interesting discussion.
Bernard Nykamp / May 2004
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Performance Review
Employee Name: Joshua Shotwell
Job Title: Production Control Technician
Department: Pontiac Production
Quantity Needs improvement

Joshua is not always as productive as expected for his job. It
sometimes takes him longer than
satisfactory to complete work and he too often misses deadlines.
Further, he could do more to
demonstrate his commitment to increasing productivity.
Additionally, Joshua does not always
achieve his established goals. This has not improved
significantly from last year's review.
The work Joshua produces meets standards for accuracy and
quality. Joshua applies the
standards. Joshua's quality did improve significantly this year.
Job Knowledge Needs improvement
Joshua demonstrates competency in the skills and knowledge
skills within the expected time period. However, he needs
slightly more supervision than he
should to fulfill his responsibilities. This is primarily because
he falls behind too often.
Problem Solving Needs improvement
Joshua is sometimes late in identifying that problem situations
exist. Also, his information
gathering and analysis are not always thorough enough for his
position. Additionally, he would be
better at problem solving if he better developed alternative
solutions. Joshua could do more to
anticipate and resolve problems before they grow into larger
issues. His participation in group
problem solving situations needs to improve. Joshua's

performance in this area has declined
throughout the year.
Joshua displays effective verbal communications skills and his
written communications skills
meet the requirements of his position. He listens and
comprehends well. Joshua selects
appropriate methods of communication. However, unless
reminded, he sometimes fails to keep
others adequately informed.
Cooperation Needs improvement
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Joshua usually establishes and maintains good working
consideration in his relations with others. However, he would be
easier to work with if he
projected a more positive outlook and pleasant manner. It would
be preferable if Joshua offered
more assistance and support to his co-workers. Additionally, he
sometimes does not assume
enough responsibility to help resolve conflicts. His attitude has
declined throughout the year.
Most of his co-workers do not want to work with him because
he is often rude to them.
Joshua makes confident decisions in most areas of his job. He
can usually support and explain the
reasoning for his decisions. In most matters, he includes the
appropriate people in the decision

making process. His decisions are made in a timely manner.
However, Joshua has too often made
decisions that subsequently resulted in problems because they
were not well thought out.
Adaptability Needs improvement
Joshua has been slow to adapt to some changes in his job or the
work environment. Also, he
frequently needs help in balancing competing demands on his
time and he tends to not accept
feedback or criticism as well as he could. Sometimes Joshua
encounters difficulties in adjusting
his approach or method to best fit different situations.
Safety & Security Meets job requirements
Joshua routinely observes safety and security procedures. He
properly uses equipment and
materials. He has observed and reported potentially unsafe
conditions.
Attendance & Punctuality Needs improvement
Before Joshua takes time off, he gives advance notice whenever
possible. He usually begins work
on time. Joshua is normally on time for meetings and
appointments. However, his attendance
record is unsatisfactory, with 22 absences in the past year.
SUMMARY Overall Rating: Needs
improvement
Since Joshua's last review, he has not improved adequately
enough to meet job requirements. He
is now in the formal performance management process with
clear guidelines for the
improvements that must be made in the next 30 days.

Joshua's productivity must improve over the next 30 days. He
misses too many deadlines, which
causes problems for the production line. His attitude must also
improve, and he cannot miss any
more days of work.
EMPLOYEE COMMENTS
Joshua refused to sign his review.
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REVIEWER COMMENTS
I am not optimistic about Joshua's chances for success, given
his unwillingness to have
a productive conversation.
Bernard Nykamp / November 2004

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Performance Review
Employee Name: Maria Castillo
Job Title: Database Analyst
Analytical Skills Meets job requirements
Maria synthesizes reasonably complex and diverse information.
She researches a situation to get
background and relevant information. Her analysis usually
incorporates her intuition and
experience. She has shown she can identify dependencies as
well as cause and effect
relationships. She has demonstrated the ability to design
effective workflows and procedures.
Maria volunteers to help others and she undertakes self-
development activities on her own
initiative. She occasionally seeks increased responsibilities

beyond the normal scope of her job
and she exercises a reasonable degree of risk taking in the
performance of her work. Maria looks
for and takes advantage of opportunities. She usually indicates
when she needs help.
Maria demonstrates competency in the skills and knowledge
required. She learns and applies new
skills within the expected time period. She is knowledgeable
about current developments in her
field and she works within the normal scope of supervision.
Maria displays a good understanding
of how her job relates to other jobs. She effectively uses the
resources and tools available to her.
Maria generally plans and prioritizes well. She plans and
organizes her time efficiently and she
plans ahead for additional resources. Maria usually integrates
plans. She sets measurable, realistic goals and objectives for
herself. She works in an organized
manner.
Maria identifies most problem situations within appropriate
time frames. Her information
gathering and analysis meet the requirements of her position.
Most of the time, she develops
several alternative solutions to problems. She usually resolves
or minimizes most problems
before they grow into larger issues and she participates well in
group problem solving situations.

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The work Maria produces meets standards for accuracy and
completeness. She regularly displays
her commitment to excellence and she looks for ways to
improve quality. Maria applies the
feedback she receives to improve her performance and she
monitors her work to meet quality
standards.
Teamwork Meets job requirements
Maria has been able to balance the needs of the team with her
individual responsibilities. She
exhibits objectivity and openness to the views of others. She
gives constructive feedback to and
accepts it from team members. Maria contributes to building a
positive team spirit and she puts
the success of the team above her own interests.
Maria displays the technical skills needed to perform her job
satisfactorily and she usually adapts
well to new technologies. In most instances she troubleshoots
Maria makes use of technology to improve her productivity and
she keeps her technical skills
current.
requirements
As in the past, Maria continues to make solid contributions to
the organization through her

dependable performance.
DEVELOPMENT PLANS
No specific plans for development.
EMPLOYEE COMMENTS
Good review.
Maria Castillo / March 2004
REVIEWER COMMENTS
We had a good conversation.
Dirk Kort / March 2004
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Performance Review

Employee Name: Pablo Morales
Job Title: Logistics Coordinator
Department: Pontiac Operations
Pablo displays effective verbal communications skills and his
written communications skills meet
the requirements of his position. He listens and comprehends
well. Pablo keeps others adequately
informed and he selects appropriate methods of communication.
Pablo usually establishes and maintains good working
consideration in his relations with others. His outlook is
generally positive and his manner is
pleasant. He assists and supports his co-workers. Pablo works
cooperatively in group situations
and he takes responsibility to help resolve conflicts.
Dependability Meets job requirements
Pablo responds promptly to requests for service and assistance.
He has little difficulty following
instructions and responding to management directions. In most
situations, he assumes
responsibility for his own actions and outcomes. Pablo usually

puts forth extra effort when asked
and he generally keeps his commitments without delay or follow
up. His attendance and
punctuality record is within guidelines.
Pablo volunteers to help others and he undertakes self-
development activities on his own
initiative. He occasionally seeks increased responsibilities
beyond the normal scope of his job and
he exercises a reasonable degree of risk taking in the
performance of his work. Pablo looks for
and takes advantage of opportunities. He usually indicates when
he needs help.
Pablo demonstrates competency in the skills and knowledge
field and he works within the normal scope of supervision.
Pablo displays a good understanding
of how his job relates to other jobs. He effectively uses the
resources and tools available to him.
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Pablo makes confident decisions in most areas of his job. His

timely manner.
Pablo generally plans and prioritizes well. He plans and
organizes his time efficiently and he
plans ahead for additional resources. Pablo usually integrates
plans. He sets measurable, realistic goals and objectives for
himself. He works in an organized
manner.
Pablo identifies most problem situations within appropriate time
frames. His information
gathering and analysis meet the requirements of his position.
Most of the time, he develops
several alternative solutions to problems. He usually resolves or
minimizes most problems before
they grow into larger issues and he participates well in group
The work Pablo produces meets standards for accuracy and
quality. Pablo applies the
standards.
Quantity Meets job requirements
Pablo regularly produces a normal amount of work. He
completes his work in a timely manner
and meets most deadlines. He demonstrates a commitment to
increasing productivity and he

works at the pace expected for the position. Pablo achieves most
of his established goals.
Pablo displays the technical skills needed to perform his job
satisfactorily and he usually adapts
well to new technologies. In most instances he troubleshoots
Pablo makes use of technology to improve his productivity and
he keeps his technical skills
current.
requirements
Pablo's performance has significantly improved since the last
review. As documented above, his
current performance meets job requirements. I am expecting this
improved level of performance
to continue. In every area that we identified, he worked hard to
perform more effectively. I was
very pleased with the ways in which he improved.
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EMPLOYEE COMMENTS

To my surprise, Bernard has worked hard with me ... and he has
given me lots of chances to
improve. I really appreciate what he has done for me.
Pablo Morales / September 2004
REVIEWER COMMENTS
Pablo has done a great job! We had a good conversation and I
look forward to
continuing to work with him.
Bernard Nykamp / September 2004
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Performance Review
Employee Name: Phan Trinh
Job Title: CAM Support Specialist
Department: Information Technology

Job Knowledge Exceeds job requirements
Phan demonstrates a high level of competency in the skills and
knowledge required. He learns
and applies new skills quickly. He does an excellent job of
keeping himself updated about current
developments in his field and he needs a minimal amount of
supervision to fulfill his
responsibilities. Phan displays a better than usual understanding
of the interrelationship between
his job and the jobs of others. He effectively uses the resources
and tools available to him.
Phan displays a strong dedication and commitment to
excellence. He consistently and carefully
monitors his work to ensure its quality. The work he produces
meets standards for accuracy and
completeness. Phan looks for ways to improve quality and he
applies the feedback he receives to
improve his performance.
Quantity Meets job requirements
Phan usually produces more work than expected and he
demonstrates a strong commitment to
increasing productivity. He completes his work in a timely
manner and meets most deadlines.
Phan works at the pace expected for the position and he
achieves most of his established goals.
Phan displays an upbeat, positive outlook and pleasant manner
under even the most trying

circumstances. He is particularly successful at establishing and
maintaining good relationships.
He exhibits a high degree of tact and consideration in his
relations with others. Phan assists and
supports his co-workers. He works cooperatively in group
situations and he takes responsibility to
help resolve conflicts.
Problem Solving Exceeds job requirements
Phan identifies the existence of problems quickly. He is skilled
at gathering and analyzing
information from multiple sources. He addresses problem
solving situations by analyzing options
and developing several alternative solutions. Phan resolves or
minimizes problems by addressing
them in their early stages. He participates well in group problem
solving situations.
Page - 2
Dependability Meets job requirements
Phan responds promptly and reliably to requests for service and
assistance. He assumes full
responsibility for his own actions and outcomes. His dedication
to the job often exceeds normal
expectations. He is usually very punctual and he makes an effort
to schedule time off in advance.
He has little difficulty following instructions and responding to
management directions. He
generally keeps his commitments without delay or follow up.
requirements

This review reflects that Phan has become an outstanding
performer in certain areas of his job.
While he always made solid contributions, his recent strides
show great progress and effort on his
part.
Phan made great progress in learning more about the production
processes in Pontiac. He is
continuing to work on his understanding in this area, with
Bernard's help.
EMPLOYEE COMMENTS
I appreciate Dirk's ongoing support.
Phan Trinh / June 2004
REVIEWER COMMENTS
We had an excellent conversation.
Dirk Kort / June 2004

9/24/2014 Riordan Mfg. EEOC Reports: Personnel Information
https://ecampus.phoenix.edu/secure/aapd/CIST/VOP/Business/R
iordan/HR/Employees.asp 1/4
Internet | Intranet
Personnel Information
First Name Last Name Job Title Race Sex Age
Scott Alverez Sales Representative Caucasian M 32
Diana Arens A/P Clerk Caucasian F 34
Jessie Arias Credit Analyst Caucasian M 29
Merideth Baxter Materials Engineer Caucasian F 43
Donald Beilby Director of Sales, International Caucasian M 46
Louis Benton Sales Representative Caucasian M 32
Nathan Black Manufacturing Engineer African American M 32
Sam Blackburn Materials Engineer Caucasian M 27
Melissa Blackwell Administrative Assistant Caucasian F 27
Lowell Bradford Chief Legal Counsel Caucasian M 57
Glenn Brower Tax Accountant Caucasian M 44
Fred Brunswick CAD Operator Caucasian M 32

Donald Bryson Director of Accounting & Finance/Controller
Caucasian M 61
Mari Carillo Training & Development Specialist Hispanic F 34
Terri Carranza Compensation & Benefits Manager Caucasian F
42
Maria Castillo Database Analyst Hispanic F 40
Chris Clarkson Packing Engineer Caucasian M 32
Kenneth Collins SVP - R & D Caucasian M 60
Clyde Cousins VP Transportation Caucasian M 56
Dale Edgel Chief Financial Officer African American M 46
Mark Edwards Materials Engineer Caucasian M 30
David Elhart Packing Engineer African American M 62
Allen Elzinga Customer Service Representative Caucasian M 40
Harry Emmett Team Superintendent African American M 46
Jack England Customer Service Representative Caucasian M 32
Aimee Enriquez Recruiter - Hourly Employees Hispanic F 30
Leslie Erickson Warranty Service Technician Caucasian F 27
Karen Essenburg Employee Relations Specialist Caucasian F 33
Rick Ethridge Patent Specialist Caucasian M 31

Juanita Fernandez Materials Engineer Hispanic F 41
Bill Frederickson Materials Engineer Caucasian M 28
Joe Freestone Sales Representative Caucasian M 32
Kenneth Gaitan Sales Representative Caucasian M 36
Andrea Gamby Employee Relations Manager Caucasian F 37
Samuel Garcia Materials Engineer Hispanic M 31
Ignacio Garcia Sales Representative Hispanic M 29
Stan Gleason Team Superintendent Caucasian M 32
Carlos Gonzales Development Engineer Hispanic M 34
Craig Granberg Director, Plant Operations (Albany)
African American M 44
Jodi Gray Financial Planner/Budget Specialist Caucasian F 34
Carl Green Employee Relations Specialist (HQ)
Christin Hall Administrative Assistant African American F 28
David Hamilton Logistics Manager Caucasian M 46
Suzanne Hardie Administrative Assistant Caucasian F 41
Max Hartwell Development Engineer Caucasian M 47
Bob Havinga VP Product Support Caucasian M 56

Linda Hemmeke Cost Accountant African American F 36
Edwina Hernandez Logistics Coordinator Hispanic F 25
Elvira Hernandez Financial Planning Manager Hispanic F 35
Candice Hertel Financial Planner/Budget Specialist Caucasian F
28
Home Finance & Accounting Sales & Marketing
Human Resources Operations Legal Information Technology
Riordan Industries
iordan/Internet/index.asp
iordan/index.asp
iordan/Finance/Overview.asp
iordan/Marketing/MIS.asp
iordan/HR/OrgCharts.asp?exec
iordan/Ops/Production.asp
iordan/Legal/Overview.asp
iordan/IT/Networks.asp?overview
iordan/Industries/Overview.asp

Gregg Hicks Cost Accountant Caucasian M 32
Joseph Hightower Research Program Manager Native American
M 27
Dan Huebner Sales Representative Caucasian M 35
Gray Hukill Sales Representative Caucasian M 39
Rod Hulst Sales Representative African American M 42
Michelle Hunter Sales Representative African American F 28
Robert Jansen Development Engineer Caucasian M 33
Phil Johnson Manager Research Caucasian M 57
Stacey Jones Manager IT Services (Albany) African American
M 43
Cora Kleis Administrative Assistant Caucasian F 36
Judd Klinger Sales Representative Caucasian M 35
Dirk Kort Manager IT Services (Pontiac) Caucasian M 41
Lila Kos Administrative Assistant Caucasian F 52
Renee Kraak Production Control Technician Caucasian F 32
Pablo Kraker Research Program Manager Caucasian M 29
Paige Kuipers General Accountant Caucasian F 41

Andrew Kustron General Accountant Caucasian M 32
Charles Lacy VP Sales & Marketing Caucasian M 50
Debra LaFave General Accounting Supervisor Caucasian F 42
Susan Lakeman A/R Clerk Caucasian F 36
Larry Lawless Logistics Planner Caucasian M 42
Carol LeBlanc Executive Assistant Caucasian F 40
Ed Ledford Team Superintendent Caucasian M 32
James Lee Employee Relations Specialist Caucasian M 32
John Lefever Network Administrator Caucasian M 40
Petra Leffman Customer Service Representative
African American F 40
Angela Leith Administrative Assistant Caucasian F 43
Bernard Lemmen Transportation Manager African American M
52
Daniel Liske Packing Engineer Caucasian M 61
Gilbert Lofaro Program/Analyst African American M 29
Solomon Lokker Transportation Coordinator African American
M 26
Rosa Lopez Sales Assistant African American F 28

Alejandro Lopez Customer Service Representative Hispanic M
36
Robert Lord Director Plant Operations (Expatriate) Caucasian
M 45
Calvin Loredo Team Superintendent Caucasian M 50
Malcolm Maddox Research Program Manager Caucasian M 28
Paul Markson Sales Representative African American M 27
Sally McBride Materials Engineer Caucasian F 43
Janice McBride Executive Assistant Caucasian F 52
Jane McCall Executive Assistant Caucasian F 58
Hugh McCauley Chief Operating Officer Caucasian M 58
Bill McConnell CAM Support Specialist Caucasian M 28
Erma McCormick CAD Operator Caucasian F 40
Daphne McGill CAD Operator Caucasian F 26
Nikki McGill A/R Clerk African American F 31
Jerry McLean Materials Engineer Caucasian M 40
Yvonne McMillan Director of Human Resources Caucasian F 41
Milo Milkowich CAD Operator Caucasian M 38
Alfred Miller CAD Operator Caucasian M 34

Patricia Miller Manager IT Services (San Jose) Caucasian F 28
Rebecca Minsky Administrative Assistant Caucasian F 26
Michael Mohr Development Engineer African American M 56
Pablo Morales Logistics Coordinator Hispanic M 24
Annette Morris Safety Technician African American F 28
Bill Mosterd Network Administrator African American M 28
Craig Mulligan Manager Product Development Caucasian M 62
Keith Murley Purchasing Agent Caucasian M 28
Eric Myers Recruiter - Professional Staff Caucasian M 41
Vinh Nakaajima Network Administrator Asian M 26
Mary Napier Purchasing Manager Caucasian F 45
Mark Neitzel VP Operations Caucasian M 54
Ronald Nelis Director, Plant Operations (Pontiac) Caucasian M
45
Vinh Nguyen CAD Operator Asian M 27

Clinton Northrup Manufacturing Engineer Caucasian M 41
Bernard Nykamp Assistant Plant Manager African American M
54
Mark Peters Sales Representative Caucasian M 38
Silvija Peterson Payroll Manager Caucasian F 53
Don Peterson Program/Analyst Caucasian M 35
Stu Petter CAD Operator Caucasian M 41
Don Pettinga Materials Engineer Caucasian M 29
Judith Pfeiffer Sales Assistant Caucasian F 30
Anne Pham Compensation Analyst Asian F 35
Alvin Phares Director of Sales, Custom Plastics Caucasian M 54
Young-Sook Phin Program/Analyst Asian F 28
Somvang Phommachanh Sales Assistant Asian F 28
Vongpaka Phouthaphone Database Analyst Asian M 42
Marcos Pinero Quality Manager Hispanic M 42
Bill Pines Director of Sales, Fans Caucasian M 45
Brandon Pinto Director of Sales, Plastic Beverage Containers
Lynn Priem Sales Assistant Caucasian F 27

Lisa Prinsen Manufacturing Engineer African American F 36
Tom Proffer Marketing Manager Caucasian M 47
Wayne Raterink Financial Planner/Budget Specialist Caucasian
M 36
Bounmy Rattanavong Program/Analyst Asian M 32
Gordon Rattin Purchasing Agent Caucasian M 27
John Rawlings Warranty Service Technician African American
M 32
Steve Reynolds CAD Operator Caucasian M 42
Ana Richlich Payroll/Tax Clerk Caucasian F 36
Michael Riordan President & CEO Caucasian M 62
Julie Saagman Administrative Assistant Caucasian F 44
Aimee Samus CAD/CAM Support Specialist Asian F 25
Joshua Shotwell Production Control Technician Caucasian M 28
Sandra Smith Executive Assistant Caucasian F 41
Martha Stanwick Packing Engineer Caucasian F 44
Chad Sterken Safety Manager Caucasian M 48
Marshall Strongbow Warranty Service Technician
Native American M 32
John Stryker Manufacturing Engineer African American M 40

John Sumerix Transportation Coordinator Caucasian M 26
Hank Sutherland Safety Technician Caucasian M 28
Allen Tanis Assistant Plant Manager African American M 52
Lynn Thomas Recruiter - Hourly Employees Caucasian F 36
Ron Thomas Team Superintendent African American M 31
Penni Thompson Cost Accountant Caucasian F 32
Gladys Thompson Team Superintendent African American F 34
Annette Tibbets Production Control Technician Caucasian F 33
Mary Tran Web Support Specialist Asian F 27
Kim Tran Database Analyst Asian F 40
Aroon Trinh CAD Operator Asian M 31
Maria Trinh Chief Information Officer Asian F 42
Phan Trinh CAM Support Specialist Asian M 28
Robert Trinh Program/Analyst Asian M 30
Martin Trujillo Product Specialist Hispanic M 29
Gary Tucker Network Administrator Caucasian M 40
Dan Tully Telecommunications Specialist Caucasian M 46
Mehmer Tulu Product Specialist African American M 38

Betsy Tummel A/P Clerk Caucasian F 32
Thau Van Tran Market Analyst Asian M 32
Roger Veenstra Materials Engineer Caucasian M 42
Bill White CAD Operator Caucasian M 30
Paula Whitewater Credit Manager Native American F 45
Virtual Organizations Portal. | ©2005, 2006, 2012, 2013 Apollo
Group, Inc. All rights reserved.
David Whyte Market Analyst Caucasian M 28
Charles Williamson VP International Operations Caucasian M
51
Theresa Zukowski Executive Assistant African American F 45
N/A N/A Contract Employees N/A N/A N/A
N/A N/A Production Employees (20) N/A N/A N/A
N/A N/A Shipping Employees (4) N/A N/A N/A
N/A N/A Production Employees (88) N/A N/A N/A

N/A N/A Shipping Employees (15) N/A N/A N/A
N/A N/A Assistant Plant Manager (Chinese National) N/A N/A
N/A
N/A N/A All Production Supervisors and Employees N/A N/A
N/A
N/A N/A Employee Relations Specialist (Plant Sites) N/A N/A
N/A
N/A N/A Benefits Management (Outsourced) N/A N/A N/A
N/A N/A Safety Technicians (Plant Sites) N/A N/A N/A
N/A N/A Audit (Outsourced) N/A N/A N/A
N/A N/A Cost Accountants (Plant Sites) N/A N/A N/A
N/A N/A Customer Service Representative (Plant Sites) N/A
N/A N/A
N/A N/A Manager IT Services (China - Chinese National) N/A
N/A N/A
N/A N/A All Contract Labor N/A N/A N/A
https://ecampus.phoenix.edu/secure/aapd/CIST/VOP/
Q1 Q2 Q3 Q4
An
nu
al

Tu
rn
ov
er
Ra
te
Q1 Q2 Q3 Q4 An
nu
al
Tu
rn
ov
er
Ra
te
Q1 Q2 Q3 Q4
An
nu
al

Tu
rn
ov
er
Ra
te
San
Jose,
California
Average
Number
of
Employees 125 125 124 125 125 124 123 125 125 124 123 125
Voluntary
Seperations 1 0 1 1 2.4% 1 0 1 0 1.6% 2 1 1 2 4.8%
Involuntary
Separations 0 1 0 0 0.8% 1 1 0 0 1.6% 0 1 0 0 0.8%
Total
Separations 1 1 1 1 3.2% 2 1 1 0 3.2% 2 2 1 2 5.6%
Pontiac,
Michigan
Average
Number
of
Employees 130 128 132 130 130 129 130 125 130 129 127 130
Voluntary

Seperations 1 2 1 2 4.6% 2 1 1 3 5.5% 2 4 3 5 10.8%
Involuntary
Separations 1 1 2 3 5.4% 2 3 1 2 6.2% 1 1 1 0 2.3%
Total
Separations 2 3 3 5 10.0% 4 4 2 5 11.7% 3 5 4 5 13.2%
Albany,
Georgia
Average
Number
of
Employees 44 42 43 44 42 43 44 42 44 42 43 46
Voluntary
Seperations 1 1 0 0 4.7% 0 1 1 1 7.0% 0 2 3 1 13.9%
Involuntary
Separations 0 1 1 0 4.7% 0 0 0 0 0.0% 0 1 1 0 4.7%
Total
Separations 1 2 1 0 9.4% 0 1 1 1 7.0% 0 3 4 1 18.6%
Consolidated
Total
Average
Number
of
Employees 299 295 299 299 297 296 297 292 299 295 293 301
Voluntary
Seperations 3 3 2 3 3.7% 3 2 3 4 4.1% 4 7 7 8 8.8%
Involuntary
Separations 1 3 3 3 3.4% 3 4 1 2 3.4% 1 3 2 0 2.0%
Total
Separations 4 6 5 6 7.1% 6 6 4 6 7.4% 5 10 9 8 10.8%

Employee
Turnover
Report
2009
-‐
2012
Annual
Employee
Satisfaction
Survey
Results
Average
Score
for
All
Employees
1=Completely
Disagree;
2=Disagree;
3=Neither
Agree
nor
Disagree;
4=Agree;
5=Completely
Agree
2012 2011 2010
Section
1:

Job
Satisfaction
My
work
is
interesting
and
challenging. 3.3 3.3 3.2
I
am
well
informed
as
to
how
my
job
fits
in
with
our
total
company. 2.7 3.4 3.9
I
feel
a
part
of
the
organization. 2.9 3.7 4.0
My
job
makes
me
feel

important. 2.9 3.4 3.7
I
do
work
that
is
interesting
to
me. 3.3 3.9 4.0
I
have
the
chance
to
make
use
of
my
abilities
and
skills 3.1 3.7 4.1
Morale
where
I
work
is
generally
high. 2.1 3.9 4.3
I
like
the
people
I
work
with. 3.8 4.2 4.5
Overall,

I
am
satisfied
with
my
job. 3.0 3.8 4.0
2012 2011 2010
Section
2:
Working
Conditions
I
work
an
appropriate
number
of
hours
each
week. 3.6 3.7 3.5
Working
conditions
around
my
job
are
okay. 3.7 3.7 3.8
The
workload
is
fairly
distributed. 2.8 3.0 3.3
We

have
the
right
amount
of
rules
to
follow. 3.9 3.9 3.8
Things
are
well
organized
around
here. 3.0 3.2 3.6
Overall,
I
am
satisfied
with
the
working
conditions
at
Riordan
Manufacturing. 2.8 3.4 4.1
Annual
Employee
Satisfaction
Survey
Results
Average
Score
for

All
Employees
1=Completely
Disagree;
2=Disagree;
3=Neither
Agree
nor
Disagree;
4=Agree;
5=Completely
Agree
2012 2011 2010
Section
3:
Personal
Opportunity
Qualified
employees
are
usually
allowed
to
transfer
to
better
jobs. 3.3 3.0 3.2
The
individuals
who
do
receive
promotions

usually
deserved
them. 3.1 3.3 3.4
There
is
enough
reward
and
recognition
for
doing
good
work. 3.0 3.6 4.1
I
can
be
sure
of
a
job
with
Riordan
as
long
as
I
do
good
work. 3.7 3.9 3.7
During
the
past
six
months,
I
have

seriously
considered
leaving
Riordan
for
another
job. 4.0 3.5 2.2
I
am
optimistic
about
my
future
with
the
company. 2.9 3.2 3.9
The
company
provides
adequate
training
opportunities. 2.8 2.8 3.1
I
get
the
training
I
need
to
do
my
job. 3.7 3.7 3.8
My
job
provides
me

with
the
opportunity
to
grow
and
use
a
wide
range
of
my
skills. 3.6 3.9 3.9
Overall,
I
am
satisfied
with
the
opportunities
available
to
me
at
Riordan
2012 2011 2010
Section
4:
Cooperation
People
in
my

work
area
work
well
together. 4.0 4.2 4.1
The
people
in
my
area
help
each
other
out
when
someone
falls
behind. 4.3 4.1 4.4
There
is
cooperation
between
my
department
and
other
departments
we
work
with. 2.7 3.3 3.9
My
work
group
makes
good
decisions

and
solves
problems
well. 3.9 3.9 3.9
Overall,
I
believe
people
at
Riordan
cooperate
well. 3.9 3.8 3.9
Annual
Employee
Satisfaction
Survey
Results
Average
Score
for
All
Employees
1=Completely
Disagree;
2=Disagree;
3=Neither
Agree
nor
Disagree;
4=Agree;
5=Completely
Agree

2012 2011 2010
Section
5:
Compensation
and
Benefits
I
am
paid
fairly
for
the
work
I
do. 2.7 3.1 3.6
I
understand
how
my
pay
is
determined. 2.7 3.0 2.8
I
am
satisfied
with
how
pay
raises
are
determined. 3.0 3.1 3.0
In
comparison
with

people
in
similar
jobs
in
other
companies,
I
feel
my
pay
is
fair. 2.9 3.4 3.6
I
feel
that
the
benefits
package
at
Riordan
is
fair
and
competitive. 3.6 3.5 3.5
I
know
if
I
work
hard
and
do
a
good
job,

I
will
be
rewarded
fairly. 2.6 3.6 3.7
I
would
leave
Riordan
Manufacturing
for
10%
more
money. 3.6 2.7 2.4
There
are
fair
bonuses
or
incentives
for
doing
my
job. 2.1 2.4 2.7
Overall,
I
am
satisfied
with
pay
and
benefits
at
Riordan

2012 2011 2010
Section
6:
Communication
I
am
aware
of
changes
in
my
department
before
they
happen. 3.6 3.9 3.7
I
know
the
goals
of
my
department. 4.1 4.1 4.1
I
am
able
to
find
out
things
I
need
to
know
to

get
my
job
done. 4.3 4.1 4.0
I
am
satisfied
with
the
communication
in
my
work
group. 4.3 4.4 4.4
I
am
satisfied
with
the
communication
between
management
and
staff. 3.9 4.0 4.2
Management
tells
employees
the
truth. 3.7 4.0 3.7
I
hear
about
changes
in
the
company

from
management
communication,
not
rumors. 3.7 3.7 3.2
Overall,
I
am
satisfied
with
the
communication
at
Riordan
Annual
Employee
Satisfaction
Survey
Results
Average
Score
for
All
Employees
1=Completely
Disagree;
2=Disagree;
3=Neither
Agree
nor
Disagree;
4=Agree;

5=Completely
Agree
2012 2011 2010
Section
7:
Supervision
in
My
Department
My
supervisor
is
fair
in
his/her
dealings
with
me. 3.7 3.8 3.9
I
feel
free
to
express
my
honest
opinions
to
my
supervisor. 3.7 3.9 3.8
My
supervisor
listens
to

my
suggestions
and
problems. 4.0 4.0 4.0
My
supervisor
has
enough
authority
to
make
changes
for
the
better. 3.9 4.1 4.2
My
supervisor
gives
me
credit
for
work
well
done. 4.1 4.2 4.4
I
am
held
accountable
for
my
performance. 4.6 4.2 4.0
I
get
regular
feedback
on

my
performance. 4.5 4.4 3.6
Employee
evaluations
are
fair
and
appropriate. 4.0 3.7 3.9
My
supervisor
encourages
people
to
do
the
best
work
they
can. 4.2 4.1 3.9
My
supervisor
knows
my
career
goals
and
is
committed
to
helping
me
achieve
them. 4.0 4.0 4.2
I
feel
respected

by
my
Overall,
I
am
satisfied
with
my
(Continue
to
next
page
…)
Annual
Employee
Satisfaction
Survey
Results
Average
Score
for
All
Employees
1=Completely
Disagree;
2=Disagree;
3=Neither
Agree
nor
Disagree;

4=Agree;
5=Completely
Agree
2012 2011 2010
Section
8:
Management
at
Riordan
Manufacturing
Management
is
interested
in
my
welfare. 3.3 4.0 4.3
The
organization
is
well
managed. 3.8 3.9 4.3
My
department
is
well
managed. 3.7 4.1 4.3
Management
understands
the
issues
we
face
in

our
jobs. 3.4 3.8 4.1
Management
treats
all
employees
fairly. 2.7 2.6 2.8
I
am
proud
to
work
for
Riordan
I
would
recommend
employment
at
Riordan
Manufacturing
to
my
friends. 2.5 3.6 4.2
I
understand
the
company's
vision. 2.3 3.6 3.8
The
planning
process
is
effective
in

this
The
company
is
committed
to
quality
products
and
services. 3.8 4.4 4.2
Creativity
and
innovation
is
encouraged
in
this
Overall,
I
am
satisfied
with
Management
at
Riordan
Team Strategy Plan
MGT/311 Version 2
1
University of Phoenix Material

Team Strategy Plan
1. Complete the following table to address the creation of teams
at Riordan Manufacturing.
Strategy
Strengths
Weaknesses
2. Identify the team formation strategy that is most suitable for
Riordan Manufacturing, and provide the rationale for the
decision. Your response should be at least 100 words.
3. What potential barriers may arise during team formation?
How will you address these barriers? Your response should be
at least 100 words.
4. What measures will be put in place to evaluate if the team is
operating successfully? Your response should be at least 100
words.
Conflict Management Plan
MGT/311 Version 2
1
University of Phoenix Material

Conflict Management Plan
1. Identify the available conflict management strategies and
their strengths and weaknesses.
Strategy
Strengths
Weaknesses
2. Which of the available conflict management strategies is
most appropriate for the current situation with David and
James? Provide your rationale, including what factors you
considered in making your selection. Your response should be at
least 100 words.
3. If the selected strategy is not successful, what is your
alternate strategy? Provide your rationale for this selection.
Your response should be at least 100 words.
4. What potential road blocks might be encountered in resolving
the conflict? How would you address these? Your response
should be at least 100 words.

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