1.
Created
by:
Sarah
Mack
on
2/9/15
Modified
by:
Enactus
at
UNC
Charlotte
Performance
Management
System
For
Project
Leaders
and
Directors
This
document
contains
the
competencies
and
behaviors
necessary
to
be
a
successful
project
manager
at
Enactus
UNC
Charlotte.
In
addition
this
document
contains
an
instruction
guide
for
administering
performance
appraisals,
providing
feedback,
and
developing
the
current
and
future
leaders
of
the
Enactus
organization
at
UNC
Charlotte.

2. 2
Table
of
Contents
Background
...................................................................................................................................................................................................
3
Sources:
....................................................................................................................................................................................................
3
Competency
Model
.....................................................................................................................................................................................
4
Motivational
Leadership
.....................................................................................................................................................................
5
Definition:
...................................................................................................................................................................................................................
5
Sub
Competencies:
.................................................................................................................................................................................................
5
Specific
Behavior
Examples:
............................................................................................................................................................................
5
Sources:
........................................................................................................................................................................................................................
5
Strategic
Management
.........................................................................................................................................................................
5
Definition:
...................................................................................................................................................................................................................
5
Sub
Competencies:
.................................................................................................................................................................................................
5
Specific
Behavior
Examples:
............................................................................................................................................................................
5
Sources:
........................................................................................................................................................................................................................
6
Effective
Communication
....................................................................................................................................................................
6
Definition:
...................................................................................................................................................................................................................
6
Sub
Competencies:
.................................................................................................................................................................................................
6
Specific
Behavior
Examples:
............................................................................................................................................................................
6
Sources:
........................................................................................................................................................................................................................
6
Delegation
................................................................................................................................................................................................
6
Definition:
...................................................................................................................................................................................................................
6
Sub
Competencies:
.................................................................................................................................................................................................
6
Specific
Behavior
Examples:
............................................................................................................................................................................
7
Sources:
........................................................................................................................................................................................................................
7
Time
Management
................................................................................................................................................................................
7
Definition:
...................................................................................................................................................................................................................
7
Sub
Competencies:
.................................................................................................................................................................................................
7
Specific
Behavior
Examples:
............................................................................................................................................................................
7
Sources:
........................................................................................................................................................................................................................
7
Other
Sources:
........................................................................................................................................................................................
7
Project
Leader
Job
Description
..............................................................................................................................................................
8
Summary
..................................................................................................................................................................................................
8
Duties
&
Responsibilities
...................................................................................................................................................................
8
Accountabilities
.....................................................................................................................................................................................
8
Knowledge,
Skills
&
Abilities
.............................................................................................................................................................
8
Survey
Questions
.........................................................................................................................................................................................
9
Qualifying
Questions:
...........................................................................................................................................................................
9
Self
Assessment:
....................................................................................................................................................................................
9
Motivational
Leadership:
.......................................................................................................................................................................................
9
Strategic
Management:
...........................................................................................................................................................................................
9
Effective
Communication:
......................................................................................................................................................................................
9
Delegation:
.................................................................................................................................................................................................................
10
Time
Management:
................................................................................................................................................................................................
10
Direct
Reports:
.....................................................................................................................................................................................
10
Motivational
Leadership:
....................................................................................................................................................................................
10
Strategic
Management:
........................................................................................................................................................................................
10
Effective
Communication:
...................................................................................................................................................................................
10
Delegation:
.................................................................................................................................................................................................................
10
Time
Management:
................................................................................................................................................................................................
11
Supervisor:
............................................................................................................................................................................................
11
Motivational
Leadership:
....................................................................................................................................................................................
11
Strategic
Management:
........................................................................................................................................................................................
11
Effective
Communication:
...................................................................................................................................................................................
11
Delegation:
.................................................................................................................................................................................................................
11
Time
Management:
................................................................................................................................................................................................
11
Peers:
.......................................................................................................................................................................................................
12
Motivational
Leadership:
....................................................................................................................................................................................
12
Strategic
Management:
........................................................................................................................................................................................
12
Effective
Communication:
...................................................................................................................................................................................
12
Delegation:
.................................................................................................................................................................................................................
12
Time
Management:
................................................................................................................................................................................................
12
Leadership
Development
Plan
.............................................................................................................................................................
13
Sources:
..................................................................................................................................................................................................
13
Instructions
for
utilizing
the
system
..................................................................................................................................................
14

3. 3
Background
The
intended
purpose
of
this
system
is
to
provide
organized,
standardized,
formal
feedback
to
the
Project
Leaders
and
Directors
of
the
Enactus
organization
at
UNC
Charlotte.
Several
methods
of
research
were
used
in
the
creation
of
this
system
including
primary
research,
such
as
informal
focus
groups,
observations,
and
polling,
and
secondary
research
on
key
leadership
traits,
competencies,
and
topics.
This
system
uses
several
human
resource
management
topics
and
methodologies.
The
main
methodologies
used
are
defined
below.
360-­‐degree
Performance
Appraisal:
“360-­‐degree
feedback
or
multi-­‐source
feedback
is
an
appraisal
or
performance
assessment
tool
that
incorporates
feedback
from
all
who
observe
and
are
affected
by
the
performance
of
a
candidate.”1
Behavioral
Observation
Scale:
“A
method
of
appraising
human
behavior
against
a
preferred
level
of
performance.
More
of
a
behavior-­‐based
measure,
it
is
useful
not
only
in
job
appraisals
and
classroom
evaluations
but
also
in
the
assessment
of
medical
conditions.
Using
several
questionnaires,
the
scale
measures
desired
behaviors
as
to
frequency
and
intensity.”2
Competencies:
“The
skills,
behaviors,
and
attitudes
that
lead
to
high
performance,
the
skills,
behaviors,
or
qualities
that
contribute
to
success.”3
Competency
Model:
“A
framework
for
organizing
a
collection
of
observable
skills,
behaviors,
and
attitudes
that
impact
the
quality
of
work
that
people
do.
It
describes
what
people
need
to
know
and
be
able
to
do
in
order
to
execute
on
their
responsibilities
effectively.”4
Individual
Development
Plan:
“A
tool
to
assist
employees
in
career
and
personal
development.
Its
primary
purpose
is
to
help
employees
reach
short
and
long-­‐term
career
goals,
as
well
as
improve
current
job
performance.
An
IDP
is
not
a
performance
evaluation
tool
or
a
one-­‐time
activity.
It
should
be
looked
at
like
a
partnership
between
the
employee
and
the
supervisor.
It
involves
preparation
and
continuous
feedback.”5
Sources:
1http://www.whatishumanresource.com/360-­‐degrees-­‐performance-­‐appraisal
2http://psychologydictionary.org/behavioral-­‐observation-­‐scale-­‐bos/
3
http://www.kornferryinstitute.com/sites/all/files/documents/briefings-­‐magazine-­‐
download/Competency_Modeling1.pdf
4
http://www.stccg.com/competency-­‐models-­‐what-­‐are-­‐they/
5
http://www.opm.gov/WIKI/training/Individual-­‐Development-­‐Plans.ashx

4. 4
Competency
Model
For
effective
Enactus
project
management
Motivational
Leadership
Strategic
Management
Effective
Communication
Delegation
Time
Management

5. 5
Motivational
Leadership
Definition:
The
ability
to
inspire
and
encourage
your
team
to
produce
results
without
the
use
of
extrinsic
rewards.
Sub
Competencies:
Diplomacy,
People
Management,
Conflict
Management,
Responsiveness,
Coaching,
Humility,
Approachability,
Reliability,
Integrity
Specific
Behavior
Examples:
• Leads
team
meetings
with
high
energy
• Is
open
to
questions
and
feedback
from
direct
reports
• Consistently
has
a
positive
attitude
• Resolves
interpersonal
conflicts
quickly
and
effectively
• Holds
self
to
high
professional
standard
• Motivates
direct
reports
to
achieve
goals
Sources:
• http://www.forbes.com/sites/rochellebailis/2014/10/29/two-­‐simple-­‐scientific-­‐
approaches-­‐to-­‐motivational-­‐leadership/
• http://youremployment.biz/competency/lominger-­‐competency-­‐list/
• http://campusservices.harvard.edu/system/files/documents/1865/harvard_comp
etency_dictionary_complete.pdf
Strategic
Management
Definition:
The
ability
to
design
and
implement
a
vision,
overcome
ambiguity,
solve
problems,
and
drive
results.
The
ability
to
identify
the
specific
steps
needed
to
reach
a
goal
a
find
creative
ways
to
achieve
it.
Sub
Competencies:
Process
Management,
Project
Management
(Vision,
Design,
Implementation),
Action
Oriented,
Results
Driven,
Goal
Setting,
Problem
Solving,
Creativity,
and
Ability
to
deal
with
ambiguity
or
unfamiliar
situations.
Specific
Behavior
Examples:
• Demonstrates
an
understanding
of
process
management
and
what
specific
steps
are
required
to
achieve
a
goal.
• Creates
a
plan
and
execute
it
utilizing
given
resources
• Demonstrates
an
understanding
of
SMART
goal
methodology

6. 6
• Demonstrates
problem
solving
ability
• Has
a
clear
vision
for
the
project
that
aligns
with
Enactus’
mission
• Generates
creative
solutions
and
navigate
complex
and
often
unfamiliar
problems
• Effectively
measures
work
and
drive
results
• Not
afraid
to
take
reasonable
risks
Sources:
http://youremployment.biz/competency/lominger-­‐competency-­‐list/
http://campusservices.harvard.edu/system/files/documents/1865/harvard_competen
cy_dictionary_complete.pdf
Effective
Communication
Definition:
The
ability
to
have
clear,
meaningful,
timely
and
professional
communication
with
individuals
inside
and
outside
of
the
organization
Sub
Competencies:
Verbal
&
Written
Communication
Skills,
Effective
Feedback,
Persuasion,
Interpersonal
Savvy
Specific
Behavior
Examples:
• Responds
promptly
to
emails,
phone
calls
and
other
communications
• Provides
clear
and
concise
directions
• Speaks
clearly
and
in
a
professional
manner
• Provides
feedback
on
a
regular
basis
• Navigates
political
or
diplomatic
situations
with
ease
• Clearly
expresses
goals,
objectives,
and
expectations
Sources:
http://youremployment.biz/competency/lominger-­‐competency-­‐list/
Delegation
Definition:
Delivering
timely,
clearly
understood,
time-­‐bound
action
items
to
direct
reports
and
following
up
to
ensure
completion.
Ensuring
direct
reports
have
enough
to
do
and
are
given
all
necessary
resources
to
complete
tasks.
Sub
Competencies:
Prioritization,
Directing
others,
communication
skills,
command
skills,
teamwork.

7. 7
Specific
Behavior
Examples:
• Provides
consistent,
timely,
and
constructive
feedback
to
subordinates
• Asks
for
help
when
necessary
• Communicates
clear
expectations
for
tasks
• Provides
all
necessary
resources
and
information
needed
to
complete
tasks
• Knowledgeable
about
resources
both
inside
and
outside
of
Enactus
UNCC
Sources:
http://youremployment.biz/competency/lominger-­‐competency-­‐list/
http://campusservices.harvard.edu/system/files/documents/1865/harvard_competen
cy_dictionary_complete.pdf
Time
Management
Definition:
The
ability
to
use
ones
time
effectively
and
productively
as
well
as
consider
other
organizational
members
time
constraints
and
adjust
project
timelines
accordingly.
Sub
Competencies:
Timely
decision-­‐making,
flexibility,
organization
Specific
Behavior
Examples:
• Manages
team
and
project
meeting
time
effectively
• Creates
and
sticks
to
meeting
agendas
consistently
• Respects
time
commitments
of
subordinate
members
• Creates
timelines
for
project
deliverables
and
sticks
to
it.
• Sets
priorities
effectively
Sources:
http://youremployment.biz/competency/lominger-­‐competency-­‐list/
http://campusservices.harvard.edu/system/files/documents/1865/harvard_competen
cy_dictionary_complete.pdf
Other
Sources:
http://www.shrm.org/HRCompetencies/Documents/Competency%20Model%201
1%202_10%201%202014.pdf
http://www.kornferryinstitute.com/sites/all/files/documents/briefings-­‐magazine-­‐
download/Competency_Modeling1.pdf

8. 8
Project
Leader
Job
Description
Summary
The
Enactus
project
leader
is
a
prestigious
role
within
the
Enactus
chapter.
They
are
responsible
for
all
the
primary
functions
of
the
individual
projects.
This
includes
but
is
not
limited
to:
presiding
over
team
meetings,
creating
the
strategic
plan
for
the
project,
providing
leadership
to
team
members,
collecting
and
reporting
project
outcomes
and
data
to
the
team
as
a
whole.
Duties
&
Responsibilities
40%
Strategic
Project
Management
–
Project
Leaders
must
create
a
strategic
plan
for
the
direction
and
execution
of
their
project.
This
may
include
research,
written
and
verbal
communication,
and
collecting
and
interpreting
data
outcomes.
Project
Leaders
are
solely
responsible
for
the
successes
or
failures
of
the
project.
40%
Project
Leadership
–Project
Leaders
must
schedule,
plan,
and
preside
over
their
individual
team
meetings
and
provide
motivational
leadership
to
their
team
members.
Project
Leaders
must
delegate
action
items
and
provide
necessary
resources
to
their
team
members
and
enforce
that
the
action
items
are
completed
effectively
and
in
a
timely
manner.
15%
Organizational
Paperwork
–Project
leaders
are
required
to
file
a
project
charter
with
Enactus
USA
every
semester
as
well
as
create,
submit,
and
present
Project
Progress
Reports
(PPR’s)
monthly
to
the
Vice
President
of
Operations.
Other
paperwork
may
be
required
depending
on
project
type
and
funding
requirements.
Project
Leaders
are
also
required
to
create
and
maintain
a
record
keeping
system
(or
“Project
Binder”)
for
the
continuation
and
sustainability
of
the
project.
5%
Leadership
Meetings
–
There
are
several
leadership
meetings
that
Project
Leaders
must
attend.
These
meetings
will
include
but
are
not
limited
to:
quarterly
Business
Advisory
Board
Meetings,
Monthly
check-­‐in
meetings
and
semiannual
Project
Management
workshops.
Accountabilities
Project
Leaders
report
directly
to
the
Vice
President
of
Operations
and
are
accountable
to
the
Vice
President
of
Operations,
the
Executive
Board,
the
Belk
Collage
of
Business
and
the
community
partners
they
are
working
with.
Project
Leaders
must
be
registered
part
time
or
full
time
students
of
the
University
of
North
Carolina
at
Charlotte.
Knowledge,
Skills
&
Abilities
• Strong
leadership
ability
• Organizational
ability
• Experience
with
Enactus
project
guidelines
• Strong
verbal
and
written
communication
skills
• Ability
to
give
and
receive
constructive
feedback

9. 9
Survey
Questions
Qualifying
Questions:
Which
Project
Leader
are
you
leaving
feedback
for?
a.) Lindsay
Wainscott
(Social
Media
Squad)
b.) Mikey
Johnson
(Social
Media
Squad)
c.) Marisa
Hicklen
(Transitions)
d.) Pamela
Rivera
(The
Ecuador
Project)
e.) Noelle
Cornelio
(Patchwork
Epiphany)
f.) Raehanna
Evans
(Events
Committee)
What
is
your
relationship
to
this
Project
Leader?
a.)
It’s
Me!
b.)
Direct
Report
(Project
Member)
c.)
Supervisor
(Vice
President
of
Operations)
d.)
Peer
(Other
Project
Leader)
All
of
the
following
questions
are
measured
on
the
frequency
scale
below.
1.)
Never,
2.)
Sometimes
3.)
Often
4.)
Most
of
the
Time
5.)
Always
Self
Assessment:
Motivational
Leadership:
1.) I
conduct
myself
with
a
high
level
of
professionalism.
2.) I
encourage
my
members
to
participate
and
ask
questions.
3.) I
keep
a
high
energy
level
during
meetings
4.) I
motivate
my
team
to
achieve
project
goals
and
objectives.
5.) I
quickly
and
effectively
resolve
interpersonal
conflicts
within
my
team
Strategic
Management:
1.) I
am
a
resourceful
problem
solver.
2.) I
can
give
step
by
step
instructions
on
how
to
complete
a
task
3.) I
use
SMART
goals
to
set
the
direction
of
the
team.
4.) I
make
clear
plans
for
my
team
to
follow
5.) I
make
effective
use
of
the
resources
at
my
disposal
Effective
Communication:
1.) I
reply
to
emails
and
phone
calls
promptly
2.) I
speak
clearly
and
in
a
professional
manner
3.) I
provide
feedback
to
my
team
on
a
regular
basis
4.) I
navigate
political
or
diplomatic
situations
with
ease
5.) I
clearly
expresses
goals,
objectives,
and
expectations

10. 10
Delegation:
1.) I
provide
consistent,
timely,
and
constructive
feedback
to
subordinates
2.) I
ask
for
help
when
necessary
3.) I
communicate
clear
expectations
for
tasks
4.) I
provide
all
necessary
resources
and
information
needed
to
complete
tasks
5.) I
know
about
resources
both
inside
and
outside
of
Enactus
UNCC
Time
Management:
1.) I
make
effective
use
of
project
meeting
time
2.) I
create
and
stick
to
meeting
agendas.
3.) I
try
to
respect
the
time
commitments
of
subordinate
members
4.) I
create
timelines
for
project
deliverables
and
enforce
them
5.) I
set
priorities
effectively
Direct
Reports:
Motivational
Leadership:
1.) My
Project
Leader
conducts
themselves
in
a
professional
manner
2.) My
Project
Leader
makes
me
feel
comfortable
asking
questions
and
encourages
me
to
participate.
3.) My
Project
Leader
has
high
energy
during
the
meetings.
4.)
My
Project
Leader
motivates
me
to
achieve
project
goals
and
objectives.
5.) My
Project
Leader
quickly
and
effectively
resolves
interpersonal
conflicts
within
the
team.
Strategic
Management:
1.) My
Project
Leader
is
resourceful
when
solving
problems.
2.) My
Project
Leader
can
give
clear
instructions
on
how
to
complete
a
task,
step
by
step.
3.) My
Project
Leader
uses
SMART
(Specific,
Measurable,
Actionable,
Realistic,
Time-­‐Bound)
goals.
4.) My
Project
Leader
can
deal
with
ambiguity.
5.) My
Project
Leader
has
a
written
plan
for
the
direction
of
the
project.
Effective
Communication:
1.) My
Project
Leader
responds
promptly
to
emails
and
phone
calls
2.) My
Project
Leader
provides
clear
and
concise
directions
3.) My
Project
Leader
speaks
clearly
and
in
a
professional
manner
4.) My
Project
Leader
provides
feedback
on
a
regular
basis
5.) My
Project
Leader
clearly
expresses
goals,
objectives,
and
expectations
Delegation:
1.) My
Project
Leader
provides
consistent,
timely,
and
constructive
feedback
to
subordinates
2.) My
Project
Leader
asks
for
help
when
necessary
3.) My
Project
Leader
communicates
clear
expectations
for
tasks
4.) My
Project
Leader
provides
me
with
all
the
necessary
resources
and
information
needed
to
complete
tasks
5.) My
Project
Leader
is
knowledgeable
about
resources
both
inside
and
outside
of
Enactus
UNCC

11. 11
Time
Management:
1.) My
Project
Leader
makes
effective
use
of
project
meeting
time
2.) My
Project
Leader
creates
and
sticks
to
meeting
agendas.
3.) My
Project
Leader
respects
the
time
commitments
of
subordinate
members
4.) My
Project
Leader
creates
timelines
for
project
deliverables
and
enforce
them
5.) My
Project
Leader
sets
priorities
effectively
Supervisor:
Motivational
Leadership:
1.) This
Project
Leader
conducts
themselves
in
a
professional
manner
2.) This
Project
Leader
motivates
me
to
perform
at
a
higher
level
3.) This
Project
Leader
has
high
energy
during
the
meetings.
4.) This
Project
Leader
motivates
their
members
to
achieve
project
goals
and
objectives.
5.) This
Project
Leader
quickly
and
effectively
resolves
interpersonal
conflicts
within
the
team.
Strategic
Management:
1.) This
Project
Leader
is
resourceful
when
solving
problems.
2.) This
Project
Leader
can
give
clear
instructions
on
how
to
complete
a
task,
step
by
step.
3.) This
Project
Leader
uses
SMART
(Specific,
Measurable,
Actionable,
Realistic,
Time-­‐Bound)
goals.
4.) This
Project
Leader
can
deal
with
ambiguity.
5.) This
Project
Leader
has
a
written
plan
for
the
direction
of
the
project.
Effective
Communication:
1.) This
Project
Leader
responds
promptly
to
emails
and
phone
calls
2.) This
Project
Leader
provides
clear
and
concise
directions
3.) This
Project
Leader
speaks
clearly
and
in
a
professional
manner
4.) This
Project
Leader
provides
feedback
on
a
regular
basis
5.) This
Project
Leader
clearly
expresses
goals,
objectives,
and
expectations
Delegation:
1.) This
Project
Leader
provides
consistent,
timely,
and
constructive
feedback
to
subordinates
2.) This
Project
Leader
asks
for
help
when
necessary
3.) This
Project
Leader
communicates
clear
expectations
for
tasks
4.) This
Project
Leader
provides
me
with
all
the
necessary
resources
and
information
needed
to
complete
tasks
5.) This
Project
Leader
is
knowledgeable
about
resources
both
inside
and
outside
of
Enactus
UNCC
Time
Management:
1.) This
Project
Leader
makes
effective
use
of
project
meeting
time
2.) This
Project
Leader
creates
and
sticks
to
meeting
agendas.
3.) This
Project
Leader
respects
the
time
commitments
of
subordinate
members
4.) This
Project
Leader
creates
timelines
for
project
deliverables
and
enforce
them
5.) This
Project
Leader
sets
priorities
effectively

12. 12
Peers:
Motivational
Leadership:
1.) This
Project
Leader
conducts
themselves
in
a
professional
manner
2.) This
Project
Leader
motivates
me
to
perform
at
a
higher
level
3.) This
Project
Leader
has
high
energy
during
the
meetings.
4.) This
Project
Leader
motivates
their
members
to
achieve
project
goals
and
objectives.
5.) This
Project
Leader
quickly
and
effectively
resolves
interpersonal
conflicts
within
the
team.
Strategic
Management:
1.) This
Project
Leader
is
resourceful
when
solving
problems.
2.) This
Project
Leader
can
give
clear
instructions
on
how
to
complete
a
task,
step
by
step.
3.) This
Project
Leader
uses
SMART
(Specific,
Measurable,
Actionable,
Realistic,
Time-­‐Bound)
goals.
4.) This
Project
Leader
can
deal
with
ambiguity.
5.) This
Project
Leader
has
a
written
plan
for
the
direction
of
the
project.
Effective
Communication:
1.) This
Project
Leader
responds
promptly
to
emails
and
phone
calls
2.) This
Project
Leader
provides
clear
and
concise
directions
3.) This
Project
Leader
speaks
clearly
and
in
a
professional
manner
4.) This
Project
Leader
provides
feedback
on
a
regular
basis
5.) This
Project
Leader
clearly
expresses
goals,
objectives,
and
expectations
Delegation:
1.) This
Project
Leader
provides
consistent,
timely,
and
constructive
feedback
to
subordinates
2.) This
Project
Leader
asks
for
help
when
necessary
3.) This
Project
Leader
communicates
clear
expectations
for
tasks
4.) This
Project
Leader
provides
me
with
all
the
necessary
resources
and
information
needed
to
complete
tasks
5.) This
Project
Leader
is
knowledgeable
about
resources
both
inside
and
outside
of
Enactus
UNCC
Time
Management:
1.) This
Project
Leader
makes
effective
use
of
project
meeting
time
2.) This
Project
Leader
creates
and
sticks
to
meeting
agendas.
3.) This
Project
Leader
respects
the
time
commitments
of
subordinate
members
4.) This
Project
Leader
creates
timelines
for
project
deliverables
and
enforce
them
5.) This
Project
Leader
sets
priorities
effectively

13. 13
Leadership
Development
Plan
Name:
Project:
Scores:
Motivational
Leadership
Strategic
Management
Effective
Communication
Delegation
Time
Management
Self
Assessment
Direct
Reports
Supervisor
Peers
Totals:
*These
scores
are
averages
for
each
category
Key
Strengths:
Developmental
Opportunities:
Developmental
Action
Plan:
Focus
Area
Action
Plan
Resources
Required
Learning
Outcome
Sources:
http://www.shrm.org/hrdisciplines/orgempdev/articles/pages/individualdevelopmentplans.aspx

14. 14
Instructions
for
utilizing
the
system
Step
1:
Give
all
current
and
upcoming
project
leaders
a
copy
of
the
Project
Leader
Job
Description
and
competency
model
and
allow
them
to
review
the
expectations
and
ensure
they
understand
how
they
will
be
evaluated.
Answer
any
questions
regarding
specific
behaviors
and
performance
standards.
Ensure
that
they
understand
they
will
be
receiving
feedback
on
their
performance
from
all
angles
(supervisors,
peers,
and
direct
reports).
Step
2:
Email
link
to
survey
to
all
Project
Leaders,
project
members,
the
Vice
President
of
Operations,
and
community
partners*
(*optional).
Be
sure
to
communicate
when
you
would
like
the
surveys
to
be
completed
and
that
the
responses
are
completely
anonymous
and
are
for
the
personal
and
professional
development
of
the
project
leader
only.
Project
Leaders
are
expected
to
fill
out
a
survey
rating
their
own
performance.
Step
3:
Export
results
from
OrgSync
into
an
excel
file
and
plug
values
into
corresponding
scoring
sheet.
The
scoring
sheet
will
automatically
generate
averages
for
each
category.
Step
4:
Transpose
these
category
averages
into
the
Leadership
Development
Plan
and
make
note
of
any
significantly
low
or
high
scores
in
the
strengths
and
opportunities
section
of
the
plan.
Also
identify
any
major
disconnects
between
the
self-­‐assessment
scores
and
the
direct
report
and
supervisor
scores.
Step
5:
Set
a
meeting
with
the
Project
Leader
to
discuss
results.
It
is
critical
that
the
Project
Leader
understands
that
these
results
are
for
feedback
and
developmental
purposes
only
and
will
not
result
in
any
adverse
action.
The
Project
Leader
should
understand
that
this
feedback
system
is
designed
for
the
purpose
of
helping
them
develop
and
grow
their
leadership
skills
to
be
more
competitive
in
the
workplace
post
graduation.
Keep
the
dialogue
positive
and
encouraging.
Step
6:
Walk
through
the
scores
and
key
strengths
and
developmental
opportunities
with
the
project
leader.
Identify
3-­‐4
opportunities
for
development
and
collaboratively
create
an
action
plan
to
improve
these
skills.
Ensure
that
the
action
plan
is
complete
with
dates
for
completing
the
activity
and
expected
learning
outcomes.
You
may
utilize
any
Enactus
USA
or
UNC
Charlotte
resources
for
this
plan.
This
may
include
but
is
not
limited
to:
• The
University
Career
Center
Resources
• The
Center
for
Professional
Development
• The
Center
for
Academic
Excellence
• Enactus
USA
Online
Resources
• Project
Management
Institute
Workshops
*Please
see
Appendix
1
for
copies
of
resources
offered
by
these
organizations.
Step
7:
Schedule
a
follow
up
meeting
to
track
progress
on
Leadership
Development
Plan
and
continue
to
track
progress
of
Project
Leaders
over
time.
Ideally
this
performance
appraisal
will
be
completed
quarterly
for
each
and
every
Project
Leader.