This document contains a performance review for an employee named Carman. It includes:
1) A list of core values and keys to success that are rated, including integrity, teamwork, performance, and learning.
2) Comments that highlight Carman's professionalism, willingness to take on additional responsibilities, knowledge in their job, ability to efficiently obtain necessary information, and respect from peers.
3) Recognition of Carman's balanced and even-tempered attitude under pressure, positive outlook, strong working relationships, thoroughness, attention to detail, writing skills, and willingness to edit others' work.
4) An appreciation for Carman's contributions in 2003 and encouragement to seek other opportunities to use
Managers across several organisations were asked to rate on a 5 pointer scale (from strongly disagree (1) to strongly agree (5), 18 statements.
In the presentation we are sharing three such data sets. Can you tell us basis the scores (% strongly agreeing) represented as radar charts for responding managers what is your interpretation ?
Our ethics says a lot about our personality and even more so if it is in the work environment. We must always act with values and good manners when we speak with others.
Managers across several organisations were asked to rate on a 5 pointer scale (from strongly disagree (1) to strongly agree (5), 18 statements.
In the presentation we are sharing three such data sets. Can you tell us basis the scores (% strongly agreeing) represented as radar charts for responding managers what is your interpretation ?
Our ethics says a lot about our personality and even more so if it is in the work environment. We must always act with values and good manners when we speak with others.
Employers want to work with people who have a strong work ethic. Those who possess this trait are better employees who get the job done, no matter what. They often require less oversight on daily activities and managers are able to rely upon them to complete bigger tasks. Here are five factors to look for that demonstrate a strong work ethic.
Most valued workplace skills employee seek in 2017Bizeducator.com
Top Valued Workplace Skills include leadership , organizational, communication , interpersonal ,computer,analytical, problem solving, time management, mathematical and professional skills.
MBA 687 Employee Engagement Surveys Response Rate AbramMartino96
MBA 687: Employee Engagement Surveys
Response Rate
The survey response rate is the first indication of the level of employee engagement
in any organization. Of the 140 employees invited to take the survey, 40 responded,
which is a response rate of 28.5%. As a rule, rates higher than 50% are best, while
rates lower than 40% may indicate trust problems within the organization, lack of
faith in leadership, and employees’ reluctance to engage in improvement efforts
until leadership demonstrates a clear commitment to change.
Company Data
1. Years of service with this organization
Less than 1: 52.5% of respondents
1–2: 27.5% of respondents
3–5: 15% of respondents
6–10: 2.5% of respondents
11–15: 0
16+: 0
Prefer not to answer: 2.5% of respondents
2. My race/ethnic identification
African American or Black: 60% of respondents
Hispanic or Latino/a/x: 12.5% of respondents
Anglo American or White: 12.5% of respondents
Asian: 5% of respondents
American Indian or Pacific Islander: 0
Multiracial or Other: 7.5% of respondents
Prefer not to answer: 2.5% of respondents
3. I am currently in a supervisory role
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
4. I received a merit increase during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 5% of respondents
5. I received a promotion during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
6. I plan to be working for this organization in one year
Yes: 60% of respondents
No: 12.5% of respondents
Prefer not to answer: 27.5% of respondents
Employee Engagement Questions
Professional Development:
• In the last six months, my manager has talked to me about my progress, and
we developed goals to help me grow.
o 36% agreement
• I am satisfied with the on-the-job training I have received.
o 27% agreement
• There is adequate cross-training in my department.
o 36% agreement
Company Vision, Values, and Mission:
• I am familiar with the company’s vision and values.
o 26% agreement
• I have a clear understanding of the organization’s direction.
o 36% agreement
• The organization is changing for the better.
o 26% agreement
Teamwork or Workgroup:
• I receive the support I need from employees in my workgroup to do my job
effectively.
o 89% agreement
• My coworkers make me feel that I am part of the team.
o 78% agreement
• I trust my coworkers.
o 83% agreement
• My workgroup cooperates to get the job done.
o 73% agreement
Senior Leader/Middle Manager:
• Senior leaders focus on creating a positive team atmosphere.
o 36% agreement
• Senior leaders are open, honest, and transparent.
o 36% agreement
• Senior leaders encourage and empower me to take initiative and suggest
improvements.
o 26% agreement
• My middle manager is open, honest, and transparent. ...
MBA 687 Employee Engagement Surveys Response Rate CicelyBourqueju
MBA 687: Employee Engagement Surveys
Response Rate
The survey response rate is the first indication of the level of employee engagement
in any organization. Of the 140 employees invited to take the survey, 40 responded,
which is a response rate of 28.5%. As a rule, rates higher than 50% are best, while
rates lower than 40% may indicate trust problems within the organization, lack of
faith in leadership, and employees’ reluctance to engage in improvement efforts
until leadership demonstrates a clear commitment to change.
Company Data
1. Years of service with this organization
Less than 1: 52.5% of respondents
1–2: 27.5% of respondents
3–5: 15% of respondents
6–10: 2.5% of respondents
11–15: 0
16+: 0
Prefer not to answer: 2.5% of respondents
2. My race/ethnic identification
African American or Black: 60% of respondents
Hispanic or Latino/a/x: 12.5% of respondents
Anglo American or White: 12.5% of respondents
Asian: 5% of respondents
American Indian or Pacific Islander: 0
Multiracial or Other: 7.5% of respondents
Prefer not to answer: 2.5% of respondents
3. I am currently in a supervisory role
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
4. I received a merit increase during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 5% of respondents
5. I received a promotion during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
6. I plan to be working for this organization in one year
Yes: 60% of respondents
No: 12.5% of respondents
Prefer not to answer: 27.5% of respondents
Employee Engagement Questions
Professional Development:
• In the last six months, my manager has talked to me about my progress, and
we developed goals to help me grow.
o 36% agreement
• I am satisfied with the on-the-job training I have received.
o 27% agreement
• There is adequate cross-training in my department.
o 36% agreement
Company Vision, Values, and Mission:
• I am familiar with the company’s vision and values.
o 26% agreement
• I have a clear understanding of the organization’s direction.
o 36% agreement
• The organization is changing for the better.
o 26% agreement
Teamwork or Workgroup:
• I receive the support I need from employees in my workgroup to do my job
effectively.
o 89% agreement
• My coworkers make me feel that I am part of the team.
o 78% agreement
• I trust my coworkers.
o 83% agreement
• My workgroup cooperates to get the job done.
o 73% agreement
Senior Leader/Middle Manager:
• Senior leaders focus on creating a positive team atmosphere.
o 36% agreement
• Senior leaders are open, honest, and transparent.
o 36% agreement
• Senior leaders encourage and empower me to take initiative and suggest
improvements.
o 26% agreement
• My middle manager is open, honest, and transparent. ...
For the Powerpoint, it was my goal to explore the majors in the Kelley School of Business, along with the career possibilities associated with them. I used results from multiple personality tests, such as Kiersey, to explore career paths that would best suit my values, skills, personality and interests.
Market based management: getting results from your organizationQuentin Christensen
Market-Based Management enables organizations to succeed in the long term by applying the principles that allow free societies to prosper - from the Charles Koch Institute. This is a summary of the key concepts of market-based management: vision, virtues and talents, knowledge process, decision rights, and incentives. This principles enable well run organizations.
From Diversity Zero to Hero: The GoDaddy Transformation StoryLever Inc.
Overhauling a company's reputation, brand and culture is no small feat, but over the last five years, GoDaddy has achieved a full-scale transformation. Katee Van Horn, the company's VP of Global Engagement and Inclusion, has been there throughout. Here, she brings us behind the scenes to show what it's taken to elevate GoDaddy to one of the most admired workplaces for diversity, and particularly for women in tech.
Employers want to work with people who have a strong work ethic. Those who possess this trait are better employees who get the job done, no matter what. They often require less oversight on daily activities and managers are able to rely upon them to complete bigger tasks. Here are five factors to look for that demonstrate a strong work ethic.
Most valued workplace skills employee seek in 2017Bizeducator.com
Top Valued Workplace Skills include leadership , organizational, communication , interpersonal ,computer,analytical, problem solving, time management, mathematical and professional skills.
MBA 687 Employee Engagement Surveys Response Rate AbramMartino96
MBA 687: Employee Engagement Surveys
Response Rate
The survey response rate is the first indication of the level of employee engagement
in any organization. Of the 140 employees invited to take the survey, 40 responded,
which is a response rate of 28.5%. As a rule, rates higher than 50% are best, while
rates lower than 40% may indicate trust problems within the organization, lack of
faith in leadership, and employees’ reluctance to engage in improvement efforts
until leadership demonstrates a clear commitment to change.
Company Data
1. Years of service with this organization
Less than 1: 52.5% of respondents
1–2: 27.5% of respondents
3–5: 15% of respondents
6–10: 2.5% of respondents
11–15: 0
16+: 0
Prefer not to answer: 2.5% of respondents
2. My race/ethnic identification
African American or Black: 60% of respondents
Hispanic or Latino/a/x: 12.5% of respondents
Anglo American or White: 12.5% of respondents
Asian: 5% of respondents
American Indian or Pacific Islander: 0
Multiracial or Other: 7.5% of respondents
Prefer not to answer: 2.5% of respondents
3. I am currently in a supervisory role
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
4. I received a merit increase during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 5% of respondents
5. I received a promotion during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
6. I plan to be working for this organization in one year
Yes: 60% of respondents
No: 12.5% of respondents
Prefer not to answer: 27.5% of respondents
Employee Engagement Questions
Professional Development:
• In the last six months, my manager has talked to me about my progress, and
we developed goals to help me grow.
o 36% agreement
• I am satisfied with the on-the-job training I have received.
o 27% agreement
• There is adequate cross-training in my department.
o 36% agreement
Company Vision, Values, and Mission:
• I am familiar with the company’s vision and values.
o 26% agreement
• I have a clear understanding of the organization’s direction.
o 36% agreement
• The organization is changing for the better.
o 26% agreement
Teamwork or Workgroup:
• I receive the support I need from employees in my workgroup to do my job
effectively.
o 89% agreement
• My coworkers make me feel that I am part of the team.
o 78% agreement
• I trust my coworkers.
o 83% agreement
• My workgroup cooperates to get the job done.
o 73% agreement
Senior Leader/Middle Manager:
• Senior leaders focus on creating a positive team atmosphere.
o 36% agreement
• Senior leaders are open, honest, and transparent.
o 36% agreement
• Senior leaders encourage and empower me to take initiative and suggest
improvements.
o 26% agreement
• My middle manager is open, honest, and transparent. ...
MBA 687 Employee Engagement Surveys Response Rate CicelyBourqueju
MBA 687: Employee Engagement Surveys
Response Rate
The survey response rate is the first indication of the level of employee engagement
in any organization. Of the 140 employees invited to take the survey, 40 responded,
which is a response rate of 28.5%. As a rule, rates higher than 50% are best, while
rates lower than 40% may indicate trust problems within the organization, lack of
faith in leadership, and employees’ reluctance to engage in improvement efforts
until leadership demonstrates a clear commitment to change.
Company Data
1. Years of service with this organization
Less than 1: 52.5% of respondents
1–2: 27.5% of respondents
3–5: 15% of respondents
6–10: 2.5% of respondents
11–15: 0
16+: 0
Prefer not to answer: 2.5% of respondents
2. My race/ethnic identification
African American or Black: 60% of respondents
Hispanic or Latino/a/x: 12.5% of respondents
Anglo American or White: 12.5% of respondents
Asian: 5% of respondents
American Indian or Pacific Islander: 0
Multiracial or Other: 7.5% of respondents
Prefer not to answer: 2.5% of respondents
3. I am currently in a supervisory role
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
4. I received a merit increase during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 5% of respondents
5. I received a promotion during the past two years
Yes: 7.5% of respondents
No: 90% of respondents
Prefer not to answer: 2.5% of respondents
6. I plan to be working for this organization in one year
Yes: 60% of respondents
No: 12.5% of respondents
Prefer not to answer: 27.5% of respondents
Employee Engagement Questions
Professional Development:
• In the last six months, my manager has talked to me about my progress, and
we developed goals to help me grow.
o 36% agreement
• I am satisfied with the on-the-job training I have received.
o 27% agreement
• There is adequate cross-training in my department.
o 36% agreement
Company Vision, Values, and Mission:
• I am familiar with the company’s vision and values.
o 26% agreement
• I have a clear understanding of the organization’s direction.
o 36% agreement
• The organization is changing for the better.
o 26% agreement
Teamwork or Workgroup:
• I receive the support I need from employees in my workgroup to do my job
effectively.
o 89% agreement
• My coworkers make me feel that I am part of the team.
o 78% agreement
• I trust my coworkers.
o 83% agreement
• My workgroup cooperates to get the job done.
o 73% agreement
Senior Leader/Middle Manager:
• Senior leaders focus on creating a positive team atmosphere.
o 36% agreement
• Senior leaders are open, honest, and transparent.
o 36% agreement
• Senior leaders encourage and empower me to take initiative and suggest
improvements.
o 26% agreement
• My middle manager is open, honest, and transparent. ...
For the Powerpoint, it was my goal to explore the majors in the Kelley School of Business, along with the career possibilities associated with them. I used results from multiple personality tests, such as Kiersey, to explore career paths that would best suit my values, skills, personality and interests.
Market based management: getting results from your organizationQuentin Christensen
Market-Based Management enables organizations to succeed in the long term by applying the principles that allow free societies to prosper - from the Charles Koch Institute. This is a summary of the key concepts of market-based management: vision, virtues and talents, knowledge process, decision rights, and incentives. This principles enable well run organizations.
From Diversity Zero to Hero: The GoDaddy Transformation StoryLever Inc.
Overhauling a company's reputation, brand and culture is no small feat, but over the last five years, GoDaddy has achieved a full-scale transformation. Katee Van Horn, the company's VP of Global Engagement and Inclusion, has been there throughout. Here, she brings us behind the scenes to show what it's taken to elevate GoDaddy to one of the most admired workplaces for diversity, and particularly for women in tech.
1. J
PERFORMANCE RATINGS: CORE VALUES AND KEYS TO SUCCESS EFFECTIVENESS APPRAISAL
Approved By: Rick Lecompte Review Period Starts: 1/1/03 Ends: 12/31/03
Core Values Kevs To Success
Integrity:
j Rating: +
People contributing at their full potential. Everyone can_____
I Rating: +
make a difference:
. ls a responsible corporate citizen committed to the health and safety of people, . Understands our priorities and performance goals .
protection of the environment, and compliance with laws, regulations, and company . Drives to do their part every d a y .
policies. . Supports new ideas and takes appropriate risks.
. ls honest, trustworthy, respectful and ethical In his or her actions. . Takes action to find and correct problems.
. Honors commitments. . Commends others on a job well done.
. ls accountable for his or her actions, successes and failures .
Teamwork:
j Rating: +
Delivering unmatched value to our customers:
j Rating: +
. ls committed to common goals. . Makes it easy for customers to do business with us.
. Actively participates on the .S H I team. . listens to their customers and understands their needs.
. Openly communicates up, down and across the organization. . Plans ahead to deliver innovative, cost -effective solutions.
. Values diversity . . ls dedicated to safe, flawless execution and top quality results.
. Willingly shares resources .
Performance:
I Rating: +
Is cost efficient in everything we do: ]"_Ratin0--
. Focuses on what is important . Works to maintain a competitive cost structure for the long-term.
. Can establish and communicate clear expectations. . Utilizes shared services to control cost for the enterprise.
. Relentlessly pursues success . . Seeks the best value for Baker Hughes in their relations/lips with suppliers.
. Strives for flawless execution . . Ruthlessly eliminates waste without compromising safety or q u a l i t y .
. Works hard, celebrates successes and learns from failures .
. Continuously look for new ways to improve our products, services and processes .
Learning:
I Rating: +
Employing our resources effectively:
I Rating: I
. Is committed to developing his or her full potential, in their chosen career with . Assigns people where they can make the biggest contribution.
Baker Hughes. . Allocates investments to leverage the best opportunities for Baker H u g h e s .
. Learns from sharing past decisions and actions, both good and bad, to continuously . Handles company assets as if they were our own .
improve performance. . Contributes to or manages our balance sheet to enhance return on investment.
. Improves by benchmarking and adopting best practices .
Comments: Highlights - Carman, since taking on this role last year, you brought a high degree of professionalism and have represented MFG. very w e l l .
You are a self-starter whom I frequently trust to take on tasks such as preparing presentations and reports. I appreciate your willingness to put in the
additional time and to take on an added level of responsibility. You are very knowledgeable about what is necessary to perform effectively in your job. When
you do not know something, you are able to pinpoint what is needed and get the necessary information very efficiently. You actively keep up-to-date with
developments in software and are keen to keep your skills honed. You are widely respected by your peers and add much value to the organization through your
knowledge. You stay balanced a n d even-tempered under pressure and are a good person to handle a challenging situation. You keep a positive attitude, do not
allow yourself to be rattled, and stay focused on your goals. You have built a number of strong working relationships within the company that have helped you
achieve your goals. You are thorough and produce high quality work. You pay close attention to details and perform with accuracy and effectiveness.
Your writing is outstanding and a real asset to the team. You have a good ear for language and are always willing to edit other people's work when asked. I
want to thank you for your contributions and encourage you to look for other opportunities to use your writing talents.
I
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a,J 4-�'
Thank you for doing a great job in 2003, your efforts are appreciated.
![J
PERFORMANCE RATINGS: CORE VALUES AND KEYS TO SUCCESS EFFECTIVENESS APPRAISAL
Approved By: Rick Lecompte Review Period Starts: 1/1/03 Ends: 12/31/03
Core Values Kevs To Success
Integrity:
j Rating: +
People contributing at their full potential. Everyone can_____
I Rating: +
make a difference:
. ls a responsible corporate citizen committed to the health and safety of people, . Understands our priorities and performance goals .
protection of the environment, and compliance with laws, regulations, and company . Drives to do their part every d a y .
policies. . Supports new ideas and takes appropriate risks.
. ls honest, trustworthy, respectful and ethical In his or her actions. . Takes action to find and correct problems.
. Honors commitments. . Commends others on a job well done.
. ls accountable for his or her actions, successes and failures .
Teamwork:
j Rating: +
Delivering unmatched value to our customers:
j Rating: +
. ls committed to common goals. . Makes it easy for customers to do business with us.
. Actively participates on the .S H I team. . listens to their customers and understands their needs.
. Openly communicates up, down and across the organization. . Plans ahead to deliver innovative, cost -effective solutions.
. Values diversity . . ls dedicated to safe, flawless execution and top quality results.
. Willingly shares resources .
Performance:
I Rating: +
Is cost efficient in everything we do: ]"_Ratin0--
. Focuses on what is important . Works to maintain a competitive cost structure for the long-term.
. Can establish and communicate clear expectations. . Utilizes shared services to control cost for the enterprise.
. Relentlessly pursues success . . Seeks the best value for Baker Hughes in their relations/lips with suppliers.
. Strives for flawless execution . . Ruthlessly eliminates waste without compromising safety or q u a l i t y .
. Works hard, celebrates successes and learns from failures .
. Continuously look for new ways to improve our products, services and processes .
Learning:
I Rating: +
Employing our resources effectively:
I Rating: I
. Is committed to developing his or her full potential, in their chosen career with . Assigns people where they can make the biggest contribution.
Baker Hughes. . Allocates investments to leverage the best opportunities for Baker H u g h e s .
. Learns from sharing past decisions and actions, both good and bad, to continuously . Handles company assets as if they were our own .
improve performance. . Contributes to or manages our balance sheet to enhance return on investment.
. Improves by benchmarking and adopting best practices .
Comments: Highlights - Carman, since taking on this role last year, you brought a high degree of professionalism and have represented MFG. very w e l l .
You are a self-starter whom I frequently trust to take on tasks such as preparing presentations and reports. I appreciate your willingness to put in the
additional time and to take on an added level of responsibility. You are very knowledgeable about what is necessary to perform effectively in your job. When
you do not know something, you are able to pinpoint what is needed and get the necessary information very efficiently. You actively keep up-to-date with
developments in software and are keen to keep your skills honed. You are widely respected by your peers and add much value to the organization through your
knowledge. You stay balanced a n d even-tempered under pressure and are a good person to handle a challenging situation. You keep a positive attitude, do not
allow yourself to be rattled, and stay focused on your goals. You have built a number of strong working relationships within the company that have helped you
achieve your goals. You are thorough and produce high quality work. You pay close attention to details and perform with accuracy and effectiveness.
Your writing is outstanding and a real asset to the team. You have a good ear for language and are always willing to edit other people's work when asked. I
want to thank you for your contributions and encourage you to look for other opportunities to use your writing talents.
I
((!I .i/24�7
i
o v
�
a,J 4-�'
Thank you for doing a great job in 2003, your efforts are appreciated.](https://image.slidesharecdn.com/dc38ed85-e945-493f-8cbd-67269867645c-170105204740/85/CDV_Baker-Hughes-Review-1-320.jpg)
