MEMORANDUM

Date: October 4th, 2016

To: Raziel Ungar
From: Emily Oceretko
Subject: Rudy Lyons Performance Review

As requested, I have summarized Rudy Lyons performance evaluations with

Eller Inc. to better influence the decision of promotion. I highlighted the
categories, content, and comparisons of the evaluations, as well as how Rudy
Lyons is not prepared for a promotion.

Categories and Scale

Lyons was evaluated on four categories: citizenship, teamwork, leadership,
and technical competency. Within each category are several statements,
shown below, underlining the standards for Eller Inc. that are to be rated on
a scale of 0 (almost never) to 5 (perfection), in terms of performance.
CitizenshipBehaviors Teamwork Leadership TechnicalCompetency
Participatesingroup Solicitsdivergentopinionsfrom Canexplainownworkto
Arrivespromptlytogroupmeetings
discussions others others
Providesfeedbackinamature,professional Suggestsimportantissuesfor
Offersideas/suggestions Submittedworkiscomplete
manner discussion
Keepsdiscussionfocusedonkey
Completesassignedworkontime Isopentocriticism Conductsresearchasneeded
issues
Acknowledgesexpertiseof Doesnotwaitforassignments
Contributestopositivecommunicationclimate
others fromothers
Willingtogiveandtake;
Isfullypreparedforeachgroupmeeting Pullsprojecttogether
flexible
Listensattentivelytoothers
Followsthroughonpromises

Peer-Evaluation
Five of Lyons team members completed the evaluation. Each evaluator rated
each statement within the categories similarly. Of the four categories,
statements summarizing his effective communication, input, and general
understanding scored high with 4s and 5s. However, the statements
describing his physical involvement and completion of work received poor
scores such as 1s and 2s. The team enjoys his personality; but, he is not
trusted to complete tasks effectively. As a consensus, it is understood that
Rudy needs to work on time management and carrying his weight with team
projects.

Self-Evaluation
A self-evaluation completed by Lyons reveals that he thinks highly of himself
as a member and a leader. Each statement in the categories received a four
or a five, which shows he believes he has met the standards. Despite his self-
confidence, Lyons did admit to his failure to attend the group meetings on
time. In sum, Lyons has a strong contrast in beliefs of his personal
performance compared to his peers. Shown below is a depiction of the
contrast between Rudy Lyons and his peers evaluations.

Average Scores per Skill Category

Citizenship Technical
Teamwork Leadership
Behaviors Competency
Evaluator 1 3 4.1 3.4 4
Evaluator 2 3 4.1 3 3
Evaluator 3 3 2.9 2.8 3
Evaluator 4 3 4.3 3.2 3.3
Evaluator 5 2 3.4 2.4 3
TOTAL
2.8 3.76 2.96 3.26
AVERAGE
Self-
Evaluatio 4.8 4.7 5 5
n

Summary
This quantifiable comparison of Lyons and his peers beliefs of his
performance encompasses his room for improvement. The blue row depicts
the total averages collected per category from Lyons team members. The
green row shows how Lyons graded himself in each category. The chart
highlights a strong difference in the average scores per category per
evaluation and the self-evaluation. It is important that these average scores
are brought up holistically with personal training and preparation.

Recommendation
I recommend that Rudy Lyons receives further development with citizenship,
teamwork, leadership and technical skills before being promoted at Eller Inc.
Lyons does not realize how his peers feel about him and how he, as an
individual, is performing. It is necessary that Lyons is reminded of his duties
and the importance of the companys standards; providing that, he can
improve his performance and readiness for promotion. Therefore, a change in
status is not advised at this time. If there are any further questions regarding
my recommendation or the evaluations of Rudy Lyons, please contact me at
eoceretko@email.arizona.edu.