X – Jana is BLANK expectations for initiative. Jana is always willing to assume new and challenging responsibilities. In addition, Jana has repeatedly shown the desire to increase her skills by asking for additional training. Moreover, Jana has offered multiple suggestions to team problems. She suggested possible enhancements for the ICUC and the WIC EBT card inventory management system being created by Vexcel. During the next performance period, I would like to see Jana focus on essential tasks and not always take on new assignments.
Productivity: Christina has contributed to the production of the unit by meeting the unit goals in a proficient manner when performing her assigned tasks, such as and not limited to misraps, scanning documents into FES and/or the TOKOpen databases, and IDO's.
Denise is a model employee as she is always reliable and dedicated to the team as well as the business needs and has an ability to easily adapt to any last minute schedule changes , even when they involve overtime. Another individual asset she brings to our company is her ability and desire to calm an angry or frustrated customer, which is unparalleled. It is my pleasure to repeatedly ask her to mentor new employees as soon as they start training due to her excellence in multiple areas and eager attitude to
Through her almost twenty years of service as manager, she has obtained many experiences that have shaped her into the manger she is today. She has come across many different forms of leadership. Some people
In her imagination, good managers should motivate the team, that unfortunately didn’t work well in her case. Also, good managers should be the leader, with liking, worldly and collaborative mind-sets. A good manager should know team members, their need, and opportunities. A good manager should think strategically. But all of the conception that she had regarding being good manager failed, as she still acted from salesperson perspective, still focusing on her job performance and following regional managers instruction, some of them she was unable to accomplish due to her inexperience. A good manager should develop trust with her team and provide a friendly environment within the working groups.
This commentary will provide a reflection of the author’s key skill competencies, particularly focusing on communication, teamwork, problem-solving, interpersonal skill. A summary of these keys skills will outline the author’s key strengths and areas for future improvement relative to either current weaknesses and or challenges.
Jennifer you are very dependable and you have shown your ability to complete assignments accurately and on-time as well as the ability to follow required procedures and guidelines. Jennifer you are able to work independently and with little to no direction from me. Jennifer I can depend on you to complete a priority assignment by the requested due date. Jennifer you have a 100% success rate when sending your required reports to me. If you are not able to submit a report to me by the required time frame you let me know in advance with a reason why and the date that you will be submitting the report.
Although Cami is a very valuable employee, I believe that her manager should be more directive towards her. For example, he shouldn’t let her procrastinate and reassign her tasks. It is obvious that Cami loves her job and making her tasks more certain and a bit stricter would make a positive change for everyone. The trainers and employees of the organization are already dedicated and hard-working, therefore no big changes are necessary. However, slight alterations could be beneficial as discussed above.
Julia is a successful professional in her mid-thirties who is career minded and very serious about her job. She had been in her current position for ten years, enjoyed her work and had a high level of responsibility. Julia had an excellent, trusting relationship with her manager.
Priscila Angeles is someone that while working alongside,she has demonstrated consistency in her job. In the environment that she has worked in before as a waitress it is as job that took teamwork and she has shown great skills with it. She always helped others without any hesitation. She is great at following directions as I've never found
Sue has been with Tnemec for over 30 years and knows all aspects of her job responsibilities. She has an above average level of technical administrative and procedural knowledge, but there is room for improvement in relations to Oracle and its processes. For example: When an Item is canceled or changed, Sue has to enter an Rma to make the material available for a new order. This becomes time consuming and requires familiarity of the system in order to do the processes in a timely manner. Sue is getting better at re-assigning delivery tickets, and catching errors before she releases pick tickets. To earn a higher rating, she needs to learn how to process Rma’s, and become more experienced shipping International orders. Sue is excellent with
She works to promote a positive working environment by being a loyal and committed worker. She manages different personalities in co-workers, supervisors and participants by being tactful and sincere in her communication. She welcomes new ideas, is willing to change. She develops new ideas and strategies as unique situations arise, especially with care plan request that may seem outside of policy. As an advocate, she writes up the details on challenging cases to be presented to LTSS, which are often approved in some fashion that benefits the participant. Sandra has received an email of commendation for excellent customer service and going above and beyond. She does not buckle under pressure, but will quickly assume a strong leadership role when action is needed. Sandra receives direction and feedback well from others. She informs supervisors, managers and co-workers of key issues needing attention as
The major challenges that she expressed to me were understaffing and constant bickering between certain female co-workers. With regard to understaffing, corporate has not offered any viable solutions, due to non-peak times in the ER. This means at times it is either feast or famine. The staff knows this and tends to simply suck it up and pull together when it gets busy. When co-workers come to her with a complaint she takes time to discuss the matter in depth and non-judgmentally with the employee, surprisingly in most cases she stated that after the discussion it turned out that the problem originated with the one filing the complaint. She further works with the person on strategies to be a more effective interpersonal communicator and soon the problems lessen or resolve entirely.