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18 lines
3.5 KiB
18 lines
3.5 KiB
4 months ago
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tgwall&angelo.libertino.civ&LAP_3&6.0.0&&&LAP_3&&&terry@terrywall.com, bcarico@actscorp.com&N.Y.N.N.Y.N.N.N.N.N
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1.1.o.o.o.1.&LAP_3.001&LAP_3.002&LAP_3.003&LAP_3.004&LAP_3.005&LAP_3.006&LAP_3.007&LAP_3.008&LAP_3.009&LAP_3.010&LAP_3.011&LAP_3.012&LAP_3.013&LAP_3.014&LAP_3.015&LAP_3.016&LAP_3.017&LAP_3.018&LAP_3.019&LAP_3.020&LAP_3.021&LAP_3.022&LAP_3.023&LAP_3.024&LAP_3.025
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&::P1.0:1:1:0&::P1.0:1:1:0&::P2.0:1:1:0&::P2.0:1:1:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P7.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P7.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P7.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P8.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P8.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P8.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P9.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P9.0:1:5:0&::P9.0:1:1:0
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&My Branch is responsible for Data Collection, Analysis, Modeling, and Simulation for Army systems and networks.::&Constantly asking employees for feedback both positive and negative, mainly focusing on the negative, asking for support vice telling folks what to do, goals are set and accomplished satisfactorily, straight-forwardness, knowledge of my employees strengths and weaknesses, self-awareness, consistency in dealing with problems that arise, and honesty/fairness across the board with all employees. ::&Nothing specific. Just take what Ive learned in my CES courses and what Ive learned by performing Meyers Briggs and most recently the DiSC.::&I ask for constant feedback from all my employees.::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?2?xxx?xxx::It depends on my mood. If in a good mood, I feel that others can approach me and disagree with me. Also depends on the tone they use when disagreeing. Constructive criticism is good, general criticism just to criticize I have a low tolerance for.&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?2?xxx?xxx::Again, if folks come to discuss matters and use feeling words, I listen intently and will drop what Im doing. If Im rushed for time and I cant see urgency in their body language, I may not be as focused.&?xxx?xxx?xxx?xxx?4::&?xxx?1?xxx?xxx?xxx::Recent re-organizations of the Division and a lack of front office leadership has resulted in a lack of focus and an non-existent Vision/Mission statement.&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?2?xxx?xxx::Depends on the topic importance, moods, and ongoing actions.&?xxx?xxx?xxx?xxx?4::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::&?xxx?1?xxx?xxx?xxx::I do performance counseling 2 times per year. There are individual folks that seek my input alot more frequently and I am happy to sit with them and provide feedback upon request or if I see a particular opportunity that would fit someones skill set.&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?2?xxx?xxx::Again depends on opportunities, requests, skillsets...etc&?xxx?1?xxx?xxx?xxx::My Branch is 100% customer funded so its sometimes hard to know if we will retain those customers from year to year and who our new customers will be. Lack of stability in the front office also concerns folks as well as myself.&?xxx?xxx?2?xxx?xxx::If I see benefits in making the change.&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::Again, Im always looking for "feeling" words when folks are discussing issues.&?xxx?xxx?xxx?xxx?4::&accomodating, compassion, approachability::
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Not Scored by Definition
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