survey-manager/survey-nginx/secure_html/tests/complete/tgwall.beatrice.a.kovel.civ...

tgwall&beatrice.a.kovel.civ&360_Mcke&6.0.0&&&360_Mcke&&&terry@terrywall.com, bcarico@actscorp.com&N.Y.N.N.Y.N.N.N.N.N


0.1.o.o.o.1.&360_Mcke.001&360_Mcke.002&360_Mcke.003&360_Mcke.004&360_Mcke.005&360_Mcke.006&360_Mcke.007&360_Mcke.008&360_Mcke.009&360_Mcke.010&360_Mcke.011&360_Mcke.012&360_Mcke.013&360_Mcke.014&360_Mcke.015&360_Mcke.016&360_Mcke.017&360_Mcke.018&360_Mcke.019&360_Mcke.020&360_Mcke.021&360_Mcke.022&360_Mcke.023&360_Mcke.024&360_Mcke.025
&::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
&provide SATCOM services to the Army and Joint organizations.  services include R D of emerging technologies, tranfer of new tecnologies to acquisistion, support to acquistion, test and certification support and ops and mant support to  end products as well as users.::&Outstanding Team Building skills
<BR>Empathy, tempered with supervisorly requirements
<BR>Ability to break down the impossible task into bite-size or achievable chuncks
<BR>Ability to focus on problem at hand
<BR>Skill at prioritizing and translating prioroties to members of his Branch.::&John uses a chain of command leadership model that he tempers with empahty for the willi-nilliness of the civilian world.::&Decrease in the amount of complaining from Team
<BR>Increases in work output of team vs time jawing
<BR>improvements suggested by Branch members
<BR>willingness of the Div to spend money on good ideas/captital improvements
<BR>dont know how he rates l/s improvements in others::&?xxx?xxx?xxx?xxx?4::John is the best champion for the JSEC - always loking to improve cababilities in order to capture additional work.  he also ensures we have an outstanding physical plant in which to perform&?xxx?xxx?xxx?xxx?4::John listens.  he may have soem colorful sayings, but he listens and considers others viewpoints&?xxx?xxx?xxx?xxx?4::John lets his actions speak for him&?xxx?xxx?xxx?xxx?4::John has a broad spectrum of branch members as well as  internal and external customers and everyone gets his undivided attention&?xxx?xxx?xxx?xxx?4::you know where John stands on an issue and he is able to accomodate other ways of thinking&?xxx?xxx?2?xxx?xxx::&?xxx?xxx?xxx?xxx?4::John seeks outside advice or bounces ideas off others in order to make the right decision after considering alternate points of view - when he has the opportunity.  Occationally one must make a decision without study time and John always makes the call.  he does not dither&?xxx?xxx?xxx?xxx?4::Johns seeks others opinions as a way of expanding his outlook as well as a way to confim his position&?xxx?xxx?xxx?xxx?4::COnfontation is not easy for some but John meets issues, performance problems, or its just not right head on&?xxx?xxx?xxx?3?xxx::i have observed Johns Branch members take responsibility for errors - his team is made up of stand up guys and John sets the example of personal accountability&?xxx?xxx?xxx?xxx?4::although we do not have monetary awards, John goes out of his way to recognize job well done or to promote his team to the other l/s.&?xxx?xxx?xxx?xxx?4::Although Johns early training is USA, he demostrates the recognistion that each of us have unique contributions to make.&?xxx?xxx?xxx?xxx?4::i think he meets with them weekly and always is on top of emerging issues.&?xxx?xxx?xxx?xxx?4::by setting the example and by recognizing members taking personal accountability&?xxx?xxx?2?xxx?xxx::not significant as his guys are all expert at thier jobs - but if there is an opportunity to help to improve performance he takes advantage of it.&?xxx?xxx?2?xxx?xxx::we have a continuing morale problem, exascerbated by a lack of focus at the l/s level&?xxx?xxx?xxx?3?xxx::change is hard, but John welcomes new ideas, considers them and even changes his mind occationally!&?xxx?xxx?xxx?xxx?4::for himself and for his branch&?xxx?xxx?xxx?xxx?4::empathy, tempered with the responisbilites of being in charge.&?xxx?xxx?xxx?xxx?4::His team knows exactly what is expected of them, and he does not hesitate to course correct when necessary.&John could contribute to the l/s disucssions more if he engaged in the debate, rather than standing silent until he can no long listen to the yammering.  we respect his experience and opinions ( and love his commentary!)::
Not Scored by Definition
Updates to get nginx working 4 months ago			`tgwall&beatrice.a.kovel.civ&360_Mcke&6.0.0&&&360_Mcke&&&terry@terrywall.com, bcarico@actscorp.com&N.Y.N.N.Y.N.N.N.N.N`




			`0.1.o.o.o.1.&360_Mcke.001&360_Mcke.002&360_Mcke.003&360_Mcke.004&360_Mcke.005&360_Mcke.006&360_Mcke.007&360_Mcke.008&360_Mcke.009&360_Mcke.010&360_Mcke.011&360_Mcke.012&360_Mcke.013&360_Mcke.014&360_Mcke.015&360_Mcke.016&360_Mcke.017&360_Mcke.018&360_Mcke.019&360_Mcke.020&360_Mcke.021&360_Mcke.022&360_Mcke.023&360_Mcke.024&360_Mcke.025`
			&::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
			&provide SATCOM services to the Army and Joint organizations. services include R D of emerging technologies, tranfer of new tecnologies to acquisistion, support to acquistion, test and certification support and ops and mant support to end products as well as users.::&Outstanding Team Building skills <BR>Empathy, tempered with supervisorly requirements <BR>Ability to break down the impossible task into bite-size or achievable chuncks <BR>Ability to focus on problem at hand <BR>Skill at prioritizing and translating prioroties to members of his Branch.::&John uses a chain of command leadership model that he tempers with empahty for the willi-nilliness of the civilian world.::&Decrease in the amount of complaining from Team <BR>Increases in work output of team vs time jawing <BR>improvements suggested by Branch members <BR>willingness of the Div to spend money on good ideas/captital improvements <BR>dont know how he rates l/s improvements in others::&?xxx?xxx?xxx?xxx?4::John is the best champion for the JSEC - always loking to improve cababilities in order to capture additional work. he also ensures we have an outstanding physical plant in which to perform&?xxx?xxx?xxx?xxx?4::John listens. he may have soem colorful sayings, but he listens and considers others viewpoints&?xxx?xxx?xxx?xxx?4::John lets his actions speak for him&?xxx?xxx?xxx?xxx?4::John has a broad spectrum of branch members as well as internal and external customers and everyone gets his undivided attention&?xxx?xxx?xxx?xxx?4::you know where John stands on an issue and he is able to accomodate other ways of thinking&?xxx?xxx?2?xxx?xxx::&?xxx?xxx?xxx?xxx?4::John seeks outside advice or bounces ideas off others in order to make the right decision after considering alternate points of view - when he has the opportunity. Occationally one must make a decision without study time and John always makes the call. he does not dither&?xxx?xxx?xxx?xxx?4::Johns seeks others opinions as a way of expanding his outlook as well as a way to confim his position&?xxx?xxx?xxx?xxx?4::COnfontation is not easy for some but John meets issues, performance problems, or its just not right head on&?xxx?xxx?xxx?3?xxx::i have observed Johns Branch members take responsibility for errors - his team is made up of stand up guys and John sets the example of personal accountability&?xxx?xxx?xxx?xxx?4::although we do not have monetary awards, John goes out of his way to recognize job well done or to promote his team to the other l/s.&?xxx?xxx?xxx?xxx?4::Although Johns early training is USA, he demostrates the recognistion that each of us have unique contributions to make.&?xxx?xxx?xxx?xxx?4::i think he meets with them weekly and always is on top of emerging issues.&?xxx?xxx?xxx?xxx?4::by setting the example and by recognizing members taking personal accountability&?xxx?xxx?2?xxx?xxx::not significant as his guys are all expert at thier jobs - but if there is an opportunity to help to improve performance he takes advantage of it.&?xxx?xxx?2?xxx?xxx::we have a continuing morale problem, exascerbated by a lack of focus at the l/s level&?xxx?xxx?xxx?3?xxx::change is hard, but John welcomes new ideas, considers them and even changes his mind occationally!&?xxx?xxx?xxx?xxx?4::for himself and for his branch&?xxx?xxx?xxx?xxx?4::empathy, tempered with the responisbilites of being in charge.&?xxx?xxx?xxx?xxx?4::His team knows exactly what is expected of them, and he does not hesitate to course correct when necessary.&John could contribute to the l/s disucssions more if he engaged in the debate, rather than standing silent until he can no long listen to the yammering. we respect his experience and opinions ( and love his commentary!)::
			`Not Scored by Definition`