survey-manager/survey-nginx/secure_html/tests/complete/tgwall.daniel.v.duvak.civ.360_fisc

tgwall&daniel.v.duvak.civ&360_fisc&6.0.0&&&360_fisc&&&terry@terrywall.com, bcarico@actscorp.com&N.Y.N.N.Y.N.N.N.N.N




0.1.o.o.o.1.&360_fisc.001&360_fisc.002&360_fisc.003&360_fisc.004&360_fisc.005&360_fisc.006&360_fisc.007&360_fisc.008&360_fisc.009&360_fisc.010&360_fisc.011&360_fisc.012&360_fisc.013&360_fisc.014&360_fisc.015&360_fisc.016&360_fisc.017&360_fisc.018&360_fisc.019&360_fisc.020&360_fisc.021&360_fisc.022&360_fisc.023&360_fisc.024&360_fisc.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
&The purpose of Joshs branch is to perform tactical network analysis by using/developing Modeling and Simulation Capabilities to ensure future tactical networks are optimized for our Soliders.::&Josh portrays honesty and loyalty at all times. He supports his branch members by bringing their concerns/issues up the chain. Josh is an excellent manager. He is dilligent, responsive, and leads by example. Josh demonstrates his work ethic, attention to detail, and responsivness to his employees such that they will also perform in that manner.::&Joshs primary leadership style (as I precieve it) would be Democratic. I also see him use Affiliative and Coaching styles in some occasions. ::&Im not sure if he has any metrics, but certainly since Josh is in a leadership position his yearly rating would be reflective of how he is doing. Josh also recently volunteered to participate in a STCD/I2WD leadership program which shows his willingness to work on improving his leadership.::&?xxx?xxx?xxx?3?xxx::Josh has a good understanding of his Branchs purpose and the purpose of the Division. He communicates these well, but as with most of the managers in STCD and SEAMS he could always communicate this more often.&?xxx?xxx?xxx?3?xxx::Josh is usually willing to comprimise and listen to others points of view. On occasion he will be very passionate about a decision and not want to change that, even if others feel a change may be needed. This can be both a good and bad quality depending on the situation. Josh (only on few occasions) will show frustration or be short/direct which may lead some to not want to disagree with his POV. This is very rare but I have seen that a couple times, and usually when warrented by the situation.&?xxx?xxx?xxx?xxx?4::When Josh says he will do something he follows-through always. &?xxx?xxx?xxx?xxx?4::Josh is a good listener, especially with his "A player" employees. This is a great quality as Josh is willing to learn and listen to them which is good for the branch. With some of the lower performing employees Josh is occasionally short or quick to dismiss, however he still does listen and focus for the most part which is commendable. &?xxx?xxx?xxx?xxx?4::Josh does not hide or beat around the bush which is a good quality. He is straightforward/direct with his employees even if it is unpleasant news. Josh could learn over time to vary his style a bit, especially with some employees, as being very blunt/direct is not the best approach with everyone. &?xxx?xxx?2?xxx?xxx::Could use some work on this item. Maybe some posters or signs or continued communication on purpose of Joshs branch, the Division purpose, and especially where STCD is going. This would help employees in the branch. Josh does a good job but employees are often unaware of STCD or CERDEC-level vision/purpose.&?xxx?xxx?xxx?3?xxx::Josh is a good communicator. Sometimes he may consult too much and sometimes should just make the decision himself and go. As Josh becomes more comfortable with the technical details of the branchs work he should strive to rely less on the SMEs in his branch and take more direct approach at times with less consulting.&?xxx?xxx?xxx?xxx?4::Very good at this. Josh is always willing to listen.&?xxx?xxx?xxx?xxx?4::Josh has taken quick action on several occasions I have seen. I think he almost always takes immediate action. He may consult or get advice from others but once he has his stance he takes immediate action.&?xxx?xxx?xxx?3?xxx::Most of the time there is no "blame game" however there few are times where it seems like certain "A player" employees are doing all the work and other employees in the branch are not contributing. This is a dangerous situation which Josh must focus on correcting or blame game may start to happen.&?xxx?xxx?xxx?xxx?4::Josh has done well in this area. He had employee in branch win the STCD Employee of the Quarter award. He often awards the team and members. &?xxx?xxx?xxx?3?xxx::Josh definately makes a concerted effort in this area. As he learns the different perpectives and backgrounds of his employees he should lood to vary his management/leadership style appropriately depending on the situation and which employee he is dealing with.&?xxx?xxx?2?xxx?xxx::Only initial, mid-point, and final ratings...not monthly.&?xxx?xxx?2?xxx?xxx::Definately does this with his "A players" and team leaders. Josh should start doing this further down the line with all engineers in the branch. There are several employees that dont contribute much and they dont appear to be held accountable.&?xxx?xxx?xxx?3?xxx::Josh doesnt use the coaching/teaching leadership style too often in my presence. I think he could do more of this by talking with his employees about his past experiences and teaching/coaching his employees to exceed in their careers. He could also become a formal mentor which would be nice way for Josh to expand his leadership.&?xxx?xxx?xxx?xxx?4::&?xxx?xxx?xxx?3?xxx::Josh is open to change. He can sometimes become frustrated b/c there is a lot of change both in management and on the projects. Given the amount of change, Josh deals with it well.&?xxx?xxx?xxx?3?xxx::Josh could probably better define what his branch vision/mission is and what their thrust areas are for the future. He also could probably do a little better in setting his own career goals, both short and long term.&?xxx?xxx?xxx?xxx?4::This is great quality that Josh has. &?xxx?xxx?xxx?3?xxx::With his team leads and "A players" I think he is very clear. With lower-performing employees he needs to be clearer on that.&1. coaching/mentoring
<BR>2. setting his career goals/ambitions
<BR>3. setting branch vision/mission/thrusts and communicating those frequently::
Not Scored by Definition