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17 lines
3.7 KiB
17 lines
3.7 KiB
tgwall&rowland.a.lamb.civ&360_cind&6.0.0&&&360_cind&&&terry@terrywall.com, bcarico@actscorp.com&N.Y.N.N.Y.N.N.N.N.N
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0.1.o.o.o.1.&360_cind.001&360_cind.002&360_cind.003&360_cind.004&360_cind.005&360_cind.006&360_cind.007&360_cind.008&360_cind.009&360_cind.010&360_cind.011&360_cind.012&360_cind.013&360_cind.014&360_cind.015&360_cind.016&360_cind.017&360_cind.018&360_cind.019&360_cind.020&360_cind.021&360_cind.022&360_cind.023&360_cind.024&360_cind.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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&To perform oversight for mission support functions key to the operations of CERDEC. This support encomposes facilities and property accountability management.::&The ability to be able to organize, provide guidance and delegate to the workforce. ::&I believe through communications with peers and leaders to work out challenges of a very demanding job.::&By observing those around her and assessing the out comes of tasks assigned and tasks completed. Additionally on the effectiveness of how the task was completed. ::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?2?xxx?xxx::In certain situations she has been known to have outburst when comments are not in her viewpoint. &?xxx?xxx?xxx?3?xxx::Somtimes pressure does not allow her do the job consistantly. Leaders influence a course of action that she otherwise would have done differently. I would say she needs to put her course into a logical manner to help leaders/management take her course of action more cosistantly. &?xxx?xxx?xxx?xxx?4::Her willingness to listen has lead to success with those around her.&?xxx?xxx?xxx?xxx?4::True, but sometimes crosses the line.&?xxx?xxx?xxx?xxx?4::Knowledgable and smart enough to ask when clarification may be required. &?xxx?xxx?xxx?xxx?4::Yes, this is done very effectively. She is not afraid to ask for input/guidance.&?xxx?xxx?xxx?xxx?4::I believe she collects input from others to better understand what is need to complete a tasks. &?xxx?xxx?xxx?3?xxx::Yes, but sometimes in manner that detracts from the proffesional she is. &?xxx?xxx?xxx?3?xxx::My observation are that her team are comfortable enough to take ownership. &?xxx?xxx?xxx?xxx?4::&?xxx?xxx?xxx?3?xxx::On some occasions personalities play in and impact the team members.&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?2?xxx?xxx::She is overtasked which takes her in different directions that impacts the amount of time for the team. Fortunately she has done a good job at surrounding herself with a team that has good experience/knowledge of their jobs.&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::she seeks out ways to doing things better. Unfortunately, I think sometimes her leadership is a bit over bearing. &?xxx?xxx?xxx?xxx?4::&?xxx?xxx?xxx?xxx?4::&?xxx?xxx?xxx?3?xxx::Yes, but sometimes accepting feedback can be a small bone of contention. &1. Controlling her tone when others do not agree.
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<BR>2. Listen open minded and consider carefully what her team has to offer.
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<BR>3. Evaluate her presentation to leaders in manner to help influence a decision that might not be in the best interest of mission. Polite, well thoughtout close door session. ::
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Not Scored by Definition
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