To: Inez Anders

From: Jimmy McElwain

Date: 3/1/16
Subject: Kyle Houstons Performance Evaluation

Inez,
I have reviewed the evaluations that were done by 15 of Kyle Houstons fellow
colleagues. According to their reviews he is contributing well by attending meetings,
getting deadlines and offering ideas but in order to run the Anders Dallas office he
needs to improve the skills of the other two categories. Kyle scored a 2.42, which for
the mere six months hes been with the company is sufficient for an employee isnt
as high as expected for someone running a location. I believe for a manager running
an important location like the one in Dallas the desired average score should be 3 or
just below.
As far as the contribution side Kyles score was where we would like it at 2.83 out of
3. This data shows that as a team member Kyle is pulling his weight by offering
suggestions, ideas and being a team player. Kyle has been adamant about meeting
deadlines on projects without someone having to be there to push him which is a
skill expected out of a manager. He has also never let the team down by missing a
meeting.
The area where Kyle seems to be struggling are apparent according to the surveys.
His score on the listening portion only ranked him at a 1.96. Although Kyle offers
ideas and suggestions he fails to listen and allow others to talk. He often strays off
subject and seems to interrupt some of the other team members and force some of
his own ideas on them. Kyle struggles with the ability to summarize the
conversation and tenders to miss the points made in the meeting. I am arranging a
work shop for him and a few other employees to refine this skill so that they can
become more productive employees. I have also told Kyle that I will run a few
meetings with him to help direct him in the proper way to handle the meeting to
achieve the necessary goal.
The final area that Kyle was graded on was Facilitating Group Problem Solving. Kyle
scored 2.18 on this portion which also isnt up to satisfaction. Kyle presents relevant
questions that pertain to our discussion but tends to run off topic and doesnt keep
our goals of the meeting at the center of attention. Kyle does do well about
encouraging other suggestions of alternative solutions but fails to discard all but the
best solution. To help improve these skill I will be mentoring Kyle in leading a group
and keeping the focus toward the main goal. I will also be sending Kyle to a
leadership seminar later this month in order to heighten his leadership abilities.
Kyle has become a necessary part to the Anders team and is an excellent employee
who has shown dedication to getting the job done but simply needs some more
refining. If we work with Kyle we can develop him into the manager we desire.

Thank you for considering my opinion on Mr. Houston, I hope my comments are
beneficial in your decision.
Jimmy McElwain Anders Consulting