To: Inez Anders

From: Allison Doud

Date: 3/3/16
Subject: Kyle Houston Performance Evaluation
Inez,
As you requested, I have delved into the notes and evaluations of Kyle Houstons
performance in expectations to prepare an accurate opinion as to whether he should
be promoted to a team leader for Anders Consulting and sent to run our Dallas office.
I can validate with the evaluations and my observations that he is indeed a team
player. His teammates felt he was a beneficial and an intricate part of their group and
contributed a lot. After evaluating the ratings given by his 15 teammates, Kyles
overall rating by his peers is a 2.42 on a scale of 0 to 3. This is considered a typical
average for someone working for our company for 6 months, but Im hesitant to say
this is high enough to be considered as a team leader as he needs more experience to
develop better listening skills and facilitating group problem solving.
One of Kyles more competent areas is in contributing. His overall rating was a 2.83
with 3 being the highest possible. From overseeing the RPG project, I know Kyle meets
the required deadlines and always attends the meetings. He comes prepared and
organized with updated data for the project. His teammates and I both agree that he
offers ideas and suggestions which are often creative and efficient.
Kyles score for Facilitating Group Problem Solving was a 2.18 out of 3.0. This is a
broad area that takes time and experience to perfect as there are several categories.
Kyle has encouraging suggestions of alternative solutions. I think his previous
experience at KPMG in Dallas has profited him in this area. He also facilitates the
group discussion by asking questions to organize discussion. This trait has been
beneficial to his entire team. His ability for defining questions to stay on topic will
definitely be an asset when he is ready to be a team leader. He also has the aptitude
to discard all but the best solutions. I see this as efficient time management, but his
teammates see this as him trying to take charge and not acting like an equal. I have
encouraged him to hear all of his groups ideas and then for him to encourage this
team to provide pertinent criteria for evaluating and modifying suggested ideas.
The evaluated area that Kyle needs to improve in is listening. This was his lowest
score at 1.96 with each of the three evaluation periods. This score indicates that the
junior management consultant needs improvement in this area. Kyle struggles with
letting all of his teammates share their ideas. He has a habit of summarizing a
members idea and then construing the information to his liking. I had hoped that my
demonstrating this ability during my supervision would help him. I feel like he wants
to show ownership with this project, but needs to approach his teammates and their
ideas in a more refined way. The improvement of this attribute will be very beneficial
with his future groups and projects.
Kyle has shown much growth as a consultant and team member, and I feel that with
my evaluation and the data collected, he would benefit and grow as an employee from
more experience. Team leaders are to be well-rounded and have overall high ratings
with performance being done well in all areas. To help him grow I will have him do
additional assignments and send him to training. He will be ready in the future.

I hope you are satisfied with the conclusion I had regarding Kyles performance as I
reached my opinion using the collected data from the past six months. Thank you for
the opportunity.

Allison Doud
Team Leader Anders Consulting