Business Leadership assignment

GDD EVALUATION FORM HR Form 2230

ONE YEAR REVIEW; Evaluation Period This evaluation is for the last year of employment (2015-2016) and the first year as Delivery Department Head.
EVALUATOR: Division Head
EMPLOYEE: You
DEPARTMENT: Package Delivery Station
JOB TITLE: Department Head
EMPLOYEE BACKGROUND: You have been working for GDD for seven years. The first six years was in the position of Team Leaders at the Ontario Station Package Delivery Department. A year ago, your success as Team Leader was rewarded with a promotion to Department Head after your predecessor retired. In the last year, the department seems to be less productive and employees are not working well together. In view of production loss and as part of the one-year review, a 360 evaluation was requested so that management could obtain a complete picture as to what may be causing the loss. The 360 evaluation has been completed and the results attached.
Technical Skills	Excellent. Knows how to get the packages delivered to clients quickly.
Professional Communication	Needs Improvement. Does not let employees know plans or targets for the entire department resulting in confusion and late deliveries.
Initiative	Good. Recognizes a problem or opportunity and is proactive in solving the problem or seizing opportunities.
Problem Solving	Generally Good. Needs improvement in involving others to help with creative solutions, ideas and implementation.
Teamwork	Capable of leading a small team but is less successful in leading large teams within the department.
Coworker Relations	Needs improvement. Appears to be losing his people to confusion in job direction.
Work Ethic	Excellent. Works long hours and cares about the work. In need of developing better people skills, he could work fewer hours and relax more.
Adaptability	Needs improvement. Is accepting of change but does not always know how to implement the change.
Success in Meeting Departmental Goals	Needs improvement. Department has only met two of five goals set for the department in the past year, which has significantly affected the success of the package delivery at his station.
Shows Direction and Vision	Needs improvement in all areas.
Accountability to Others	Weak. See Peer review summary for details.
Approachable	Needs improvement

Peer Feedback: The review consists of six department heads in other GDD stations. The following is a summary of the results:

While liked personally, it is at times difficult to produce a consistent work product. Several flights with package loads have not arrived in a timely fashion and deliveries have frequently been late. As a result, credits were issued to clients. In the past several months, many of the department heads have sensed a state of confusion regarding the priorities of the workload. When the team leader was pressed for information, a clear answer is not always received.

Direct Report Feedback:

Viewed as person who behaves in a manner consistent with GDD values.
Displays conflicting attitudes about helping others. Sometimes he is willing to help but at other times he cannot be bothered, especially if it involves people who are working in a team other than his old group.
Complies with company policies but seems to ignore procedures if it means that his favorite team needs something fast.
Although courteous, is indifferent with others who are not in his favorite group. This point was noted by several people as a change from when he was Team Leader. He seemed to be available to everyone then and was jovial. “It is almost as if his personality changed from nice guy to snob. He acts like he knows everything and you don’t.”
Always positive when interacting with customers but can gently push aside others to control the conversation. This was noted by replacement Team Leader of his old group.
Does not demonstrate a willingness to listen to what others have to say. One of the workers said that he did not listen to others. Comments included, “he seems to be absent from the conversation. I am afraid to relate important ideas and information because I do not know if he heard me. I cannot trust him to remember what I was saying. Frankly, I am sure he is deliberately not listening because I am the opposite sex. I have not observed him treating the same sex this way’.
Does not demonstrate respect for the work and ideas of others. His replacement in the old group said, “I can be working on a project, and call a customer only to find that he has just gotten off the phone with them and has agreed to something completely different. The work is useless and my ideas are completely invalidated. Something the customers are quick to pick-up on this attitude. They no longer ask to speak to me since the call goes straight to him. Worse yet, my team is ignoring me too. They are tired of getting one set of instructions from me and having it changed quickly by him. I think I may have to look for another job if something is not done soon.”
Does not follow through with tasks. He is just not setting the targets for everyone to work. Many direct reports commented that they just do not know what to do anymore. If a process is supposed to change because it cut down on delivery time, you would start to work on the issue and then boom another task would take priority. The delivery time is still too long, costing us money, and the new tasks would not be done because a new priority would override the tasks.
Seems to play favorites with who gets the workload. Comments suggest that his old group gets the plum work while the other teams in the department are left with the mundane assignments. The old group is upset because they are overworked and the other teams are angry that they do not have interesting work to do. Oddly, the direct reports do not see the old group complicit in the division of work but rather there is a need to control all the “big” jobs instead.