From: Nicole McCurdy

Date: June 4, 2018

To: Inez Anders
Subject: Houston Promotion Data

Inez,
I have reviewed my data and have come to a conclusion about the potential promotion of Kyle Houston.
Kyle may be ready in the future, however, the data and my first-hand knowledge suggest that you wait
on promoting him. I will outline three major assessment categories and Kyle's performance in those
categories as well as specific examples of why I have come to this decision. The results of the data in the
assessment are based on the combined scores of 15 team members measuring performance over three
evaluation periods.

Kyle scored highly on the ‘contributing’ area of his assessment. He was given a 2.83/3.0 in a range from
2 to 3 (83%). This section focuses on Kyle’s ability to offer ideas and suggestions, his attendance at all
meetings, and being able to meet all deadlines. He offers great ideas and attends all of the meetings.
However, Kyle has missed two deadlines; this has caused his score in this category to decrease.

The second area of the assessment is ‘listening. Kyle scored a 1.96/3.0 in a range of 0 to 3.0 (65.3%). This
category measures Kyle's ability to let others talk, limits discussion to the main point of meetings,
summarizes or clarifies others' ideas, and resists telling others what to think. Kyle did not score as highly
on this area due to his tendency to dismiss others' ideas. Kyle stays on task in meetings, but he needs to
let others talk more and hear what they have to say better. I believe this area to be the most important
area for a team leader because listening helps teams grow. So, with Kyle's score being lower, I believe
more growth needs to happen in the listening area before a promotion.

The last area of assessment is ‘facilitating group problem solving'. Kyle scored a 2.18/3.0 in a range of 0
to 3 (72.67%). This is an average score for a section that measures Kyle's ability to ask questions to
organize discussions, define questions in order to stay on topic, select criteria for evaluating ideas,
encourage suggestions, and discard all but the best solution. The questions that Kyle asks are always
related to finding solutions, however, he tends to talk more often than listen to solutions to his
questions. Again, if this area were to improve, then Kyle would be ready to lead a team himself.

Based on all of the data that I have provided, I do not believe Kyle is quite ready for a promotion to team
lead yet. I would suggest that he work on better communication and listening skills. If he is more open
to hearing others’ ideas, then he would greatly improve and be closer to a promotion.

Thank you, Inez, for trusting me in my opinion about this matter. If you have any other questions, feel
free to call me and set up a meeting or swing by my office anytime.

Nicole McCurdy
Nicole McCurdy, Team Lead