1. TeaTree Systems: a 360°evaluation Michael Chamberlain Drew Kessler Bill Wenrich Daniel Zhao

2. Table of Contents Purpose Methods Areas of Evaluation Potential Issues Results Conclusion

3. Purpose In order to improve team and quality of work, itisneccessary to examine current team dynamics. To achievethis goal, each team member must reflect on individual contributions, and examine the impact of these contributions on the group.

4. Methods To objectivelymeasureeach team member’s performance, a rating system wasdesigned to measureindividualcompetencies. All team memberswereasked to evaluatetheirowncompetencies on a scale of 1-10 , as well as to evaluateeachother team member’scompetencies on the samescale. The results of the surveywerethenanalyzed on an individual and team basis.

5. Areas of Evaluation Developingideas Taking time to ask questions Stayingfocused on task Ability to consider social environment as it influences the results of a case Ability to articulateduringpresentations and questions

6. Potential Issues The 360-degreemethodis liable to someerrorbecause of humantendencies: Leniency/Stringency: Awardingveryhigh or low ratings instead of findinganycategorywhich has an average rating. Isolated Incident: A rating based on a few incidents of unusual performance. Similar-to-meEffect: Awardingbetter scores to people mirroring the rater’s self-image and performance.

7. Results While the group as a wholeratedpoorly on somecompetencies, eachindividualhadat least one distinct competencydifferentfrom the rest to improveupon.

8. Results As a whole, thesespecificcompetenciesstood out as problem areas of the entire group. Understanding Point of View StayingFocused & on Track Ability to Articulate Taking Time to Ask Questions Group Average – 8.2 Individual Averages in the range 8 – 8.9