Tips For Using Multiple Performance Feedback

1. Select an appropriate group of input sources. Those who can comment directly on the individuals work A broad group with a variety of working relationships to this individual eg. colleagues, teammates, customers, project managers For RMs/Managers, all team members will be invited to provide input. 1. Collect input. This can be done in person, via telephone or e-mail. A form is available to help if you elect to use it. The form is NOT required. Be sure to find out what the individual does well and what they need to learn. 2. Analyze input. Carefully review performance feedback to identify themes. Remember, one comment does not constitute a theme. What are input sources seeing as key contributions? How well are Key Behaviors being demonstrated? What suggestions do input sources have for learning? Is the input consistent with what you have observed? Is there anything you need more information about? What are the priorities for this individual? What suggestions can you yourself make to this individual? What role can you play in their development? 3. Share input. Share themes describing performance contributions and suggestions for learning. Do not identify individual input. Aim to educate and inform---not to blame. Ask for the individuals reaction. Have a conversation. Listen. Discuss the input together. Make a plan for taking action on identified areas.

Multiple Performance Feedback

Your Name: _________________________ Date: ______________________ Feedback on: _________________________ Relationship (PM/CP/TTM/etc) Duration of relationship: Length of Your Employment at Cambridge: ___________________________ ___ years ___ months ___ years ___ months

Multiple Performance Feedback

Multiple performance feedback is the component of the Cambridge Performance Partnership which allows us to construct a broad and objective view of a colleagues performance. It helps us acknowledge and reward contributions and to identify areas for learning and development. Please think about your working with this individual during this year and comment below. What does this individual do well?

What do you appreciate most about this individual?

What do you think this individual needs to learn?

Key Behaviors--There are some behaviors which are critical to the success of our business. They flow from our core values and describe how we approach our work and each other. If you can assess this individuals use of these behaviors based on your work with them, please Indicate + for Does Well, - for Needs to Learn.

Teaming: Treating customers and colleagues as partners in the process of achieving our business goals. Showing
respect & trust. Having open & honest communication. Appreciating the contributions of colleagues. Contributing towards common goals. Sharing knowledge with others. Taking actions which contribute to the good of Cambridge as a whole.

Excelling: Delivering consistently timely & high quality outcomes. Being efficient. Enhancing personal
productivity. Using resources effectively. Setting priorities & following-through. Finding ways to continually improve outcomes & grow the business. Developing new business. Taking personal accountability for outcomes.

Serving: Focusing on customer service. Anticipating customer needs. Being responsive to internal & external
customer requests. Making every customer contact count. Doing the right thing for each customer. Providing world class customer service.

Changing: Having the courage to take a new path & to explore new directions. Developing new approaches &
processes. Being open to new ways of doing things. Seeing change as an opportunity. Finding solutions to new situations. Using creativity & innovation to solve business problems. Seeking, acquiring & applying new business skills. Valuing other points of view. Being flexible. Leading.

Multiple Performance Feedback

Leadership--If this individual is your RM/ Manager, please assess effectiveness in the areas below.
Explaining the big picture and how you fit in Setting expectations collaboratively Seeking input, listening respectfully to others Giving frequent & honest feedback in an effective manner Involving others in decision making Operating calmly under pressure Inviting ideas & suggestions Solving problem situations effectively Helping to resolve conflict in a constructive way Being gracious & approachable Giving you & the rest of the Team the support it needs Celebrating Team success Fairly acknowledging the contributions of all Team Members Helping others develop new skills & learn new things Low 1 1 1 1 1 1 1 1 1 1 1 1 1 1 2 2 2 2 2 2 2 2 2 2 2 2 2 2 3 3 3 3 3 3 3 3 3 3 3 3 3 3 4 4 4 4 4 4 4 4 4 4 4 4 4 4 High 5 5 5 5 5 5 5 5 5 5 5 5 5 5

Please describe this individuals leadership style.