Inez, We both recognize the importance of employee development, and Kyle Houston would greatly benefit from keeping

his current position and further mastering the skill sets being assessed. My assessment for Mr. Houston was based on peer evaluations submitted from 15 of his fellow employees as well as a personal assessment. My assessment includes observations from the past 6 months while Kyle has been under my supervision. The peer evaluations measure three categories as an employee and then rated on a scale of 0 to 3 (3 is the highest). The categories are contribution, listening and facilitating group problem solving. Kyles score in each one of these categories are explained below. Mr. Houston received his highest score, 2.83, in the Contribution category. He has a strong presence in the office because he attends meetings, meets deadlines and offers great advice when consulted. This score qualified him as one of the top contributors in the office. Because Kyle is a strong contributor, he is likely a strong candidate for leadership. However, there are two more categories that lend reasons as to why Kyle would most benefit from staying put for now. The second section of the peer evaluations is Listening. This section highlighted Kyles area with the largest room for improvement with a score of 1.96. Listening can easily be improved upon if the right approach is taken and I feel that Kyle can learn a lot to drastically increase his score in this section. According to the peer evaluations, Kyle struggles with staying focused in meetings and does not seem to remember key points that transpired after the meeting was adjourned. With that information we have set Kyle up with the better listeners of our team who scored highly in this section to sit down with Kyle and outline tips that can help him when he is trying to listen. He will also be enrolled in a company-wide note taking course that teaches employees how to take brief, jotted notes that foster better listening and higher retention rates of the information given at a meeting. The last category of the peer evaluations is Facilitating Group Solving. Kyle received a score of 2.18 which was considered ok in this stage. Mr. Houstons advice is very good and it is exactly what Anders is looking for but when he is with a team, he works in a closed-minded manner. He struggles to allow other team members to offer advice. Overall, Kyle scored above-average with a score of 2.42 out of 3. As mentioned, Kyle does show strong potential in being a team leader and I have no doubt he can be great for this position. However, I firmly believe that waiting for another team leader position to open up, all-the-while Mr. Houston continues to learn better listening skills as well as how to work better with a team. Kyle and I will be sitting down this Thursday to discuss his evaluations. It is here that the plan of meetings with good listeners and his enrollment into the listening course will be addressed. I value your trust in me to offer you a truthful recommendation of Mr. Houston. If you have any more questions or concerns, feel free to call me. Sam Shepherd Anders Consulting Team Leader