Date:

Applicant:
Interviewer:

Position Interviewing For:

BUILD RAPPORT: Greet and thank the candidate for their interest in Wal-Mart. Introduce yourself and briefly explain your role in the workplace. Briefly explain the responsibilities of the job you are interviewing for. Tell the candidate that you will be asking questions based on knowledge, skills, and abilities necessary for the job, and you will be asking questions about their past work-related experiences.

REVIEW APPLICATION: Verify that work rjstory and reference information is accurate and complete. If a Gaps in Employment form prints, ask the candidate to explain any gaps in employment and simply check the box [S] "Explained" or "Not Explained" on the printout. Do not write any notes or explanations on the form.

INSTRUCTIONS: Ask only questions that are listed on the worksheets. Only one question per competency should be asked of all candidates. Stay focused and be respectful of the candidate's time to ensure that the interview is thorough and is completed in a timely manner. Be patient; allow the candidate time to think and respond to questions. Listen closely to the responses and ensure that their answers include specific examples of their experiences. Do NOT take notes at any time during the interview. Ask one questior per competency and make a checkmark next to the evaluation standard scale that best fits their answer. The interviewer is free to choose the question they ask. o (R) Role Model Described performance that.set the standard of excellence and exceeded the requirements of the job. c (E) Exceeds Expectations Described performance that exceeded some of the requirements of the job, but did not fully meet the standards of excellence. o (S) Solid Performer Described performance that fully met the requirements of the job, o (D) Development Needed Described performance thet required improvement or not fully meet the requirements of the job. c (B) Below Expectations Described performafKe that was clearly below the requirements of the job. Once all competencies have been rated, transfer each sbmpetency rating from the COMPETENCY RATING to the SKILL RATING PAGE. a Key the information from the SKILL RATING PAGE intoiie Career Preference system. 8 Return the entire interview packet to Personnel, ensurincjsthat the document retention policy is followed.
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Judgment: Make Informed Judgments; Uses relevant business metrics, analyses, and reports to measure, monitor, and improve performance. Identifies and applies sound, fact-based criteria in setting priorities and making decisions. Looks beyond symptoms to determine the root causes of problems, and identify and implement applicable solutions. Integrates knowledge and expertise in making feetbased recommendations and decisions.

Describe a success you have had in analyzing and applying data to determine a resolution for a problem. What steps did you take? What information did you consider? What metrics did you use? What challenges did you face and how did you overcome them? What was the outcome?

What business data and information do you typically consider when setting priorities and making decisions? What steps did you take? What were your criteria in selecting the data and information? How did you determine the effectiveness of your priorities and decisions? ' What challenges did you face and how did you overcome them? What was the outcome?

(R)
Modal

{} Integrated and applied relevant business metrics, analyses, and reports (fiat significantly improved business measurement, performance, and results. Independently planned for, identified, and applied rigorous, fact-based criteria to set appropriate priorities and make optimal decisions, even in uncertain or complex situations. Anticipated and probed into the core of problems to determine underlying patterns and root causes and identify and implement optimal short- and long-term solutions, integrated and facilitated the use or relevant and applicable knowledge and expertise to determine optimal, fact-based recommendations and decisions that achieved short- and long-term organizational objectives.

[ ] Candidate described experience, performance or knowledge tharexceeded the standards listed under Solid Performer, but did not fully meet the standards listed under Role Model. Exceeds .

(S)
Solid Psrformer

I} Used relevant business metrics, analyses, and reports to measure, monitor, and improve performance. Identified and applied sound, fact-based criteria in setting priorities and making decisions. Looked beyond symptoms to determine the root causes of problems and identify and implement appropriate solutions. Integrated knowledge and expertise in making fact-based recommendations and decisions.

(D)
Development AteeoW

[ 1 Candidate described experience, performance or knowledge that did not fully meet the standards listed under Solid Performer.

(8)
Below txpeetations

[ J Did not effectively use business metrics, analyses, and reports to measure, monitor, or improve performance. Failed to identify or apply sound, fact-based criteria in setting priorities or making decisions. Failed to determine the root causes of problems, or identify'or implement appropriate solutions. Ignored or failed to properly use knowledge and expertise when making recommendations and decisions.

COMPETENCY RATING GUIDELINES: Ask the above question, using the probing questions, if needed, to thoroughly evaluate the applicant's skill level, based on the competency outlined. Only one response {R,E,S,D or B) can be selected per
(E)

COMPETEJfCY RATING - Judgment: Make (rtfortn^d Judgments

/c/Vc/e one)

(R)
. Role Model

firceecfe
Expectations

?3P
Solid Performer

(D)
Development Needed

(B)
Setew Expectations:.

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.- ,,,G miyaai or your

(8)
Rcfe Mods! [ ] Created an environment where data and information were used to develop and deliver Customer-centered plans and solutions that exceeded expectations. Developed arxi sponsored Customer-focused initiatives and practices that were based on business priorities, that provided Customers with ongoing improvements in products, services, and experiences, and that grew the business. Created an environment that challenged others to continually sack out and implement ways to increase levels of Customer service, build trust, and strengthen relationships. Removed barriers In existing processes, and designed and implsmented new barrier-free processes end solutions that delivered exemplary Customer, service, and support.

erience, performance or knowledge that exceeded the standards listed under Solid Performer but did listed under Role Model.

(3)
Solid Performer

(D)

(5)
Solid Performer

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Execution and Results: Ensure Execution and Achieve Results: Conveys a sense of urgency in ways that motivate others to complete responsibilities and achieve goals. Pursues the achievement and alignment of measurable and meaningful goals. Leverages resources and talent to achieve business goals. Ensures others are held accountable for achieving expected results. Prioritizes and balances time, actions, and projects to ensure accomplishment of results. Monitors progress of others and redirects efforts when goals change or results are not met.

Describe how you have identified and leveraged resources to execute initiatives and exceed business goals. Please provide specific examples. What steps did you take? What information did you consider and why? How did you promote accountability? How did you monitor Associate progress? How did you motivate Associates in these efforts? What was the impact of your efforts?

Describe how you have built and maintained an environment that promoted and supported associates in executing business goals. What staps did you take to achieve the goals? What information did you consider and why? How did you promote accountability? How did you monitor Associate progress? How did you motivate associates in these efforts? What was the outcome?

(R)
Role Model

[ ] Built and maintained an environment that created an immediate and compelling sense of urgency in others, and enabled Biem to achieve levels of performance and results that exceeded expectations. Ensured the achievement, alignment and implementation of significant, meaningful, and measurable goals within own organization, continually raising performance to higher levels. Anticipated, Identified, obtained, and leveraged resources and talent to exceed business goals, and taught others to do the same. Built and maintained an environment thit clarified and reinforced accountability requirements so others exceeded expected results. Modeled and taught others how to prioritize, balance, organize, and allocate time, actions, and projects in a way that generated positive outcomes, even in complex situations. Proactively monitored the progress of others, quickly intervening to redirect efforts and resources, to ansure success when goals changed or results were not met.

(E)
fcse Expatriations

I } Candidate described experience, performance or knowledge that exceeded the standards listed under Solid Performer, but did hot fully meet the standards listed under Role Model.

[ J Conveyed 3 sense of urgency In ways that motivated others to complete responsibilities and Achieve goals. Pursued the achievement and alignment of measurable and meaningful goals. Leveraged resources and talent to achieve tmsiness goals. Ensured others were held accountable for achieving expected results. Prioritized and balanced time, actions, and projects to ensure accomplishment of results. Monitored progress of others and redirected efforts when goals changed or results were not

met,
ma'

[ ] Candidate described experience, performance or knowledge that did not fun/ mset me standeros listed under Solid Performer. Development Needed

(B)
Below Expectations

[ ] Did not convey a sense of urgency in ways that motivated others to complete responsibilities or achieve goals. Did not pursue the achievement and alignment of measurable and meaningful goals. Failed to leverage resources and talent to achieve business goals. Did not ensure others were held accountable for achieving expected results. Did not prioritize or balance time, actions., and projects in ways that ensured achievement of results. Did not monitor progress of others or redirect efforts when goals changed and results were not met. ;

COMPETENCY RATING GUIDELINES: Ask the above question, using the probing questions, if needed, to thoroughly evaluate the applicant's skill level, based on the competency outlined. Only one response (R,E,S,D or B) can be selecl per selected competency. COMPETENCY RATING - Execution and Results: firtsure Execution and Achieve Rssutts
fciKls one)

(R)
Role Model

(E)
Exceeds Expectations

CW5
Solid Performer

(D)

(B)

Oews/op/nenf Ne&tfed 'gbb--;

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. 'fanning and Improvement: Ensure Planning and Improvement: Sets clear expectations, performance measures, and goals, and helps others do the same. Plans for and ensures others have the information, resources, implementation time, and talent needed to accomplish business initiatives. Identifies and plans for improvement in performance using key business metrics.

Describe the plans you have developed to set expectations and goals within your organization. Please provide specific examples. How have you helped Associates to achieve these expectations and goals? How have you helped Associates overcome obstacles? How have you tracked performsnce against these expectations and goals? What challenges have you faced and how have you overcome them? What has been the impact of your efforts?

Describe one or more examples of when you developed and implemented plans to improve performance. What steps did you take? .' VVhai information did you consider and why? What resources and information did you provide? What challenges have you faced and how have you overcome them? How did you determine the effectiveness of your actions? What has been the impact of your efforts?

(R)
Role Mode!

[} Set ole^r, challenging, and achievable expectations, performance measures, and goals that directly aligned with and fully supported business initiatives and priorities, and ensured others did the same. Proacfively planned for arid worked to ensure others had the systems, resources, implementation time, and talent needed to maximize business success. Anticipated and planned for ongoing improvement In performance against critical business measures, producing significant increases in process efficiency and results.

(E)
exceeos Expectations

[ ] Candidate described experience, performance ortoiowtedgethat exceeded the standards listed under Solid Performer, but did not fully meet the standards listed under Role Model.

{Sj Soiif Perio~nor

4

for irn

f 1 Set dear expectations, performance measures, and goals, and helped others do the same. Planned for and ensured others hgq the information, resources, implementation time, and talent needed to accomplish business initiatives, identified and planned Provement in performance using key business metrics.

[ J Candidate described experience, performance or knowledge that did not fully meet the standards listed under Solid Performer. Development /Veecteo [ ] Did r>ot set dear expectations, performance measures, and goals, or help others dp the same. Did not plan for or provide sufficient systems, resources, time, information, and talent to achieve business initiatives. Did not establish plans for improvement in performance or failed to consider key business metrics when doing so,

Belpyv Expectations.

COMPETENCY RATING GUIDELINES: Ask the above question, using the probing questions, if needed, to thoroughly evaluate the applicant's skill level, based on the competency outlined. Only one response (R,E,S,D or B) cs;> be selected per competency. COMPETENCY RATING - Planning and Efteure Planning and Improvement
(circle one)
{*)

(E)
Exceeds Expectations

Z
Sd#

{$)
rfoffiT&r

JP)

(B)
Behyi Expectations"

Role Mode!

Development

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influence and Communicate: Build and influence Team: Develops and communicates logical, convincing reasons, including essons learnsd, to build support for one's viewpoints and actions. Involves others in decisions and plans that affect them, when appropriate. Recognizes and rewards team accomplishments, celebrating team and organizational success. Ensures business priorities, change initiatives, and organizational information are communicated in clear and compelling ways. Promotes the exchange of diverse experiences and ideas within own organisation. .. .

Describe now you influartCQ or communicate to build support for your ideas or recommendations. How did you integrate different perspectives and idess? What did you do that succeeded? Wnat didn't? What resistance did you face and how did you counter it? What was the outcome?

Describe a time when you recommended a new process or initiative that had the potential to improve business performance or results What was the new process or initiative? Why was it needed? What were the benefits of this approach? How did you build support for your ' recommendations? What resistance did you face and how did you counter it? What was the outcome?

(R)
Rolf Model

I} Developed and communicatedtogica),convincing reasons, including lessons learned, that built support for one's viewpoints and actions at all levels, and helped others do the same, Collaborated with others, when appropriate, to ensure they were involved in and could influence the decisions and plans that affected them, in ways that enhanced individual and business success. Greeted and maintained an environment where team accomplishments were recognized, rewarded, and celebrated in ways that motivated gnd inspired others to continually improve job performance and business results. Created and maintained an environment where ethers ware fully engaped in and supported business priorities, change initiatives, and organizational information through clear compelling, and effective two-way communication and leadership. Crested and maintained an environment that activew' promoted promot the exchange of diverse experiences and ideas with others, inside and outside of the organization.

(E)

[ ] Candidate described experience, performance or knowledge that exceeded the standards listed under Solid Performer but did not fully meet the standards listed under Role Model,

Exceeds Expectations
[ ] Developed and communicated logical, convincing reasons, including lessons learned, to build support for one's viewpoints and actons. Involved others in decisions and plans that affected them, when appropriate. Recognized and rewarded team accomplishments, celebrating team and organizational success. Ensured business priorities, change Initiatives, and organizational information were communicated in clear and compelling ways. Promoted tha exchange of diverse experiences and ' Ideas within own organization.

Solid Performer

(D)
Development We&cfed

I } Candidate described experience, performarics or knowledge that did not fully meet the standards listed under soiid Performer.

Sa/pw Expectations

[ ] Failed to develop or communicate logical, convincing reasons, including lessons learned, to build support for one's viewpoints and actions. Did not appropriately involve others when making plans and decisions that affected them. Failed to recognize or reward team accomplishments and organizational success. Did not ensure business priorities, chaoge initiatives, and organizational information were communicated in clear and compelling ways. Failed to promote the exchange of diverse experiences and ideas within own organization.

COMPETENCY RATING GUIDELINES; Ask the above question, using the probing questions, rf needed, to thoroughly evaluate (he applicant's skill level, based on the competency outlined. Only one response (R.E,S,D or B) can be selected per competency.

0W^gffeRGYRAHN.G - Influence and

Communicate; Build and Influence Team

(circle one.)

(R)
Role Model Exceeds Exp&ctqtions

~7&J~ CJx
SonfrPerfomer

(D)
Development /Veecfeo"

(B) y'
Below Expectstians '

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Talent: Manage and Leverage Talent (Leader): Develops talent plans for own organization targeted at increasing effectiveness, building diversity, and enhancing bench strength. Manages rotes, assignments, and developmental opportunities to maximize organizational performance, tnsures people processes (for example, selection, development, performance evaluation) lead to effective Associate performance and desired results throughout own organization. Monitors Associate performance and provides constructive feedback that is specific, honest, accurate, and timely. Provides learning opportunities, guidance, and support in the development of Associates.

What information do you consider when assigning work to develop Associates and build their capabilities? How did you ensure the wort< was completed appropriately? How did you monitor their progress? What feedback did you provide? What challenges did you face and how did you overcome them? What was the impact of your efforts on the Associates and on the organization?

Describe the mentoring and learning opportunities you have provided to associates. In your response, describe how you have ensured. these opportunities supported career growth. What steps did you take? What information did you consider? Who did you involve? What was the impact of your efforts on ths associates and on the organization?

(R)
Role-Model

[ ] Proactivefy developed effective organizational talent plans, increasing effectiveness, enhancing diversity, and improving bench strength in ways that positively impactsd organizational performance. Proactiyely planned for and managed roles, assignments, and developmental opportunities in ways that maximized short- and long-term individual and organizational development, *ngaaement, and performance. Ensured people processes (for example, selection, development performance evaluation) ware usedeftecfively and led to optimal Associate performance and results that exceeded expectations throughout the organization. Systematically monitored Associate performance and provided specific, honest, accurate, and timely constructive feedback that significantly improved current and future Individual and organizational capabilities, and created an environment where others did the same. Provided mentoring and learning opportunities for Associates, tailoring the guidance, information, and support they received to bast improve individual and business performance, and ensured others did the same. [ ] Candidate described experience, performance or knowledge that exceeded the standards listed under Solid Performer, but cfid not fully meet the standards listed under Role Model.

(E)
Exceeds Expectations.

(S)

Solid P&rfamer

[} Developed talent plans for own organization targeted at increasing effectiveness, building diversity, and anharwing Bench strength. Managed roles, assignments, and developmental opportunities to maximize organizational performance. Ensured people processes (for example, selection, development, performance evaluation) led to effective Associate performance and desired results throughout own organization. Monitored Associate performance and provided constructive feedback thai was specific, honest, accurate, and timely. Provided learning opportunities, guidance, and support in the development of Associates.
[ ] Candidate described experfence, performance or knowledge that dio not fully meet the standards listed under Solid Performer.

(D)
Development A/eecfed

(B)
Below Expectations

[ ] Failed to develop talent plans for own organization targeted at increasing effectiveness, building diversity, or enhancing bench strength. Failed to manage roles, assignments, and developmental opportunities to maximize organizational performance. Failed to ensure people processes (for example, selection, development, performance evaluation) led to effective Associate performance and desired results throughout own organization. Did not monftor Associate performance or provide constructive feedback that was specie, accurate, and timely. Failed to provide teaming opportunities, guidance, and support in the development of Associates.

COMPETENCY RATING GUIDELINES: Ask the above question, using the probing questions, if needed, to thoroughly evaluate the applicant's skill level, based on the competency outlined. Only one response (R,E,S,D or B) can be selected per competency,-. COMPETeNCY RATING - Talent: Manage and

Leverage talent (Leader)

{rc/e one)

(R)
Roto. Model

'

Expectations

& C/ . Exceeds

(S)
Solid Performer

(D)
Development Needed

(B)
Befaw Expectations

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Build Relationships: Network Internally and Externally: Builds trusting, collaborative relationships and alliances with others, inside iand outside of the organization. Relates to others in an accepting and respectful manner, regardless of their organizational level, personality, 'or background. Promotes a team-based work environment that respects, embraces, and values diversity in others.

Descrit>e a situation when you and your team needed to collaborate with another department or business unit to drive business results. What steps did you take to achieve an effective collaborative relationship? How did you foster the interaction and cohesion between the teams? What resources did you use in this collaboration? How did these partnerships benefit your department or organization?

j Describe a time when you were responsible for coordinating a project that required you to consider views or opinions from different j areas. What groups or 'unctions were involved? How did you handle the differences in ideas and viewpoints? What did you do to build trusting, collaborative relationships? What did you do when there were conflicting ideas or expectations? What did you learn through the use of viewpoints different from your own?

(R)
Role Model

[ ] Sought out, built, and maintained trusting and collaborative relationships and alliances with others, inside and outside of the organization, in ways that accomplished key business objectives, and enabled others to do the same. Modeled and taught Associates how to relate to others in an accepting grid respectful manner, regardless of [heir organizational level, personality or background. Built and supported a team-based work environment that respected, embraced, and valued diversity in others in ways that enhanced business performance and results.

[ ] Candidate described experience, performance or knowledge that exceeded the standards listed under Solid Performar, bui did not folly meet the standards listed under Role Model.

Exceeds Expectations.
(S)
Solid Performer [ ] Built trusting, collaborative relationships and alliances with othsre, inside and outside of the organization. Related to others in an accspting and respectful manner, regardless of their organizational level, personality, or background. Promoted a team-based work environment that respected, embraced, and valued diversity in others.

(D)
Development Needed

{] Candidate described experience, performance or knowledge that did not fully meet the standards listed under Solid Performer.

Below

I j Failed to build trusting, collaborative relationships snd alliances with others, inside and outside of the organization. Rarely elated to others in an accepting, respectful manner. Failed to promote a team-based work environment that respected embraced, or valued diversity in others.

COMPETENCY RATING GUIDELINES: Ask the above question, using the probing questions, if needed, to thoroughly evaluate tne applicant's skill level, based on the competency outlined. Only one response (R,E,SSD or B) can be selected per competency. RefatiOnsnip-S: Network Internally and EbcternaJfy fcrrcfe one)

RATING - Bund

(R)
Role. Modsl
fixceetfs

(S)
Solid Performer Expectations.

(D)
Development Neadsd

(B)
Betovr Expectations'

(ece ivei

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I Ethics and Compliance: Ensure Ethics and Compliance: Actively communicates, trains, and guides Associates on compliance (with policies and procedures. Maintains an environment that promotes and reinforces the highest standards of integrity and ethics. Anticipates potential issues and takes action to enhance compliance,

Describe how you have maintained an environment that promoted and reinforced the highest standards of integrity and ethics among Associates. What steps did you take? How have you incorporated these ideals into associate initiatives? How was your team held accountable for behavior that did not conform to these standards? How did you measure the impact of your efforts?

Describe the steps you have taken to help associates anticipate, identify, and resolve compliance issues. Who was involved? How have you communicated the appropriate policies and procedures? What challenges did you face and how did you overcome them? What was the impact of your efforts?

(R)
Role Mods/

[ 5 Partnered with Associates to anticipate, identify, and resolve a broad range of compliance issues, providing the Communication; training, and guidance needed to address complex business and regulatory challenges. Buflt and maintained an environment where adherence to and reinforcement of She highest standards of integrity and ethics were the norm, and modeled and taught others the behaviors needed to strengthen thie environment over time. Created and implemented structures, procedures, and communications that helped Managers and Associates anticipate potential issues and take action to enhance compliance, and did ths same in own work.

{} Candidate described sxperience, performance or knowledge that exceeded the standards listed under Solid Performer, but did no( fully rneel the standards listed under Role Model. Sxcaeds Expectations

(S)
Solid Pefforrnaf
(0)

(} Actively communicated, trained, and guided Associates on compliance with policies and procedures. Maintained an environment that promoted and reinforced the highest standards of integrity and ethics. Anticipated potential issues and took action to enhance compliance.

I } Candidate described experience, performance or knowledge that did not fully meet the standards listed under Solid Psrformer.

Development Weeded [ ] Rarely communicated, trained, or guidsd Associates to act in accordance with policies and procedures. Failed to maintain an environment trtat promoted or reinforced the highest standards of Integrity and stoics. Rarely anticipated potential issues or took action lo enhance compliance. y.

(B)
Bslow Expectations

COMPETENCY RATING GUIDELINES: Ask the above question, using the probing questions, if needed, to thoroughly evaluate the applicant's skill level, based on the competency outlined. Only one response (R,E,S,D or B) can be selected per competency. *~-^ COMPETENCY RATING - Ethics and Compliance: Ensure Ethics and Compliance
(circle one)

(R)
Role Modef

(E)
exceeds Expectations

SoiKfTerfomer

/m/ ' L^

(D)
Development Needed

(B)
Below ttxpectatiofis-

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Adaptability; Adapt and Learn: Demonstrates creativity and strength in the face of change, obstacles, or adversity. Adapts to competjna demands and shifting priorities. Updates knowledge and skills to handle new complexities, challenges, and responsibilifias. Seeks exposure to new ideas and perspectives. Identifies and takes steps to improve adaptability and continuous learning capabilities ir own organization.

Describe a time when you and your team had to adapt in response to change, obstacles, or adversity. What was the situation? What; steps did you take? What challenges did you face and how did you overcome them? What was the outcome?

Describe the steps you have taken to promote an environment of adaptability and continuous learning in your organization. What information did you consider? What challenges did you face and how did you overcome them? How did you determine the impact of your efforts? HOW have these efforts made your aasociates more adaptable? What was the outcoma?

(R)
Rote Model

I) Adapted quickly and resourcefully to competing demands and shifting priorities, and helped others meet new challenges professionally and affectively. Actively sought and used new ideas and perspectives to improve performance and achieve higher level results, and helped others do ths same. Identified and worked to quickly develop and master the knowtectge and skills required to effectively handle significant increases in complexity, challenge, and responsibility. Modeled strong creativity and strength when responding to change, obstacles, or adversity, displaying a positive attitude and recovering quickly from signtftcant problems. Sponsored programs gnd initiatives that improved adaptability and continuous teaming capabilities in own organization. [ ] Candidate described experience, performance Or knowledge that exceeded the standards listed under Solid Performer, but did not fully meet the standards listed under Role Modal

Exceeds Expectations

(S)
Solid Perfc/mer

(] Adapted to competing demands and shifting priorities. Sought exposure to new ideas and perspectives. Updated Knowledge and skills to handle new complexities, challenges, and responsibilities. Demonstrated creativity and strength in the face of chang_9, obstacles, or adversity. Identified and took steps to improve adaptability and continuous teaming capabilities in own organization. [} Candidate described experience, performance or knowledge that did not fully meet the standards listed under Solid Performer.

(D)
Needed

Sate*

[ ] Had difficulty adapting to competing demands and lifting priorities. Did not seek exposure to new ideas and perspectives. Rarely updated knowledge and skilte to handle new complexities;, challenges, and responsibilities. Showed little creatMry and strength in the face of change, obstacles, and adversity. Had difficulty identifying or taking steps to improve adaptability and continuous learning capabilities in own organization.

COMPETENCY RATING GUIDELINES: AsK the above question, using the probing questions, rf needed, to thoroughly evaluate the applicant's skill level, based on the competency outlined. Only one response (R,E,S,D or B) can be selected per competency.

COMPETENCY RATING - Adaptability: Adapt and Learn

(circle one)

(R)
Hole Model Exceeds Expsciations

(P)

(B)
Below

Development Needed

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