Competencies Rating Guide Rating Drive for Results Makes a significant contribution to business practice/policy/procedure resulting in improved best practices. Proactively works to exceed performance expectations, resulting in measurable improvement in business performance. Motivates peers/team or direct reports to exceed project deadlines. Manages multiple demands and competing priorities with confidence and drive. Takes accountability for actions. Is sought out by others for his/her outstanding organizational capability. Role model under pressure. Can gather the facts, consider options and act with speed and decisiveness. Actions result in measurable benefits/ gained efficiencies for Forsythe. Delivers a specific and outstanding effort to customer focus and/or problem solving, which results in an unexpected and highly valuable contribution to annual performance. Initiates, drives, and champions continuous improvement in self and others. Demonstrates consistently exceptional commitment to high quality work and requires quality from others. Adds spark, vigor, and energy to the business. Can-do spirit is infectious. Strong action orientation; under pressure, can gather the facts, consider options and act decisively. Actions result in measurable benefits/ gained efficiencies for the team or department. Shows tenacity in his/her commitment to deliver results. Inspires peers/team or direct reports to work harder to accomplish results. Works effectively with multiple demands and competing priorities. Initiates action despite uncertainty of outcome; is willing to take risks, exhibits willingness to accept accountability and inspires innovation in others. Demonstrates capacity to continue to be highly productive under adverse circumstances. Motivates others to do the same. Makes decisions and acts in ways that are good for customers and Forsythe. Views business problems as his/her own; never walks past problems. Consistently meets and exceeds first time quality requirements and commits to high quality work. Establishes solid work plans for self or others to deliver products or services that are ontime, on-budget, and on-quality. Champions continuous improvement. Demonstrates personal commitment to moving the business forward. Meets changing demands, takes accountability for his/her actions and balances priorities. Looks for opportunities to take action, gathers facts, considers options and acts decisively. Makes timely decisions. Will take risks when practical; delivers innovative ideas and builds support for innovative approaches. Maintains stamina and productivity during adverse circumstances. Acts as a positive example to others to do the same. Eagerly accepts responsibility to get the job done. Proactive. Self-directed. Demonstrates consistent quality in his/her work. Acts fast to resolve customer/business problems. Has difficulty staying on track and on time with projects/deadlines/goals. Requires an excessive amount of structure, guidance, or direction. Has trouble accelerating pace to meet changing demands. Lacks ability to prioritize. Does not support continuous improvement. Allows problems to escalate or worsen. Frequently cannot make a timely decision. Unwilling to take appropriate risk. Does not see role as one of supporter/leader of team innovation. Risk avoidance negatively impacts the work of peers, direct reports, or work group. Does not meet the quality requirements of the job. Work contains multiple errors. Blames adverse circumstances or others for failing to meet expectations. Actions may negatively impact the motivation of others. Does not consistently take accountability for his/her actions. Does not stay on track and on time with projects/deadlines/goals. Consistently requires excessive amount of structure, guidance or direction.
Shows complacency in approach to business and individual performance; sometimes too quick to adjust timelines, budgets, or quality commitments. Regularly produces low quality work. Does not take accountability for his/her actions. Behaviors are discourteous or unresponsive Rating Problem Solving & Decision Making Approaches situations and decisions with a view to the future. Uses visionary thinking and anticipates trends; stimulates thought beyond conventional practices. Formulates decision criteria considering costs, benefits, risks, and timing. business acumen; leads/contributes to business, project, and financial planning for company or work group. Develops solutions to problems that differentiate Forsythe in the marketplace. Makes tough decisions to further develop and enhance existing processes and procedures to ensure customer satisfaction and department efficiencies. Influences others to modify their personal viewpoints when faced with new facts. Demonstrates proficiency in forward thinking skills. Thinks beyond conventional practices. Demonstrates sound business ethics and follows policy. Identifies gaps or lapses in policy and procedure and works to correct. Follows an organized problem solving approach using a variety of analytical techniques. Has a track record of sound decision making. Ability to make a quick decision. Sees hidden problems. Looks beyond the obvious and doesn t stop at first answers. Considers financial impacts as part of decision making criteria. Solid business acumen skills. Sought out by others for coaching on how to address complicated business situations. Demonstrates awareness of future impacts resulting from decisions. Makes proactive and pragmatic decisions in a timely manner. Follows sound business ethics and policy. Takes initiative to identify and analyze problems in a proactive manner. Consistently arrives at sound logical decisions in a timely manner. Perceives impact of decision and works with other in a cooperative manner to resolve problems. Basic business acumen skills; financial understanding meets the needs of the role. Develops workable and practical solutions to problems. Sought out by others for advice and solutions. Fails to consider future impacts of decisions. Does not think of the obvious challenges. Careless on following policies or procedures. Fails to troubleshoot solutions. Solves problems by jumping to conclusions often with mixed results. Fails to appropriately consider financial impacts as part of decision criteria. Lack of business acumen negatively impacts performance of self or work group. Rarely participates in problem solving. Frequently elevates a problem without offering solutions. Does not make timely decisions, missing in business opportunities or negatively impacting business performance. Less systematic or analytic when problem solving. May rely too much on tried and true methods or a single approach. Slow to decide or to declare. May procrastinate, seek more information to build confidence and avoid risk. May make things overly complex. Does not follow policy or procedure or is not ethical in approach. Does not appropriately analyze the situation; decisions are not well thought out. Never willing to negotiate or compromise; is not collaborative. Decisions made are overly complex. Decisions frequently miss deadlines or are not made in a timely manner.
Decisions are not based on solid business acumen. Decisions have a negative impact on Company Performance Rating Adaptability and Flexibility Approaches situations and decisions with a view to the future. Uses visionary thinking and anticipates trends and stimulates thought beyond conventional practices Makes significant contribution to the business resulting in improved best practices. Highly tolerant of ambiguity. Drives and initiates positive change in the organization. Uses creative techniques to solve ambiguous and/or ill defined problems. Recognizes intangibles and develops workable solutions. Balances conflicting priorities and works with appropriate parties to resolve conflicting priorities. Identifies a clear and effective plan with appropriate, specific, and well-sequenced action steps required to accomplish team or work group objectives; takes into account contingencies, constraints, and thorough process. Role model of interpersonal flexibility. Makes significant progress and demonstrates ability to deliver results even in the face of ambiguous or complicated situations. Champions change. Supports change decisions that differ from personally preferred action. Consistently recommends alternate solutions. Flexible in interpersonal interactions. Increases comfort level of others through adaptive style and approach. Works effectively in ambiguous situations. Comfortable with change. Supports change decisions that differ from personally preferred action. Modifies personal viewpoint when faced with new facts. Decides and acts without having the total picture. Isn t upset when things are up in the air. Can comfortably handle risk and uncertainty. Takes personal ownership and accountability for results. High need for direction and predictability. Jumps to conclusions, intolerant of change. Maintains position regardless of new facts that indicate other solutions or answers. Not comfortable with change or uncertainly. Less efficient and productive under ambiguity. Blames adverse circumstances or others for failing to meet expectations. Not comfortable with change or uncertainly. Not productive under ambiguity which requires excessive supervision. Lacks understanding of how to accomplish team or work group objectives; does not understand the workings of the organization. Wants to maintain the way things were even if not appropriate.
Rating Teamwork & Collaboration Actively seeks to gain and use cross-functional knowledge to improve personal and departmental performance. In highly stressful situations, effectively gets others involved in problem solving. Maximizes/engages others involvement and contributions to process improvements. Raises and champions ideas and opinions from others that have broad implications (within department, cross-functionally, etc.). Results in higher quality solutions that have broad acceptance. Always provides exceptional value to teams on which he/she serves. Is quick to share credit for team accomplishments. Suggests and gets involved in initiatives that engage others beyond his/her department or workgroup. Is highly recognized by others for ability to share success publicly and privately. Is a champion/role model for effectively balancing the interests and needs of his/her team/department/location with those of the broader Forsythe organization. Demonstrates a clear command to help people feel valued and appreciated. Addresses conflict constructively. Gains and uses cross-functional knowledge to improve individual performance. Proactively reaches out to others when identifying an opportunity or problem solving. Encourages expression of ideas and opinions from others within department or work group. Strives for consensus. Is widely respected as a cooperative and participative team member. Is generous with time and ideas when involved in team activities. Regularly volunteers to help on assignments outside his/her area of responsibility. Seeks out opportunities to recognize and acknowledge the work of others. A leader in sharing success with others. Recognizes and effectively balances the interests and needs of his/her team/department/location with those of the broader Forsythe organization. Welcomes opportunities to work broadly across the company cross-function, crossbusiness, cross-locations. Considers company implications of individual actions. Considers the interests and needs of the broader Forsythe organization. Involves all relevant employees when problem solving. Is open to ideas and opinions of others. Is always in tune with relationships and dynamics of the team; takes action to maintain team effectiveness. Can be counted on to perform as a solid team member. Consistently contributes to team success. Is repeatedly invited to join teams. Regularly shares success with others. Rarely considers cross-functional implications of individual actions. Frequently tries to take on process improvements solo versus involving others. Is closed to opinions or expression of ideas from others, inflexible in approach to problemsolving. Frequently fails to recognize the interests and needs beyond his/her team/department. Makes less contribution to team efforts than other team members. Contributes less to the success of the team than is expected. At times, may resent the need to work with others. Has taken credit for the work of others. Does not understand the impact of words and actions on the group. Creates conflict on the team.
Rating Communication Highly skilled at influence. Builds common ground, creates buy-in by involving those affected by a decision in a way that gains commitment. Expresses ideas persuasively in both individual and group situations resulting in implementation of new idea/initiatives. Adapts to the communication needs of the listener. Deals with emotions effectively defuses them to focus on facts. Personal communication style positively motivates others. Adept at expressing feelings and opinions in spite of disagreement; accurately and professionally communicates to others regardless of their status or position. Uses a flexible communication style to resolve conflict. Is a role model for others on how to suspend judgment and practice diplomacy in challenging situations. Skilled at using verbal and non-verbal listening techniques. Is skilled at soliciting others ideas in group settings. Works with the input and point of view of others to build better solutions to business problems. Manages group dynamics in a way that results in synergy and high consensus. Successful at dealing with difficult people. Able to influence others through strong interaction skills; clearly presents own ideas and actively listens to ideas of others. Seeks win-win solutions and gains acceptance of ideas, projects or plans. Utilizes professional approach when managing conflict. Utilizes personal communication style to positively impact productivity of others. Refrains from prejudging or trivializing others ideas. Seeks out the viewpoints of key team members, even when the views of others might conflict with his/her own. Active listener who probes for greater understanding. Sought out by others for coaching on communication and influencing. Demonstrates leadership in meetings by establishing an open and candid tone with peers/team/direct reports. Open to other s ideas. Looks for opportunities to learn others point of view. Communicates openly and candidly. Expresses his/her opinion and point of view. Recognizes and manages conflict well. Manages disagreement constructively. Actively listens to the viewpoints of others. Has the patience to hear people out. Uses effective interpersonal style and communication methods which result in a productive work environment. Works to positively influence others. Listens to entire message before speaking (doesn t interrupt). Willing to consider others views. A strong contributor in meetings or group settings. Tends to withdraw from communications with others or may overreact to conflict. Feels intimidated and may hold back opinion or may force opinions on others. Shows passive-aggressive style toward disagreements complies without fully supporting an idea, complains to others. Works a separate agenda outside of meetings. Forces others to adapt to his/her preferred communication style. Communication style impacts productivity of others. Frequently is verbally and non-verbally judgmental before other party has completed input. Interrupts others, missing important parts of the messages and creating frustration and inefficient discussion. Lacks understanding of how to influence others. Prejudges or trivializes ideas. Does not contribute to meetings. Can be abrupt or unapproachable when communicating with others. Rigid and inflexible in interpersonal interactions, me oriented. Doesn t listen well. May cut people off. Interactions with others frequently lead to conflict. Frequently loses composure in meetings.
Rating Professional & Technical Expertise Has deep and thorough understanding of his/her area of technical or functional expertise, and can translate that knowledge into industry-leading actions that improve the business. Helps others gain technology industry and Forsythe knowledge. Continuously works to improve knowledge about the business. Demonstrates an understanding of how his/her personal efforts drive business success and is exceptionally committed to applying that knowledge to generate positive results for Forsythe. Is sought out by others as an expert in his/her area (such as systems, sales, marketing, or operations). Provides others with insight gained from industry and/or technical expertise. Demonstrates clear command of competencies, skills and knowledge in continuous improvement processes and concepts. Drives out waste/and or increases profits through quality improvement tools. One of the best in the industry; a stand-out at Forsythe. Strong financial acumen. Understands and uses Forsythe financial terminology. Can translate financial information to peers/team members/direct reports. Seeks information to build his/her industry, business, Forsythe knowledge. Strives to acquire skills that will impact his/her personal performance. Asks questions to build knowledge. Demonstrates proficiency in his/her area of expertise (such as systems, sales, marketing, or operations) and leverages that expertise to lead efforts to improve the business. Seeks new insights gained from industry and/or technical knowledge. Continuously looks to increase and improve knowledge about their career. Seeks to increase competencies, skills and knowledge in continuous improvement processes and concepts. Understands overall Forsythe business and financial performance and uses information to make sound business/process improvement decisions or provide suggestions that will reduce costs or increase revenue. Shows a strong understanding of his/her area of expertise (such as systems, sales, marketing, or operations) and leverages that expertise to lead efforts to improve the business, and successfully applies it to projects and daily work. Knows how his/her job fits into the bigger picture of Forsythe s business, and aligns his/her goals to the broader business and departmental objectives. Take ownership for career and developing in his/her current role. Actively applies current competencies, knowledge and skills to continuous improvement processes and concepts. Stays up to date on Forsythe business and financial performance. Understands how current financial trends impact his/her area. Does not take the time to stay current with industry trends, business performance, Forsythe s business, or developments in his/her area of expertise. Demonstrates limited interest in new industry insight and/or technical expertise. Does not take ownership for in career growth or developing in their current role. Demonstrates lack of initiative in applying competencies, knowledge and skills to continuous improvement processes and concepts. Judgment and decision making marginal because of lack of knowledge. Is not proficient in technical/functional area of expertise. Demonstrates a limited understanding or interest in Forsythe s business or financial performance. Puts no effort in to learning new skills and has no desire for personal improvement. Frequently makes technical/functional errors.