MEMORANDUM

To: Raziel Ungar

From: Nicholas Ogden
Date: February 27, 2017
Subject: Rudy Lyons Performance Evaluation

I appreciate you asking for my opinion on the possible promotion of Mr. Lyons; and understand
the importance of this decision both for Mr. Lyons and for Eller, Inc. After analyzing the data
from the performance evaluations, I recommend that Rudy Lyons does not get the promotion.
This information will be useful in making your decision on the promotion of Mr. Lyons. This
memorandum will summarize the results of the peer and self-evaluations of Rudy Lyons
focusing on three specific areas; teamwork, leadership, and overall score.
Teamwork
The teamwork section of the performance evaluations has seven subsections regarding Mr.
Lyons ability to work and contribute as a member of the Eller, Inc. team. In this section, Mr.
Lyons gave himself a score of 33/35 and commented that he makes a lot of positive
contributions to the team. This means that Mr. Lyons sees himself as a near perfect member of
the team. On the other hand, his average score in the peer evaluations for teamwork was 26.4/35.
This score indicates that his teammates think he only seldom contributes to the team. In addition,
one team member stated concern for his lack of teamwork by stating that he often fails in
actually finishing his part thoroughly and on time. This data indicates that Mr. Lyons often
underperforms as a member of the team as well as a degree of separation between his perceived
and actual performance. This inconsistency of thought in addition to his low peer evaluation
scores for teamwork tell me that Mr. Lyons is not worthy of the promotion.

Rudy Lyons' Performance Evaluation

Peer Self

120

100

80
SCORES

60

40

20

0
Teamwork Leadership Overall
PERFORMANCE CATEGORIES
Leadership
On the performance evaluation, there are five questions pertaining to the leadership skills
demonstrated by Mr. Lyons in the workplace. On the self-evaluation, Mr. Lyons indicated that he
is the perfect leader by scoring himself 25/25. However, on the peer evaluations he again scored
much lower. The average peer evaluation score he received in the leadership section was 14.8/25
indicating that he almost never displays key leadership skills. One of his teammates voiced this
concern by saying, Rudy falls short in leadership abilities and in convincing any teammates that
he should be the lead on any given projects. Again, this discrepancy in scores indicates the Mr.
Lyons views himself as a better leader than his teammates do. Leadership skills are an area of
importance when considering someone for a promotion and Rudys inability to prove his worth
to the team indicates that he is not the right person for the job.
Overall Score
Overall, Mr. Lyons gave himself a 97/100 on the performance evaluation indicating that he is a
near perfect employee. This is concerning because his average overall score from the peer
evaluations was 65/100 with high and low scores of 73 and 55, respectively. The distribution of
peer evaluation scores show that Mr. Lyons is not as valuable to the team as he thinks he is. One
of the underlying problems mentioned in four of the peer evaluations as well as his self-
evaluation is his lack of time management. He consistently scored low in categories pertaining to
his timely arrival to meetings and his ability to complete tasks on time. Since Mr. Lyons rarely
completes his work on time and the promotion would only add more duties and responsibilities
to Mr. Lyons daily agenda, I would say that he is unfit for the position.
In conclusion, I would not recommend Rudy Lyons for the promotion. I understand that this has
negative effects on Mr. Lyons, however I see no indication that he is deserves the promotion. His
low scores in areas such as teamwork and leadership as well as his low overall scores from the
peer evaluations indicate that his level of work and productivity is not up to the standards of the
company. In addition to this, Mr. Lyons very high self-evaluation scores show that he is unable
to objectively evaluate his contributions to the team. If I was in your position I would not
promote Rudy Lyons and instead consider another candidate. If you have any questions or
concerns feels free to contact me at nicholasogden@email.arizona.edu.