TEAM PERFORMANCE ASSESSMENT

CHECKLIST

Questions that will get you the answers

you need to fill out the template below:

c 1. Social categorization and intergroup behaviour: Does minimal intergroup discrimination make
social identity more positive?

c 2. To what degree does the teams approach to its work allow for modification and improvement
over time?

c 3. How do you recognize and praise members for contributions?

c 4. To what degree will team members, individually and collectively, commit time to help
themselves and others learn and develop skills?

c 5. To what degree are the skill areas critical to team performance present?

c 6. To what degree do members understand and articulate the same purpose without relying on
ambiguous abstractions?

c 7. To what degree does the teams work approach provide opportunity for members to engage in
open interaction?

c 8. Is there a particular method of data analysis that you would recommend as a means of
demonstrating that method variance is not of great concern for a given dataset?

c 9. To what degree are fresh input and perspectives systematically caught and added (for example,
through information and analysis, new members, and senior sponsors)?

c 10. Can team performance be reliably measured in simulator and live exercises using the same
assessment tool?

c 11. Lack of method variance in self-reported affect and perceptions at work: Reality or artifact?

c 12. When does the medium matter?

c 13. To what degree are staff involved as partners in the improvement process?

c 14. What are teams?

c 15. To what degree does the teams work approach provide opportunity for members to engage in
results-based evaluation?

c 16. To what degree will new and supplemental skills be introduced as the need is recognized?

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c 17. To what degree will the team ensure that all members equitably share the work essential to
the success of the team?

c 18. Can familiarity breed backup?

c 19. To what degree can the team measure progress against specific goals?

c 20. To what degree do team members frequently explore the teams purpose and its implications?

c 21. How do you encourage members to learn from each other?

c 22. To what degree do all members feel responsible for all agreed-upon measures?

c 23. To what degree are the goals realistic?

c 24. What is method variance?

c 25. How hard do you try to make a good selection?

c NOTES:

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Project Title: Date Prepared:

Technical Performance

Scope □ Exceeds Expectations □ Meets Expectations □ Needs Improvement

Comments:

Quality □ Exceeds Expectations □ Meets Expectations □ Needs Improvement

Comments:

Schedule □ Exceeds Expectations □ Meets Expectations □ Needs Improvement

Comments:

Cost □ Exceeds Expectations □ Meets Expectations □ Needs Improvement

Comments:

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Interpersonal Competency

Communication □ Exceeds Expectations □ Meets Expectations □ Needs Improvement

Comments:

Collaboration □ Exceeds Expectations □ Meets Expectations □ Needs Improvement

Comments:

Conflict □ Exceeds Expectations □ Meets Expectations □ Needs Improvement

Management
Comments:

Decision Making □ Exceeds Expectations □ Meets Expectations □ Needs Improvement

Comments:

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Team Morale □ Exceeds Expectations □ Meets Expectations □ Needs Improvement

Comments:

Areas for Development

Area Approach Actions