Use this questionnaire to get a free consultation concerning the organization and individual performance effectiveness of your organization.

First, either copy the questionnaire into a Word document or into an e-mail message.

Second, fill out the contact information completely, so we can get back to you.

Third, for each question, put an "X" next to the most appropriate response.

Fourth, when you have answered all the questions, e-mail this questionnaire (in the body of the e-mail or as a Word attachment back to us at:

wiseoldken@silberperformance.com

We’ll send you an analysis of your organization’s effectiveness by return e-mail.

Name: ______________________________________________

Title: _______________________________________________

Business Unit/Department: ______________________________

Company: ____________________________________________

Address: _____________________________________________

City/State/Zip:________________________________________

Phone Number: _______________________________________

E-mail: ______________________________________________

Fax:_________________________________________________

Please Put an X next to the most appropriate response for each item:

1. Our mission and goals are continuously reviewed and updated by examining the changing external business environment and determining how the organization ought to respond…

All the time     Very often      Some of the time     Occasionally      Almost Never

2. Our mission, vision and goals are continuously communicated throughout the organization…

All the time     Very often      Some of the time     Occasionally      Almost Never

3. Our organization structure and periodic re-organizations are based on our mission, and not done independently of them or for other peripheral reasons.…

All the time     Very often      Some of the time     Occasionally      Almost Never

4. Our reward and recognition system reflects our culture, goals and desired individual work performance…

All the time     Very often      Some of the time     Occasionally      Almost Never

5. Our work processes are designed so every business function involved in the process is part of a team that’s involved from the beginning to the end…

All the time     Very often      Some of the time     Occasionally      Almost Never

6. Our work processes are designed to minimize cycle time, waste, hand-offs and costs while maximizing quality…

All the time     Very often      Some of the time     Occasionally      Almost Never

7. When we have a problem with employee performance, we begin by asking the training department to design a course for the employees…

All the time     Very often      Some of the time     Occasionally      Almost Never

8. When our organization has a problem with employee performance, we consider changing the reward and recognition system to ensure it rewards the performance we want…

All the time     Very often      Some of the time     Occasionally      Almost Never

9. When we have a problem with employee performance, we look at the environment employees work in and the tools they use to ensure they can deliver the performance we want…

All the time     Very often      Some of the time     Occasionally      Almost Never

10. When employee performance problems arise, we consider implementing a feedback and coaching system (including giving managers time) to improve the performance we want…

All the time     Very often      Some of the time     Occasionally      Almost Never

11. When we have a problem with employee performance, we consider providing them with access to more information that might help them give the performance we want…

All the time     Very often      Some of the time     Occasionally      Almost Never

12. When teams are given work, we ensure they have a clear charter, proper membership, a meaningful task to perform, adequate authority to do the task, access to necessary information and personnel and the skills they need to function as a team and solve problems…

All the time     Very often      Some of the time     Occasionally      Almost Never

13. When we do training or some other performance improvement intervention, we do evaluation of its effectiveness at all four evaluation levels…

All the time     Very often      Some of the time     Occasionally      Almost Never

14. When our organization performs training or some other performance improvement intervention, we measure how much people liked the program…

All the time     Very often      Some of the time     Occasionally      Almost Never

15. When we do training or some other performance improvement intervention, we measure how much our personnel learned from the program by testing them…

All the time     Very often      Some of the time     Occasionally      Almost Never

16. When performing training or other performance improvement intervention, we measure how much behavior on the job changed as a result of the program…

All the time     Very often      Some of the time     Occasionally      Almost Never

17. When we do training or some other performance improvement intervention, we measure the increase in areas such as product quality, customer service, workers performance as a result of the program…

All the time     Very often      Some of the time     Occasionally      Almost Never

18. After training or some other performance improvement intervention is completed, we measure how much profit returned to the bottom-line as a result of the program…