Mini Case Study:

I have just received my annual performance appraisal, which was based on a 360-degree review process. I am not happy with the result since on a scale of 15 (5 being high), I averaged a 2. However, rather than complain, I decide to take the results to heart and do something about them. After careful consideration, I decided to use a process improvement methodology approach as a mean of driving personal improvement. Details of my plan are as follows:

I am unhappy with my personal performance and want to move my average performance from a 2 to a 3 by the next annual performance appraisal. The 360-degree performance appraisal is very detailed and allows me to decompose my average result into various components that I can associate with particular behaviors. Each of these component parts has, in turn, an average result determined for them as well. Since I am able to analyze the results of each of the component parts, I create a Pareto chart to determine which components have the greatest influence on my overall average score. Consequently, I am able to determine the top five behaviors. This is an important consideration since I must balance my actual productive work time against my personal improvement time and work within the time allotted to my annual training plan. With the top five drivers of behavior identified, I started to develop and execute a plan. In this case, my plan consisted primarily of taking company sponsored training and education courses. As I take the courses, I diligently practice what I have learned, and decide that it might be beneficial to keep a journal that details any particular interactions that might influence my performance ratings. This allows me to keep what I have learned in the foreground and to practice it continuously. In addition, I decide to use intermediate 360-degree performance appraisals that dont count as I am the only one who will see the feedback. As long as the feedback on the top five that I am focusing on is improving, I am on track. If not, I will need to revisit my plan and make appropriate changes. Furthermore, I am concerned that behaviors that were in control have not moved in the wrong direction. If any have, they will be included in the plan moving forward.

question:

g) Can you think of other quality tools which can be used in this plan other than Pareto Chart? If so, mention 5 tools and identify in which of the DRIVER phase(s) to be used.