Use the junior data analyst job description.

You are assessing your team member, Pat. Pat started work seven months ago, so this is their first real performance review. At the end of their 30-day probation period, their supervisor at the time wrote a brief summary of their work, which gives you a baseline from which to conduct your assessment. That summary indicated Pat "met expectations" on all aspects of the job and added that Pat needs to work on punctuality and accountability, with no details given.

As you have supervised Pat for the last six months, you know that they come from a cultural background that is high individuality, low power distance, and low context (see Hofstede's dimensions). Your team primarily works virtually, using video conferencing and instant messaging frequently. Pat has self-identified to the team as preferring to use gender-neutral pronouns such as "they" and "them."

You set a time with Pat to meet over Zoom to review the job requirements and their performance. A week before the meeting, you send a template for the performance review to Pat, asking them to complete it as a self-assessment and bring it to the conversation.

Pat logs into the Zoom meeting five minutes late, explaining they had "technical problems" with the application, and apologizes profusely. There do seem to be a few technical glitches, or an unstable connection, and Pat asks if they can turn off their camera to save bandwidth. You ask Pat to leave it on as much as possible, conceding that it can be turned off if needed.

You ask Pat to share their overall self-assessment of their work over the last six months. Pat acknowledges their struggles with being on time, and the steps they are taking to become more accountable to their teammates. Over the next 20 minutes, you have a productive conversation with Pat about improving these elements of performance, including using Pat's lateness to the current Zoom meeting as an example.

You then ask Pat to choose one job task they excel at, and one they would like to improve. This leads to another productive discussion.

At the end of the Zoom meeting, you tell Pat that you will document the conversation by sending a memo that will form the "supervisor's remarks" part of the formal written performance evaluation. This memo will go to your supervisor and will become part of Pat's performance management file. Pat will be copied on the memo, but the memo is not directly addressed to Pat.

For your submission, craft this memo. Include the following:

• Describe the job task Pat excels at (choose one from the relevant job description), and writea paragraph of praise for Pat's work in this area.
• Describe the job task Pat wants to improve (choose one from the relevant job description) and writea paragraph with suggestions for how Pat can build skills or knowledge related to this task. You should make up some specific examples of skill or knowledge building activities to include in this paragraph.
• List three steps Pat will take to improve time management; cite a source for time management skills Pat can use in this effort.
• List three steps Pat will take to improve their accountability to their teammates; cite a source for learning more about teamwork that Pat can use in this effort.

Consider carefully that your written memo will be read by Pat, by your supervisor, and will become part of Pat's employment record.

• Use a professional, courteous, tone;
• Use clear and concise language;
• Include an introduction that sets the context of the memo;
• Include a conclusion that summarizes next steps;
• Use formal memo format.