In this assignment you evaluate the contribution of your peers. This is done by allocating 100 points across your other team members. You do not evaluate your own contribution. It is important that you give more points to team members who have contributed the most to the team and fewer points to those you perceived contributing at a lower level. Thus, those who contribute the most should receive the full worth of the team's grades; those who did not contribute fully should only receive partial credit. Therefore, you may not award identical points to any two team members. This will result in a spread of at least five points between the highest and the lowest points awarded.
Some of the of the factors you might consider include:
This list is not comprehensive so you might include other factors in your evaluation.
|The peer evaluation you give to your peers should not be a surprise. Individually, and as a team, you are responsible for providing ongoing feedback to your teammates. If someone is going off the tracks (i.e., you see their performance as unacceptable or likely to significantly damage their rating), you need to make sure that they understand that, and document (via email) your attempts to help them get back on track.|
Such ranking systems are frequently used in industry for deciding matters such as bonuses, promotions, and in some contexts, firing (See for example, Grote, 2005).
Shortly after the due date for this assignment, you will be provided with the feedback from your peers. The feedback is not anonymous.
.h4 In case you want it, there is a description of the math behind the peer evaluation
Grote, D. (2005). Forced ranking: Making performance management work. Harvard Business Review Press, Cambridge MA, 1.