Appendix B: Performance Pyramid Interview Protocol
Artifact: Needs Assessment
This artifact was the interview protocol for Needs Assessment taught by John Wedman, Ph.D.
The following Performance Pyramid Interview Protocol was slightly edited to reflect the sales of bestsellers in a retail store. The feedback section was condensed into one question since it is a sales situation and quotas are clearly met or not met.
Introduction
I'm Genevieve Howard and I am a graduate student at MU.
As part of a project that I am doing for school, I am studying the issue of sales of bestsellers at your store. Your supervisor has agreed to allow me to talk with you.
I am going to ask you about 30 questions. I will be writing down your answers while you talk. Your information will be included in the analysis for my final report but it will not include real names of anyone or the store. Your answers are anonymous and confidential. Are you ready to get started?
Vision
What do you think your department and the store is trying to accomplish?
What do you wish it would accomplish?
Expectations
What is your role in working toward this accomplishment?
What would you like to be doing?
Feedback
How will you know when you are meeting your performance expectations?
Tools
What tools (computers, tools, etc.) do you presently have to help you meet the expectations?
What other tools do you need?
Environment
Is your work environment set up to help you be successful? How so?
What barriers to success do you and your co-workers confront in your workplace?
How could these barriers be overcome?
Processes
In terms of getting things done, what systems are in place to help you be successful? (e.g., process for communicating with another department in the store)
How do you think through the process of doing your work?
What kinds of systems would you most like to see implemented?
Rewards
In what ways will you benefit if your store is successful?
How do you think the customers will benefit from the success of the store?
Recognition
How will you be recognized for your contributions to your group's success?
What kind of recognition should there be for your contributions?
Incentives
In what way are you encouraged to do things differently?
What incentives would lead you to be more innovative?
Motivation
What led to your involvement in this kind of work?
Why do you want to be involved?
Self-Concept
If both your department and store were extremely effective, how would you see yourself in that picture? (Describe what you see.)
Capacity
What things about your work are just tough for you to deal with? (e.g., reading a computer screen; working in a loud environment)
Knowledge/Skill
What skills do you need to help you be successful?
What skills are needed by the following people to help you be successful in your work?
- supervisors
- customers
- co-workers
Organizational Culture
How are people who work in the store involved in day-to-day decision making?
- Does this seem to work OK? How so?
How do people respond when opportunities and/or challenges pop up?
- Does this response usually work? How so?
How good is the store at "holding the course" in terms of day-to-day operations? What about long-term goals?
How are the resources and activities in your store fitting together in a way that important things are accomplished?
Wrap-Up
Thank you so much for talking with me! I learned a lot today. I will give you a copy of my notes from our talk when I have it ready so you can be sure I clearly understood all your points. I appreciate your time - thanks again.
Copyright Information:
This version based on the original Performance Pyramid Interview Protocol created by John Wedman, Ph.D.
Original Performance Pyramid Interview Protocol reprinted with permission of Wedman/Graham.
Copyright 1991, 1997, 2004; Wedman/Graham
9710 N. Hartley Rd.; Hallsville, MO 65255; 573-696-2900
Revised January 8, 2006.
