1. The team will receive grades for deliverables. Each individual will receive a grade for his overall work on the team. The individual grade will be determined by the team grade modified by peer ratings. You will have an opportunity to evaluate your peers confidentially. Everyone is expected to participate to the best of his/her ability. Please see Part 2, "Team Rules Regarding Non-Performance."

2. My relationship with the team will be multi-faceted. I will play the roles of instructor, user representative, development manager, quality assurance manager, and consultant. I can play these roles concurrently, but not simultaneously.

3. We may devote some class time to team coordination. This time can also be used to receive help from the consultant. The bulk of the team's work will need to be done outside class.

1. Enthusiastic participation is expected in the team effort by everyone.

2. Nonperformance by one or more team members occasionally surfaces as a disruptive factor in a team's progress. The procedure for dealing with non-performance is through performance feedback and documentation. Nonperformance can include failing to attend team meetings, inability or unwillingness to perform a specific task, constant complaining, not completing work assignments by a certain date, or anything which hampers the group in its work. If someone is not performing, here are the steps to follow in order to receive redress:

a. As a team meet with individual in question. Provide the person with performance feedback. The feedback should be specific, focusing on behavior. Identify the unacceptable behavior and explain the consequences of the behavior. Listen to the individual's reasons for his/her behavior. Make this a problem-solving session. Finally, prepare an action plan that identifies the unwanted behavior and the steps that need to be taken to implement this plan. If you wish, you may consult with me before you have this performance feedback session. Provide a copy of the action plan to every team member, including the individual in question.

b. If the same individual continues to not perform, complete step 1 again, but also prepare a letter of counseling in addition to another action plan. This letter follows the standard memo format and has the subject "Letter of Counseling." It should list the behaviors that led to this action and it should inform the individual being counseled of your intent to formally document the unacceptable behaviors. All team members, including the counselee, must initial this letter. At this point, provide a copy of both action plans and the letter of counseling to me. I will be available for advice about this process if you so desire. On receipt of the documents, I will review them before conferring with you and the individual in question; I will then provide you and the individual with my recommendation.

c. If the nonperformance continues, prepare a termination letter. All team members besides the non-performing member must initial the letter. Give a copy of the letter to the individual and to me. This action will cause the individual's grade for the project to be zero at this point. When I have received and reviewed all the evidence, I will confer with you and the individual and then will determine whether further action should be taken.

1. Adapted 28 February 1996 from "Policy and Procedures Document" created by Dr. Tim O. Peterson, Department of Management and Marketing, University of Tulsa.