Collective Member Review Policy - Revision history

Mkille at 00:16, 1 March 2013

2013-03-01T00:16:26Z

Mkille at 19:46, 5 July 2012

2012-07-05T19:46:40Z

Mkille: /* Procedure and Timeline */

2012-06-30T19:21:12Z

Procedure and Timeline

Mkille: /* Procedure and Timeline */

2012-06-30T19:18:11Z

Procedure and Timeline

Mkille: /* Outcomes */

2012-06-30T19:16:30Z

Outcomes

Mkille: /* Purpose */

2012-06-30T19:14:18Z

Purpose

Mkille at 19:13, 30 June 2012

2012-06-30T19:13:01Z

Laurel: removed general HR category

2011-07-16T23:33:32Z

removed general HR category

Ali: added timeline info

2010-07-21T00:33:09Z

added timeline info

Valerie at 20:34, 6 July 2010

2010-07-06T20:34:03Z

← Older revision		Revision as of 00:16, 1 March 2013
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	This policy was last updated at a Staff Collective meeting on Friday, June 29, 2012.		This policy was last updated at a Staff Collective meeting on Friday, June 29, 2012.

← Older revision		Revision as of 19:46, 5 July 2012
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−	This policy was last updated at a Staff Collective meeting on Friday, June 29.	+	This policy was last updated at a Staff Collective meeting on Friday, June 29, 2012.

	==Purpose==		==Purpose==

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 # HR should maintain a list of current job descriptions on the wiki.
 # HR should create or update a separate instance of an online review survey for each staff member to be reviewed.
 # In the last week of each month, HR should sends out an email publicizing which Collective members' reviews are coming up in the next month. (Who they are and whether the reviews are 3-month, 6-month, annual or ad-hoc.) The email has links to the job descriptions and the review surveys.
 # The deadline for feedback that will be formally incorporated into reviews should be the 10th of the month. Feedback received after that should still be looked at, but it should be treated as informal.
 # Review coordinators should encourage direct co-workers in person to complete their forms by the 10th.
 # Each review coordinator should forward the results of each survey to the reviewed staff member by the 15th.
 # Review coordinators should sit down with reviewed staff members by the 20th.
 # Reviewed staff should complete their written responses to questions, concerns and criticisms by the 25th. Collective members should send their full responses to the staff collective list and redacted (as necessary) responses to the paidworkers list.
 # Collective member reviews should be discussed at the Collective meeting on the last Friday of the month, unless it falls before the 28th, in which case they should be discussed on the first Friday of the following month. These discussions should be substantive and should occur in the absence of the reviewed Collective member.
 # The HR Committee should take the results of the Collective meeting discussion of reviews and prepare draft goals and expectations documents to be approved at the next Collective meeting. These documents should guide staff activities and feedback over the next review cycle.

@@ Line 14: / Line 14: @@
 ==Procedure and Timeline==
-#HR should maintain a list of current job descriptions on the wiki.
+# HR should maintain a list of current job descriptions on the wiki.
-#HR should create or update a separate instance of an online review survey for each staff member to be reviewed.
+# HR should create or update a separate instance of an online review survey for each staff member to be reviewed.
-#In the last week of each month, HR should sends out an email publicizing which Collective members' reviews are coming up in the next month. (Who they are and whether the reviews are 3-month, 6-month, annual or ad-hoc.) The email has links to the job descriptions and the review surveys.
+# In the last week of each month, HR should sends out an email publicizing which Collective members' reviews are coming up in the next month. (Who they are and whether the reviews are 3-month, 6-month, annual or ad-hoc.) The email has links to the job descriptions and the review surveys.
-#The deadline for feedback that will be formally incorporated into reviews should be the 10th of the month. Feedback received after that should still be looked at, but it should be treated as informal.
+# The deadline for feedback that will be formally incorporated into reviews should be the 10th of the month. Feedback received after that should still be looked at, but it should be treated as informal.
-#Review coordinators should encourage direct co-workers in person to complete their forms by the 10th.
+# Review coordinators should encourage direct co-workers in person to complete their forms by the 10th.
-#Each review coordinator should forward the results of each survey to the reviewed staff member by the 15th.
+# Each review coordinator should forward the results of each survey to the reviewed staff member by the 15th.
-#Review coordinators should sit down with reviewed staff members by the 20th.
+# Review coordinators should sit down with reviewed staff members by the 20th.
-#Reviewed staff should complete their written responses to questions, concerns and criticisms by the 25th. Collective members should send their full responses to the staff collective list and redacted (as necessary) responses to the paidworkers list.
+# Reviewed staff should complete their written responses to questions, concerns and criticisms by the 25th. Collective members should send their full responses to the staff collective list and redacted (as necessary) responses to the paidworkers list.
-#Collective member reviews should be discussed at the Collective meeting on the last Friday of the month, unless it falls before the 28th, in which case they should be discussed on the first Friday of the following month. These discussions should be substantive and should occur in the absence of the reviewed Collective member.
+# Collective member reviews should be discussed at the Collective meeting on the last Friday of the month, unless it falls before the 28th, in which case they should be discussed on the first Friday of the following month. These discussions should be substantive and should occur in the absence of the reviewed Collective member.
-#The HR Committee should take the results of the Collective meeting discussion of reviews and prepare draft goals and expectations documents to be approved at the next Collective meeting. These documents should guide staff activities and feedback over the next review cycle.
+# The HR Committee should take the results of the Collective meeting discussion of reviews and prepare draft goals and expectations documents to be approved at the next Collective meeting. These documents should guide staff activities and feedback over the next review cycle.
 ==Outcomes==

← Older revision		Revision as of 19:16, 30 June 2012
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−	[[Category: ~~Policies~~]]	+	[[Category: Policy]]
	[[Category: reviews]]		[[Category: reviews]]

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 ==Purpose==
-Regular performance reviews of staff is a best practice for organizations of all sizes and missions. They should not replace informal communication or serve as a formal complaint process; instead, they are opportunities to help staff align themselves with the expectations that are placed on them and assist them in achieving their stated goals in their positions. Where appropriate, Free Geek also uses the review process to help the Collective make a decision about the status of a member within the Collective.
+:Regular performance reviews of staff is a best practice for organizations of all sizes and missions. They should not replace informal communication or serve as a formal complaint process; instead, they are opportunities to help staff align themselves with the expectations that are placed on them and to assist them in achieving their stated goals in their positions. Where appropriate, Free Geek also uses the review process to help the Collective make a decision about the status of a member within the Collective.
-Performance evaluation is a core supervisory function. Supervisory relationships must be characterized by open and honest communication in order to be both effective and ethical. At Free Geek, we have chosen to have collective supervision of Collective members. It is therefore inappropriate and counterproductive to have anonymous commenting by Collective members during the Collective performance review process. It is also inappropriate and ineffective for a supervisor to refuse to conduct performance evaluations. Timely participation in all Collective reviews is a performance expectation of each Collective member, and anonymous commenting is not allowed.
+:Performance evaluation is a core supervisory function. Supervisory relationships must be characterized by open and honest communication in order to be both effective and ethical. At Free Geek, we have chosen to have collective supervision of Collective members. It is therefore inappropriate and counterproductive to have anonymous commenting by Collective members during the Collective performance review process. It is also inappropriate and ineffective for a supervisor to refuse to conduct performance evaluations. Timely participation in all Collective reviews is a performance expectation of each Collective member, and anonymous commenting is not allowed.
-Free Geek aspires to a democratic and, where possible, non-hierarchical organizational culture. Bargaining unit employees are therefore invited to provide feedback as part of Collective member reviews. This participation is never mandatory, and it will always be anonymous unless an individual employee requests to be identified in connection with their feedback.
+:Free Geek aspires to a democratic and, where possible, non-hierarchical organizational culture. Bargaining unit employees are therefore invited to provide feedback as part of Collective member reviews. This participation is never mandatory, and it will always be anonymous unless an individual employee requests to be identified in connection with their feedback.
-Collective members currently are reviewed around 3 months after hire, around 6 months after hire, and annually around their dates of hire.
+:Collective members currently are reviewed around 3 months after hire, around 6 months after hire, and annually around their dates of hire.
-The HR Administrator is currently the review coordinator for all Collective members except for him- or herself. Another member of the HR Committee should be chosen in a timely manner to coordinate the HR Administrator's review.
+:The HR Administrator is currently the review coordinator for all Collective members except for him- or herself. Another member of the HR Committee should be chosen in a timely manner to coordinate the HR Administrator's review.
 ==Procedure and Timeline==

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 ==Purpose==
-The [[HR]] committee realizes that feedback is an integral part of making sure individuals in the collective are working in line with the mission and principles of Free Geek and therefore doing useful work.  Many collective members have said that they would greatly appreciate such feedback.  The committee therefore has decided to implement collective member reviews.  The purpose of collective member reviews is to:
+Performance evaluation is a core supervisory function. Supervisory relationships must be characterized by open and honest communication in order to be both effective and ethical. At Free Geek, we have chosen to have collective supervision of Collective members. It is therefore inappropriate and counterproductive to have anonymous commenting by Collective members during the Collective performance review process. It is also inappropriate and ineffective for a supervisor to refuse to conduct performance evaluations. Timely participation in all Collective reviews is a performance expectation of each Collective member, and anonymous commenting is not allowed.
-* Help collective members align themselves with the expectations that are placed on them,
+Free Geek aspires to a democratic and, where possible, non-hierarchical organizational culture. Bargaining unit employees are therefore invited to provide feedback as part of Collective member reviews. This participation is never mandatory, and it will always be anonymous unless an individual employee requests to be identified in connection with their feedback.
-If a member of the collective has difficulties with another, he or she should speak to the individual in person first if at all possible.  The review should not, in most cases, serve as the first notification of problems.
+The HR Administrator is currently the review coordinator for all Collective members except for him- or herself. Another member of the HR Committee should be chosen in a timely manner to coordinate the HR Administrator's review.
-The review should be a forum in which the person being reviewed is recognized for his or her successes as well as offered guidance from the rest of the collective on how to do things differently for the betterment of the organization.  It's the responsibility of the reviewer to take into account time constraints, skill level, interests, etc. when suggesting improvements.  The reviewer should work together with the reviewee to create a practical, reachable set of goals for him or her.  These goals should be as specific as possible and should include the reviewee's own goals as well as those from the rest of the collective.
+#HR should maintain a list of current job descriptions on the wiki.
-==Procedure==
+#HR should create or update a separate instance of an online review survey for each staff member to be reviewed.
-===Timeline===
+#In the last week of each month, HR should sends out an email publicizing which Collective members' reviews are coming up in the next month. (Who they are and whether the reviews are 3-month, 6-month, annual or ad-hoc.) The email has links to the job descriptions and the review surveys.
-In order for HR to get folks reviewed once a year, it has become necessary for HR to stick to a tighter review schedule.  To this end, we've created some guidelines to help get us all on the same page about efficient timelines.  HR will start a new review every Wednesday and allow feedback to be submitted for 10 days.  After the reviewee receives the feedback, he/she has one week to meet with the reviewer and respond to questions/issues.
+#The deadline for feedback that will be formally incorporated into reviews should be the 10th of the month. Feedback received after that should still be looked at, but it should be treated as informal.
-===General===
+#Review coordinators should encourage direct co-workers in person to complete their forms by the 10th.
-===Probationary Members of the Collective===
+#Each review coordinator should forward the results of each survey to the reviewed staff member by the 15th.
-* Let the probationary member into the collective,
+#Review coordinators should sit down with reviewed staff members by the 20th.
-If the collective decides to extend the probationary period, another review will be given 3 months later, or approximately '''9 months''' from the original date of hire.  The reviewer will again report to the collective, which will decide whether to:
+#Reviewed staff should complete their written responses to questions, concerns and criticisms by the 25th. Collective members should send their full responses to the staff collective list and redacted (as necessary) responses to the paidworkers list.
-* Let the probationary member into the collective or
+#Collective member reviews should be discussed at the Collective meeting on the last Friday of the month, unless it falls before the 28th, in which case they should be discussed on the first Friday of the following month. These discussions should be substantive and should occur in the absence of the reviewed Collective member.
-Note that if, after their 6- or 9-month review, we terminate a probationary member, we don't expect that we'd want them to stay on for a transitional period (we also wouldn't expect that ''they'd'' want to!).  In the end, though, we'll deal with this situation on a case-by-case basis.
+#The HR Committee should take the results of the Collective meeting discussion of reviews and prepare draft goals and expectations documents to be approved at the next Collective meeting. These documents should guide staff activities and feedback over the next review cycle.
-When an individual enters the collective, they will be added to the [[Staff Review Schedule]].
+==Outcomes==
-====Confirmation Process====
+*Each review should result in an overall performance evaluation of Excellent, Good, Satisfactory, Needs Improvement or Unsatisfactory.
-At the staff meeting following the 6- or 9- month review of a probationary collective member, we'll do the following:
+*An evaluation of Satisfactory or above is needed at a 6-month review in order to promote a Collective member to full Collective status.
-[[Category: Undocumented Policy]]
+[[Category: Policies]]
 [[Category: reviews]]

← Older revision		Revision as of 23:33, 16 July 2011
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	[[Category: Undocumented Policy]]		[[Category: Undocumented Policy]]
−	~~[[Category: HR]]~~ [[Category: reviews]]	+	[[Category: reviews]]

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 * When granting a probationary member full status, the collective must come to consensus in order to move forward. If the collective cannot come to consensus the probationary member is not granted full status and his/her employment must be terminated.
-[[category:policy]]
+[[Category: Undocumented Policy]]
 [[Category: HR]] [[Category: reviews]]