Fifth Friday Review Brainstorm - Revision history

Ali: very rough inclusion of ideas from meeting

2010-01-29T18:58:09Z

very rough inclusion of ideas from meeting

Tonyc: /* How to improve reviews */

2010-01-29T02:26:38Z

How to improve reviews

Rfs: /* Ideas From Luiz = */

2010-01-27T18:19:04Z

Ideas From Luiz =

Ali: Ali

2010-01-27T00:41:57Z

Ali

Ali: updated

2010-01-27T00:39:04Z

updated

Luiz: /* Support */

2010-01-23T01:01:35Z

Support

Luiz: /* Communication */

2010-01-23T00:53:33Z

Communication

Luiz at 00:52, 23 January 2010

2010-01-23T00:52:20Z

Luiz: /* Ideas From Luiz */

2010-01-23T00:45:14Z

Ideas From Luiz

Ali: added Luiz ideas

2010-01-20T03:50:58Z

added Luiz ideas

New page

== Ideas From Luiz ==

''Possible characteristics to rate collective members by, grouped thematically''

===Meetings===
* Meeting facilitation (on time, on topic, balanced)
* Scribing (clear, accurate, dispassionate)
* Preparation (familiar with topics to be discussed)
* Contribution (takes on regular committments)
* Punctual

===Floor shift work===
* Steadiness (works for whole time, stays on task)
* Area development (makes gradual evolutionary improvements to floor areas)
* Intern coordination (effectively manages interns)
* Punctuality (on time for floor shifts)

===Efficiency===
* Task completion (completes tasks in a reasonable amount of time)
* Inbox management (does not over-commit)
* Mindful of others work (does not interrupt unless necessary)

===Communication===
* uses appropriate language (professional, polite, content-oriented)
* tells others when help is needed
* offers help to others who need it
* Netiquette (professional, polite, content-oriented)
* receptiveness (allows and encourages feedback)
* gives good feedback
* includes others in plans
* works through committees (tries to express and sway opinions at committees)

===Attitude===
* welcoming to volunteers (says thank you, remembers names, etc)
* trusting of coworkers (trusts other committees decisions)
* satisfaction (wants to work here, happy)
* openness?
* positive?

===Leadership===
* Organization development (makes gradual evolutionary improvements to org)
* Macromanagement (broad direction is primary concern)
* Example (models good work to volunteers in areas)
* ????others here????

[[Category:Reviews]]

@@ Line 7: / Line 7: @@
 == Fifth Friday Agenda ==
 * Overview of Probationary Period
 :* 3 month check-in
@@ Line 15: / Line 16: @@
 === How to improve reviews ===
 ''put your ideas here and we'll discuss them at the meeting''
 * aligning questions with [[Collective Level Expectations]]
 * probationary review is the only time we question whether a person belongs on the Collective, how do we include this in later reviews?
 * mandatory responses to "Do you have any questions for the reviewee?"
-* level of interaction with reviewee and how that is not currently reflected in reviews ("I don't know" option)
+* how to address targeted questions?
-* have each question include both a "level of interaction" rating and a rating on the topic. e.g.: The question "Leaves volunteer-inhabited areas clean at the end of the shift" would have a space to both rate the reviewee's performance, and the give the scale of interaction the reviewer has in this capacity. gives more info than just "i don't know" and identifies any collective members who are more isolated from the group.
 * Asking each Collective member: what is xxx's job? (before, during, after Probationary Period)
-* Use a survey to handle these. makes it much faster to complete, eliminates data entry and makes poking those who haven't completed the review as simple as pressing a button.
 === Ideas From Luiz ===

@@ Line 19: / Line 19: @@
 * mandatory responses to "Do you have any questions for the reviewee?"
 * level of interaction with reviewee and how that is not currently reflected in reviews ("I don't know" option)
 * Asking each Collective member: what is xxx's job? (before, during, after Probationary Period)
+* Use a survey to handle these. makes it much faster to complete, eliminates data entry and makes poking those who haven't completed the review as simple as pressing a button.
 === Ideas From Luiz ===

@@ Line 22: / Line 22: @@
-=== Ideas From Luiz ====
+=== Ideas From Luiz ===
 ''Possible characteristics to rate collective members by, grouped thematically''
@@ Line 74: / Line 74: @@
 * Worker is given enough help
 * More stuff goes here, I'm sure
 === Problems with recent Probationary Reviews ===

@@ Line 18: / Line 18: @@
 * probationary review is the only time we question whether a person belongs on the Collective, how do we include this in later reviews?
 * mandatory responses to "Do you have any questions for the reviewee?"
@@ Line 72: / Line 74: @@
 * Worker is given enough help
 * More stuff goes here, I'm sure
 [[Category:Reviews]]

@@ Line 1: / Line 1: @@
-== Ideas From Luiz ==
+== Before the Meeting ==
 ''Possible characteristics to rate collective members by, grouped thematically''
 I wanted to group reviews into both the different roles that collective members find themselves in and the different personality and work traits that have proven effective in the past.  Whatever attributes we agree on would then be put into an online survey so that the data could be autopopulated into a spreadsheet.  There are several broad goals: To decrease the amount of time it takes to review someone so that it can happen more frequently without dominating HR members plates, to lessen the amount of open-ended feedback (so that feedback is more specific and less subjective), to increase the likelihood of targeted feedback, make them feel more anonymous and dispassionate.
-===Meetings and Committee Work===
+====Meetings and Committee Work====
 * Meeting facilitation (on time, on topic, balanced)
@@ Line 12: / Line 33: @@
 * Punctual (shows up on time)
-===Floor shift work===
+====Floor shift work====
 * Steadiness (works for whole time, stays on task)
@@ Line 19: / Line 40: @@
 * Punctuality (on time for floor shifts)
-===Efficiency===
+====Efficiency====
 * Task completion (completes tasks in a reasonable amount of time)
@@ Line 25: / Line 46: @@
 * Mindful of others work (does not interrupt unless necessary)
-===Communication===
+====Communication====
 * uses appropriate language (professional, polite, content-oriented)
@@ Line 35: / Line 56: @@
 * lobbies through committees
-===Attitude===
+====Attitude====
 * welcoming to volunteers (says thank you, remembers names, etc)
@@ Line 42: / Line 63: @@
 * positive (looks for solutions)
-===Leadership===
+====Leadership====
 * Organization development (makes gradual evolutionary improvements to org)
@@ Line 48: / Line 69: @@
 * Example (models good work to volunteers in areas)
-==Support==
+====Support====
 * Worker is given enough help
 * More stuff goes here, I'm sure

@@ Line 33: / Line 33: @@
 * receptiveness (allows and encourages feedback)
 * gives good feedback (constructive, dispassionate)
 * lobbies through committees

← Older revision		Revision as of 00:52, 23 January 2010
Line 51:		Line 51:
	==Support==		==Support==
	* Worker is given enough help		* Worker is given enough help
−	*	+


	[[Category:Reviews]]		[[Category:Reviews]]