Review Process - Revision history

Mkille: Redirected page to Collective Member Review Policy

2012-07-05T19:30:22Z

Redirected page to Collective Member Review Policy

Mkille: /* Step-by-Step */ de-anonymizing Collective comments

2012-06-07T17:15:18Z

Step-by-Step: de-anonymizing Collective comments

Laurel: removed general HR category

2011-07-16T23:55:31Z

removed general HR category

Valerie at 23:24, 6 July 2010

2010-07-06T23:24:12Z

Ali: add goals to securewiki

2009-12-31T23:48:12Z

add goals to securewiki

Ali: Review Panel moved to Review Process: review panel is obsolete, this name change clarifies purpose of the page

2009-12-31T23:46:14Z

Review Panel moved to Review Process: review panel is obsolete, this name change clarifies purpose of the page

Ali: massive overhaul

2009-12-31T23:45:30Z

massive overhaul

Ali: updated for electronic reviews

2007-10-27T02:24:08Z

updated for electronic reviews

Ali at 23:03, 7 September 2007

2007-09-07T23:03:43Z

Elizabeth: /* Step-by-Step */ added location of personnel directories

2007-06-10T01:09:31Z

Step-by-Step: added location of personnel directories

← Older revision		Revision as of 19:30, 5 July 2012
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		+	#REDIRECT [[Collective_Member_Review_Policy]]
		+
	The Reviewer conducts most of the [[Collective Member Review Policy Proposal \| review for a member of the staff collective]]. The Reviewer is a member of the HR committee.		The Reviewer conducts most of the [[Collective Member Review Policy Proposal \| review for a member of the staff collective]]. The Reviewer is a member of the HR committee.

@@ Line 13: / Line 13: @@
 #* '''Please note''': the review panel is responsible for screening comments for appropriateness.  Comments should focus on behavior and job performance and be specific. They shouldn't cite diseases or disabilities as the causes of problems (although the behavior resulting from these situations, if they are relevant to the functions of the job, may be cited). Obviously, reasons relating to race, gender, religion, or political beliefs are inappropriate.
 #* Review forms are emailed back to the reviewer.
-# Tally all the collected forms into one anonymized master form
-#* Separate the reviewee's self-review from those forms submitted by the rest of the staff.
+# Adopted at Staff Collective meeting on May 11, 2012: "Supervisory relationships must be characterized by open and honest communication in order to be both effective and ethical. Performance evaluation is a core supervisory function. 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. Effective immediately, timely participation in all Collective reviews is a performance expectation of each Collective member, and anonymous commenting will no longer be allowed."
-#* For the comments: list every comment without editing it.
-#* For the final "Any other comments" section: list every comment, without editing it.  If someone listed their name by their comment in this section, list their name by their comment on the master form.
+# Email collected comments to the reviewee, along with anonymized (and paraphrased as requested) feedback from bargaining unit employees.
 # Hold the sit-down part of the review with the reviewee
 #* Bring a copy of the [[Review Questions]].  Also bring copies of the master form and a copy of the self-evaluation the reviewee filled out.

← Older revision		Revision as of 23:55, 16 July 2011
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	[[Category:procedures]]		[[Category:procedures]]
	[[Category:reviews]]		[[Category:reviews]]
−	~~[[Category: HR]]~~

← Older revision		Revision as of 23:24, 6 July 2010
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	[[Category:procedures]]		[[Category:procedures]]
	[[Category:reviews]]		[[Category:reviews]]
		+	[[Category: HR]]

@@ Line 23: / Line 23: @@
 #* If problems need addressing, ask clarifying questions, try to get a sense of why the problem happened, and work with the reviewee to find a solution.  Make the solution one of the reviewee's goals.
 #* At the end of this portion of the review, the worker being reviewed should have a set of goals to work towards.  These goals should have resulted from digesting feedback from other workers as well as the reviewee's own aims for the future.  Read them all aloud at the end of the sit-down and be sure everyone's on the same page.
-# Save an electronic copy of the completed review on the reviewee's User page on the securewiki.
+# Save an electronic copy of the completed review on the reviewee's User page on the securewiki.  Also add the new goals to this page.
 # Report first to the HR Committee and then to the staff at the next staff collective meeting about the review, including new goals.
 #* If the reviewee is a probationary staff member, guide the process along.  See the bottom sections of [[Collective Member Review Policy]] to figure out how to proceed.

← Older revision	Revision as of 23:46, 31 December 2009
(No difference)

@@ Line 1: / Line 1: @@
-The review panel conducts most of the [[Collective Member Review Policy Proposal | review for a member of the staff collective]]. The panel is nominated by the HR committee and approved by staff.  It is generally made up of 2 people.
+The Reviewer conducts most of the [[Collective Member Review Policy Proposal | review for a member of the staff collective]]. The Reviewer is a member of the HR committee.
-After the panel has been formed, it is responsible for conducting the rest of the reviews for that season.  The review is a chance for the collective to give the reviewee praise for a job well done, as well as a fact-finding mission and problem-solving session if there are issues for the reviewee to work on.  The reviewee should come out of the review with a set of goals for the next year.
+The review is a chance for the collective to give the reviewee praise for a job well done, as well as a fact-finding mission and problem-solving session if there are issues for the reviewee to work on.  The reviewee should come out of the review with a set of goals for the next review.
 ==Step-by-Step==
 The details of the collective member review process look like this:
-# The HR committee nominates 2 people to comprise a review panel for all the season's reviews.  The staff collective discusses the nomination  at the next staff meeting, makes changes if necessary, and OKs the decision.  The review panel is then responsible for seeing the rest of the processes through.
-#* The review panel should be made up of people who work pretty closely with the person being reviewed.
+# The HR committee appoints a member to review the staff member [[Staff Review Schedule|currently up for review]].
-#* Alright, the rest of these steps will address what to do for each individual review.
+# The review form will be emailed to the collective, usually in the body of an email.
-# The review panel creates a draft review form for the reviewee.  The standard template is located in the personnel directory.
+#* The form should include the employee's current goals and a link to their job description.  You can see an example [[Regular Review Form|here]].  Goals and job descriptions are located on the employee's User page on the securewiki.
-#* The review form will be emailed to the collective for additions before being finalized and emailed out.
+#* For probationary reviews, these questions should be included on the review form as well: [[General Questions for Collective Reviews]].
 #* Names should be included on these forms.  If answers need clarification or should be written in a more constructive way, the panel is responsible for returning the form to the appropriate person for changes.
 #* '''Please note''': the review panel is responsible for screening comments for appropriateness.  Comments should focus on behavior and job performance and be specific. They shouldn't cite diseases or disabilities as the causes of problems (although the behavior resulting from these situations, if they are relevant to the functions of the job, may be cited). Obviously, reasons relating to race, gender, religion, or political beliefs are inappropriate.
-#* Review forms are emailed back to the review panel long enough before the review that the panel can tabulate the results (at least a couple of days).
+#* Review forms are emailed back to the reviewer.
-# Tally all the collected forms into one master form
+# Tally all the collected forms into one anonymized master form
-#* Don't include the reviewee's form that he/she filled out on him/herself (the self-evaluation) in the tally, include it outside of the averaged numbers.
+#* Separate the reviewee's self-review from those forms submitted by the rest of the staff.
 #* For the comments: list every comment without editing it.
 #* For the final "Any other comments" section: list every comment, without editing it.  If someone listed their name by their comment in this section, list their name by their comment on the master form.
-#* The final master form should look kinda like this, but with real stuff filled in:
+# Email the anonymized master form to the reviewee
-<pre>
+# Hold the sit-down part of the review with the reviewee
-Review for Joe-Bob Workerguy
+#* Bring a copy of the [[Review Questions]].  Also bring copies of the master form and a copy of the self-evaluation the reviewee filled out.
 #* Then work through the questions, taking notes.  Ask other questions if you feel like it's appropriate.
 #* If problems need addressing, ask clarifying questions, try to get a sense of why the problem happened, and work with the reviewee to find a solution.  Make the solution one of the reviewee's goals.
-#* At the end of this portion of the review, the worker being reviewed should have a set of goals to work towards during the next year.  These goals should have resulted from digesting feedback from other workers as well as the reviewee's own aims for the future.  Read 'em all aloud at the end of the sit-down and be sure everyone's on the same page.
+#* At the end of this portion of the review, the worker being reviewed should have a set of goals to work towards.  These goals should have resulted from digesting feedback from other workers as well as the reviewee's own aims for the future.  Read them all aloud at the end of the sit-down and be sure everyone's on the same page.
-# Put a text copy of the goals, as well as the meeting notes into the reviewee's directory in the personnel directory.  At the end of the process, the following documents should be in the reviewee's directory:
+# Save an electronic copy of the completed review on the reviewee's User page on the securewiki.
-## Individual-specific review form (named '''reviewform<month>-<year>.txt''')
+# Report first to the HR Committee and then to the staff at the next staff collective meeting about the review, including new goals.
 #* If the reviewee is a probationary staff member, guide the process along.  See the bottom sections of [[Collective Member Review Policy]] to figure out how to proceed.
 # After the review has been digested, delete the review forms from wherever you're storing them.
 [[Category:procedures]]
 [[Category:reviews]]

@@ Line 8: / Line 8: @@
 #* The review panel should be made up of people who work pretty closely with the person being reviewed.
 #* Alright, the rest of these steps will address what to do for each individual review.
-# The review panel creates a draft review form for the reviewee.
+# The review panel creates a draft review form for the reviewee.  The standard template is located in the personnel directory.
-#* The review form will be emailed to the collective for additions before being finalized and printed out.
+#* The review form will be emailed to the collective for additions before being finalized and emailed out.
 #* The form should include the goals created for the reviewee in his last review as well as [[General Questions for Collective Reviews]], which are asked in every review.
 #* The general questions may be found [[General Questions for Collective Reviews | here]].  The individual's goals are located in the directory named after the individual in the personnel directory.
@@ Line 19: / Line 19: @@
 # Each collective member receives a form 2.5 to 3 weeks before the scheduled sit-down part of the review, and must fill it out.
 #* The reviewee must also fill out a form for him or herself.
-#* Names should be included on these forms.  If answers are illegible, need clarification, or should be written in a more constructive way, the panel is responsible for returning the form to the appropriate person for changes.
+#* Names should be included on these forms.  If answers need clarification or should be written in a more constructive way, the panel is responsible for returning the form to the appropriate person for changes.
 #* '''Please note''': the review panel is responsible for screening comments for appropriateness.  Comments should focus on behavior and job performance and be specific. They shouldn't cite diseases or disabilities as the causes of problems (although the behavior resulting from these situations, if they are relevant to the functions of the job, may be cited). Obviously, reasons relating to race, gender, religion, or political beliefs are inappropriate.
-#* Forms are returned to the review panel long enough before the review that the panel can tabulate the results (at least a couple of days).
+#* Review forms are emailed back to the review panel long enough before the review that the panel can tabulate the results (at least a couple of days).
 # Tally all the collected forms into one master form
-#* Don't include the reviewee's form that he/she filled out on him/herself (the self-evaluation) in the tally.
+#* Don't include the reviewee's form that he/she filled out on him/herself (the self-evaluation) in the tally, include it outside of the averaged numbers.
 #* For the rated responses: list only the average of all the responses for each item.  If there are extreme outliers, also list the median and range.
 #* For the comments: list every comment without editing it.
-#* For the final "Any other comments" section: list every comment, without editing it.  If someone listed their name by thier comment in this section, list their name by their comment on the master form.
+#* For the final "Any other comments" section: list every comment, without editing it.  If someone listed their name by their comment in this section, list their name by their comment on the master form.
 #* The final master form should look kinda like this, but with real stuff filled in:
 <pre>
@@ Line 59: / Line 59: @@
 # Report on the review at the next staff meeting.
 #* If the reviewee is a probationary staff member, guide the process along.  See the bottom sections of [[Collective Member Review Policy]] to figure out how to proceed.
-# After the review has been digested, discard the paper forms.  Yup, get rid of 'em.
+# After the review has been digested, delete the review forms from wherever you're storing them.
 # Rinse and repeat for other reviews that you're doing this season.  You'll need to complete multiples of this process concurrently in order to get 2 or 3 reviews done in a timely manner.

@@ Line 16: / Line 16: @@
 #* This is the rest of the collective's chance to add questions to the form that they think would be appropriate.
 #* Put new questions in the "general questions" section of the review form.  Filter out repeats, and reword questions if they're too vague or befuddled (you may need input from the author of the question to do this accurately).
-#* Save a text copy in the reviewee's individual's directory in the personnel directory.
+#* Save a text copy in the reviewee's individual's directory in the personnel directory located at file:///usr/local/fgstaff/personnel.
 # Each collective member receives a form 2.5 to 3 weeks before the scheduled sit-down part of the review, and must fill it out.
 #* The reviewee must also fill out a form for him or herself.