Difference between revisions of "Fifth Friday Review Brainstorm"
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| − | == Ideas From Luiz == | + | == Before the Meeting == |
| + | # review [[Collective Level Expectations]] | ||
| + | # review [[Collective Member Review Policy]] | ||
| + | # look at [[Mid-Probationary Review|mid-Probationary check-in]] | ||
| + | # look at [[Probationary Review]] questions | ||
| + | # look at this page & put your ideas here | ||
| + | |||
| + | == Fifth Friday Agenda == | ||
| + | * Overview of Probationary Period | ||
| + | :* 3 month check-in | ||
| + | :* 6 month probationary review | ||
| + | * Overview of Regular Reviews | ||
| + | * How to make the review process better | ||
| + | |||
| + | === 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?" | ||
| + | |||
| + | |||
| + | === Ideas From Luiz ==== | ||
''Possible characteristics to rate collective members by, grouped thematically'' | ''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. | 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) | * Meeting facilitation (on time, on topic, balanced) | ||
| Line 12: | Line 33: | ||
* Punctual (shows up on time) | * Punctual (shows up on time) | ||
| − | ===Floor shift work=== | + | ====Floor shift work==== |
* Steadiness (works for whole time, stays on task) | * Steadiness (works for whole time, stays on task) | ||
| Line 19: | Line 40: | ||
* Punctuality (on time for floor shifts) | * Punctuality (on time for floor shifts) | ||
| − | ===Efficiency=== | + | ====Efficiency==== |
* Task completion (completes tasks in a reasonable amount of time) | * Task completion (completes tasks in a reasonable amount of time) | ||
| Line 25: | Line 46: | ||
* Mindful of others work (does not interrupt unless necessary) | * Mindful of others work (does not interrupt unless necessary) | ||
| − | ===Communication=== | + | ====Communication==== |
* uses appropriate language (professional, polite, content-oriented) | * uses appropriate language (professional, polite, content-oriented) | ||
| Line 35: | Line 56: | ||
* lobbies through committees | * lobbies through committees | ||
| − | ===Attitude=== | + | ====Attitude==== |
* welcoming to volunteers (says thank you, remembers names, etc) | * welcoming to volunteers (says thank you, remembers names, etc) | ||
| Line 42: | Line 63: | ||
* positive (looks for solutions) | * positive (looks for solutions) | ||
| − | ===Leadership=== | + | ====Leadership==== |
* Organization development (makes gradual evolutionary improvements to org) | * Organization development (makes gradual evolutionary improvements to org) | ||
| Line 48: | Line 69: | ||
* Example (models good work to volunteers in areas) | * Example (models good work to volunteers in areas) | ||
| − | ==Support== | + | ====Support==== |
* Worker is given enough help | * Worker is given enough help | ||
* More stuff goes here, I'm sure | * More stuff goes here, I'm sure | ||
Revision as of 17:39, 26 January 2010
Before the Meeting
- review Collective Level Expectations
- review Collective Member Review Policy
- look at mid-Probationary check-in
- look at Probationary Review questions
- look at this page & put your ideas here
Fifth Friday Agenda
- Overview of Probationary Period
- 3 month check-in
- 6 month probationary review
- Overview of Regular Reviews
- How to make the review process better
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?"
Ideas From Luiz =
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
- Meeting facilitation (on time, on topic, balanced)
- Scribing (clear, accurate, dispassionate)
- Preparation (familiar with topics to be discussed)
- Contribution (takes on regular committments)
- Punctual (shows up on time)
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 (constructive, dispassionate)
- lobbies through committees
Attitude
- welcoming to volunteers (says thank you, remembers names, etc)
- trusting of coworkers (trusts other committees decisions)
- satisfaction (wants to work here)
- positive (looks for solutions)
Leadership
- Organization development (makes gradual evolutionary improvements to org)
- Macromanagement (broad direction is primary concern)
- Example (models good work to volunteers in areas)
Support
- Worker is given enough help
- More stuff goes here, I'm sure