Difference between revisions of "Fifth Friday Review Brainstorm"
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== Ideas From Luiz == | == 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. | ||
| + | |||
| + | ===Meetings and Committee Work=== | ||
| − | |||
* Meeting facilitation (on time, on topic, balanced) | * Meeting facilitation (on time, on topic, balanced) | ||
* Scribing (clear, accurate, dispassionate) | * Scribing (clear, accurate, dispassionate) | ||
* Preparation (familiar with topics to be discussed) | * Preparation (familiar with topics to be discussed) | ||
* Contribution (takes on regular committments) | * Contribution (takes on regular committments) | ||
| − | * Punctual | + | * 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) | ||
* Area development (makes gradual evolutionary improvements to floor areas) | * Area development (makes gradual evolutionary improvements to floor areas) | ||
| Line 17: | Line 20: | ||
===Efficiency=== | ===Efficiency=== | ||
| + | |||
* Task completion (completes tasks in a reasonable amount of time) | * Task completion (completes tasks in a reasonable amount of time) | ||
* Inbox management (does not over-commit) | * Inbox management (does not over-commit) | ||
| Line 22: | Line 26: | ||
===Communication=== | ===Communication=== | ||
| + | |||
* uses appropriate language (professional, polite, content-oriented) | * uses appropriate language (professional, polite, content-oriented) | ||
* tells others when help is needed | * tells others when help is needed | ||
| Line 27: | Line 32: | ||
* Netiquette (professional, polite, content-oriented) | * Netiquette (professional, polite, content-oriented) | ||
* receptiveness (allows and encourages feedback) | * receptiveness (allows and encourages feedback) | ||
| − | * gives good feedback | + | * gives good feedback (constructive, dispassionate) |
* includes others in plans | * includes others in plans | ||
| − | * | + | * lobbies through committees |
===Attitude=== | ===Attitude=== | ||
| + | |||
* welcoming to volunteers (says thank you, remembers names, etc) | * welcoming to volunteers (says thank you, remembers names, etc) | ||
* trusting of coworkers (trusts other committees decisions) | * trusting of coworkers (trusts other committees decisions) | ||
| − | * satisfaction (wants to work here | + | * satisfaction (wants to work here) |
| − | + | * positive (looks for solutions) | |
| − | * positive | ||
===Leadership=== | ===Leadership=== | ||
| + | |||
* Organization development (makes gradual evolutionary improvements to org) | * Organization development (makes gradual evolutionary improvements to org) | ||
* Macromanagement (broad direction is primary concern) | * Macromanagement (broad direction is primary concern) | ||
* Example (models good work to volunteers in areas) | * Example (models good work to volunteers in areas) | ||
| − | * | + | |
| + | ==Support== | ||
| + | * Worker is given enough help | ||
| + | * | ||
| + | |||
[[Category:Reviews]] | [[Category:Reviews]] | ||
Revision as of 17:45, 22 January 2010
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)
- includes others in plans
- 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