On Fri, 2010-08-13 at 12:16 +0200, david blanchard wrote:
>
> I've prepared a first template for the setting and review of
> objectives ->
> http://community.hackit.cx/wiki/Individuals_-_Objectives_and_performance_reviews
>
A good start! I've tried to complete it, based on my experience. It
draws heavily from Disney's appraisal process, which I found especially
good and thorough.
* Added SMART objectives requirement
* Added 121s, adapted to a public context
* Completed the review form, by adding details and splitting in 4
main sections: general assessment/project objectives/, and
started implementing it using semantic forms. Ex:
http://community.hackit.cx/wiki/Sandbox:Test_Review
* Added distinction between recurring contractor and "normal"
contractor. This allows to take the decision process on whether
a contractor should have objectives out of the appraisal process
- if someone becomes a recurring contractor, objectives and
appraisal process are systematically given - otherwise the
person remains a "normal" contractor.
* Yearly objective is too long imho - especially for a company at
its start like us. Yearly objective tend to become too general,
and people only start focusing on them when the appraisal
approaches. From experience, 6 months is best for focused and
realistic objectives.
* Removed the link between the bonus and the appraisal process, as
per the other discussion on this subject - we can always re-add
it if we decided to keep it.
> I've given some examples of technical skills development only for art,
> as an example. Once we agree on the template, I can complement it with
> other jobs.
Yup, it's very good to have a list like that one to draw personal
objectives from - would be very good to have a full list for all
disciplines!
For general competencies, I've expanded the list as part of the general
assessment.
> Right now I only went with a 'qualitative' appraisal with no scoring.
> I could add a scoring (like 'below expectations', 'meets
> expectations', 'exceeds expectations', etc), this would make things
> easier for bonus distribution but it also can generate lots of
> discussions because it depends on the personality of the reviewer (the
> person who has the A on the appraisal of the contractor), not everyone
> has the same standards. But given that everything is discussed
> publically and everyone can appraise the work of his peers and discuss
> it with the reviewer, a balance can appear that makes the scoring a
> good thing to implement. What do you think ?
The link with the bonus aside, I agree it's good to have a scoring
mecanism, it helps to have discussions, especially when there is a
difference between the score from the person being reviewed and the
person reviewing her. For scoring consistency, training and indicative
quotas usually do a fairly good job.
Btw, there is a grading scoring scheme that I found particularly robust
to give grades to:
* Exceptional performance (1% of the cases - need to be a genius to get
it)
* Strong performance (5-15% of the cases - outstanding work that
consistently and *largely* outperforms expectations. It's not enough
to do better than the average to get it)
* Solid performance (70-80% of the cases - consistently does a good
job, and occasionally exceeds expectations)
* Inconsistent performance (10-20% of the cases - is earned as soon as
a part of the objectives are not met, even if most of the work is
good and the failure happens very occasionally)
* Off-track performance (1% of the cases - objectives are consistently
missed - usually corresponds to cases handled by a thorough
performance issue process that can lead to the loss of the reccuring
contractor status)
Wow, at the end, it's a lot of changes... I started this thinking I
would spend 10 minutes on it, and here we are 8 hours later. :D Looking
forward to know what you think of the changes!
Xavier.
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