performance reviews in mahara
TRANSCRIPT
Performance reviews in Mahara
10 April 2015
The individual and the
institution
Nirmal Sinha
Workforce Advisor
021 804 578
Jeremy FitzPatrick
Learning Technologist
021 021 64720
Presenters
Performance Management story …
Once upon a time… • Discussions not happening: Less than 20% of the
organisation completing appraisals. Seen as a top down tool “Big Brother.”
• Poor Discussions: The discussions that were happening
weren’t meeting the individual needs and managers had lost or were not skilled to have the discussion.
• Cascading: Conversations that were happening were
clinically focussed and didn’t consider organisational goals.
Next…
Enter a paper based performance management
system, which benefits 3 key stakeholders:
• Individual
• Managers
• Organisation (i.e.HR and Senior Leadership)
Sun starts to shine…..
everyone smiling including “the customer”!!
Initiation of
A way to clarify expectation of:
1. what I do,
2. how I do,
3. support me to give the best I can… through regular
feedback and coaching
“….a process clarifying performance expectations,
setting goals, evaluating performance, delivering
feedback”
Implement
Employee focus on achieving KRAs
Manager will give ongoing support, coaching and feedback.
Interim review (3-6 months)
Informal discussion How is the employee doing?
Any changes to the KRAs?
Annual review Review KRAs
Development need
Identify employee’s career aspirations
Plan Key Result Areas (KRA) setting
Create SMART goals
Discuss careers aspirations
How it happens?
What 3 stakeholders want?
Individual Manager Institute
Accountability, expectations and a context for work
Regular, and better quality feedback
Support for professional development and career
progression
Improved employee performance
‰Legally defensible documentation and completions
Ability to track everyone’s progress
Report, all individual goals aligned to organisation’s
goals
Other Requirements
• Capital outlay of “zero”
• Reduce time to record and report
Shared Services Conference 1997
Enter Mahara
Idea to bring performance management on an
electronic platform, so that Manager and
Organisation “tracking and reporting”… can be
addressed
Good practice
includes: – Setting and agreeing targets
– Clarifying standards
– Regular one-to-one meetings
– Quarterly performance reviews
– Annual performance reviews
– Coaching
– Development plans
– Managers being supportive, honest and fair
Where are we so far?
Step 1: Planning
Within first three months
Step 1: Planning
Employee
enters Goals
as Tasks in
a Mahara
Plan
Within first three months
Step 2: Implementing
Employee
writes
reflection on
progress
anytime
Anytime
Step 2: Implementing
Colleagues
or manager
are invited to
comment
Anytime
Step 3: Interim review
Page is shared
with Manager
who comments
on progress
After six months
Step 4: Annual review
Best
reflections
are curated
to create the
annual
review
At twelve months
Do you think this process works for the employee?
+ yes it would. Tools are simple- multiple places to satisfy council and organisation
Do you think this process works for the institution?
yesmaybe
What Mahara can deliver?
Mahara
Accountability, expectations and a context for work
Regular, and better quality feedback
Support for professional development and career progression
Improved employee performance
‰Legally defensible documentation and completions
Ability to track everyone’s progress
Report, all individual goals aligned to organisation’s goals
So what are our options?
• Do nothing: Stay with paper
• Do something:
– Use Mahara, it meets all requirements as is?
– Modify Mahara to enable reporting?
– Modify reporting requirements – no Mahara change?
• Explore other options
– Moodle?
– Moodle with Exabis or similar plugin?
Can we / should we modify Mahara?
yesPwik?
Which way should we go?
• Do nothing: Stay with paper
• Do something:
– Use Mahara, it meets all requirements as is?
– Modify Mahara to enable reporting
– Modify reporting requirements – no Mahara change
• Explore other options
– Moodle
– Moodle with Exabis or similar plugin
Thanks
Thanks for you attention and contribution.
Nirmal and Jeremy