The pages within will outline the process, requirements, and details
around the weekly, monthly and quarterly reviews.
The weekly review allows team members to cover granular / tactical focus
areas within the position. The purpose of the weekly review is for a
manager and each of their team members to briefly discuss high level
objectives and items and then dive right into key performance metrics
for the team member's role. The format for the weekly review will be a
30 minute meeting time though all of that time is not required. The 30
minutes shall be divided into the following segments: Up to 10 minutes
goes to the team member to begin the conversation and talk about
whatever they want. Up to 10 minutes goes to the team member's manager
to check up on tasks, projects and key objectives. Up to 10 minutes goes
to any topic the team member's manager wishes to cover (position
expectations/actual results, goals and objectives, etc.) and shall
include documenting key deliverables for the upcoming week. If a team
member or their manager needs to miss a weekly review it's critical that
they reschedule if possible so the constant transparency about the team
member's performance will occur on a weekly basis. It is the
responsibility of the team member to schedule and go, physically walk up
t the team member's manager or contact them via phone, etc. during the
weekly review time. The team member's manager has reporting
accountability for the metrics within a team member's weekly review. If
the team member is not present this reporting will still occur but will
likely not be as "rich" or well informed if the team member is not
present. It's thus to the team member's advantage to be present and
timely with the weekly reviews. Weekly Metrics/Reporting The weekly
review process requires the team member's manager who conducts the
weekly review to report on position metrics. The pages within will
outline the metrics for each role and a description for each metrics and
how/why it's measured. Please feel free to request additional
information or discuss any or all metrics within the weekly, monthly,
quarterly meetings or in a specific meeting you setup. Click below to
navigate to the child pages Development Team Members See below for the
development team member's weekly reporting metrics
Billable Hours
The billable hours metric is intended to measure your performance with
meeting your billable hours requirements. How well are you consistently
meeting or exceeding your position requirements for billable hours?
Timelogs
The time logs metric is intended to measure your performance with
meeting your time log requirements. Are you writing at least one
sentence per hour of work within your time logs? Are the time logs
grammatically correct? Will the time logs capture the work in a way that
the Client will understand and be comfortable paying for? Feel free to
discuss or review this item with your manager, partner or search for
additional requirements within the wiki using the term "time log" or
"timelog".
Client Management
The client management metric is intended to measure your performance
with meeting your client management requirements. This item includes a
very high level assessment of "How happy are this team member's Clients
overall and on average?" as well as "How well is this team member
working with Clients both from a technical/solution perspective as well
from a 'great service' perspective (timely email replies, managing
expectations, providing guidance and direction, meeting or exceeding
expectations, etc.)"?
Issue Management
The issue management metric is intended to measure your performance with
resolving issues that are bound to come up. How do you handle "problem
Clients" or technical issues that are very challenging to work through?
Are you able to solve problems quickly and effectively or bring in help
in a constructive way (i.e. just saying here's a problem will you help
is less constructive than, I've reviewed these sources and options to
resolve the issue but didn't want to burn too much time and thought I'd
quickly pass this by you to check for a quick solution you might be
aware of, etc.). With our model we're truly focused on custom solutions
and very high quality services this means setting and managing
expectations throughout issues - are you quickly and consistently
keeping the Client team apprised with status?
Meeting Notes and To-Dos
The meeting notes and to-dos metric is intended to measure your
performance with documentation and expectations through post-meeting
updates and to-do management. Given that Clients are not typically on
site they aren't able to simply walk up to your desk and talk with you -
nor are they always accurate with what they "remember" and this may also
apply to you as well - we each have a very limited vantage into what
each other is actually thinking. Sending post-meeting notes intended to
keep expectations in line with reality - making sure that after the
meeting ?
Organization/Priority Tasks
The organization/priority tasks metric is intended to measure your
performance with proactively keeping yourself organized and your ability
to prioritize tasks appropriately given your Client/Project requirements
and the overall business needs. This metric includes an overall review
of your ability to stay ahead of issues, execute on key items before
working on low priority tasks, and your communication and expectation
setting through clear organizational and task management abilities. This
metric typically will require consistent use of a tool such as Asana.com
(note that Clarity team members each have an Asana account upon request)
or OneNote, etc. As Benjamin Franklin once said, if he had 4 hours to
chop down a tree with an axe he would spend 3 hours sharpening the axe
and 1 hour chopping. Although those proportions aren't literally
accurate in our environment, the question is how well are you planning
and managing before putting your head down and working on tasks.
Work Quality
The work quality metric is intended to measure your quality of work both
against Clarity requirements and best practices as well as industry best
practices. This means you'll need to constantly grow and learn (see
training item below) as well as build in time within your estimates and
Client communication for expectations to properly research and
architect, document, and test and verify your work. Although these tasks
can take some time to get into the habit of completing they dramatically
improve Client satisfaction and can become a rather systematic part of
your daily routine. Is your work usable if you're no longer working on
it? Can another team member or another developer outside of Clarity pick
your work up and quickly move forward with it? Does your work meet or
exceed performance, security, and overall optimization requirements?
Training
The training metric is intended to measure your performance with meeting
your 2 hours a week (on average across any given 4 weeks) training
requirements. Are you planning and mapping out a clear training
schedule? Are you communicating this with your manager, partner and
other relevant team members? How are you confirming that you've
"mastered" new training areas and reporting this back to the management
team? Note that consistently failing to train for 2 hours a week will
potentially result in suspension of your 2 hours a week of time being
available for training - you will then need to complete 2 additional
billable hours a week until the training time is unsuspended.
Role Definition
The role definition metric is intended to measure your performance with
meeting your role's requirements. This item includes a very high leve
assessment of "How well is the team member performing their role
requirements?" as well as "How well is this team member working to
better themselves, their peers and the company as a whole"? This
particular item requires knowledge of the position specific requirements
but also the overall "key areas" for each role. Are you properly
executing on key objectives within your role and making healthy
prioritization choices among potentially competing objectives?
File Storage
The file storage metric is intended to measure your awareness and use of
the \\files file storage system as well as your adherence to the
naming conventions and folder structure standards that Clarity adheres
to and enforces. Do you use the "_Sample Company" folder model as a
template? Are you making sure that your naming conventions match the
standard project naming conventions for files and file storage (as well
as IIS or SQL naming standards)? Note that as the company continues to
scale and grow the naming standards and processes will help prevent
unnecessary "slippage" during hand-off or transition between multiple
developers working on project specific tasks.
Source Control
The source control metric is intended to measure your usage of and
adherence to source control best practices and standards within the
company. Are you consistently pushing your work into source control on
at least a daily basis if not more often? Is your work well documented
and well organized and are you leveraging proper use of branching,
merging, etc. where it applies? Are you contributing to other
developer's ability to quickly find your code and re-use relevant
portions of the code by organizing and tagging properly? Marketing Team
Members