MetricsVis is a visual analytics system that evaluates employee performance in public safety agencies. It contains four interactive views that allow users to analyze performance at different levels of an organization. The priority adjustment view allows dynamic weighting of performance factors. The performance matrix view provides a holistic view of job completion status. The group performance view supports comparison of individual and group contributions. The projection view assists with workload analysis and resource allocation through clustering and dimensionality reduction. The system was designed to provide managers a quantitative approach to evaluate employees and make data-driven decisions.

1. MetricsVis
A visual analytic system for
evaluating employee
performance in public safety
agencies
Visual Analytics
Master Of Science in Engineering in CS

2. Our
Team
@sergio_picca
@andrea_napoletani
Introducing the solution and going through the
system and its views.
Introducing the domain of interest and the concept
of job performance as a criterion.

3. 1. THE BIG PICTURE
2. THE PROBLEM
Overview of personnel psicology and
Human resource management.
How to evaluate the job performance of
an employee?
What the system should do to
accomplish user need.
Discovering the views of the system and
their contribution for the tasks.
Table of
Contents
3. ANALYTICAL TASKS
4. THE SOLUTION

4. Defining metrics to measure employee
effectiveness and productivity.
1 - The big picture
HOW TO ASSES INDIVIDUAL
PERFORMANCE?
The main goal

5. The Changing Nature of
Product and Service
Markets.
Changing nature of
work and
organization
Technology
New
organization design
Product and
Service
Market
Role of
Workers
Role of
Managers
From the book “Applied Psychology in Human
Resource Management”, by Waine F. Cascio,
Herman Aguinis
1 - The big picture
The big picture

6. Organization
Made up of individuals, working together
in teams.
“If you can’t feed a
team with two pizzas,
is too large”
Jeff Bezos, CEO Amazon
EVALUATE AN INDIVIDUAL
CONTRIBUTION TO THE GROUP.
MULTI-LEVEL PERFORMANCE
COMPARISONS.
2- The problem

7. Lifespace
Variables
Leadership
Environmental
characteristics
Job and
Location
Performance as
a criterion
2 - The problem
(Un)reliability.
Relevance.
Sensitivity
The usefulness of a criterion in
term of:

8. EVALUATE
EMPLOYEE
PERFORMANCE
EVALUATE GROUP AND
TEAM PERFORMANCE
EVALUATE
DEPARTMENT
PRIORITIES
INVESTIGATE
ORGANIZATION
WORKLOAD
T1
T3
T2
T4
Four
analytical
tasks
Each task should be
accomplished to
ensure multi-level
performance
comparison.
3 - Analytical Tasks

9. 3 - Analytical
Tasks
Deriving performance metrics
DATA
SOURCE
RATINGS
MAPPING
TOP
FACTORS
Computer-aided dispatch
(CAD) and Record
management system (RMS)
Job Completion, Work
quantity, Work quality.
The system transform
these ratings into
weights, and their sum
is the office
performance.

10. PRIORITY ADJUSTMENT VIEW
Support dynamic selection of evaluation
factors, with weights adjustment.
Allow a complete view of the status of
the employee’s job.
GROUP PERFORMANCE VIEW
Support performance evaluation and comparison
among the group and within the group.
PROJECTION VIEW
Allow building homogeneous groups of
employees.
PERFORMANCE MATRIX VIEW
MetricsVis
Composed of four views.
4 - The Solution

11. Priority adjustment
view
DYNAMIC WEIGHT
ADJUSTMENT
Tune the weights according to
organization priorities.
CHOOSE INITIAL
WEIGHTS
Select rating distribution from
police officers or citizens.
4 - The Solution

12. HOLISTIC VIEW OF JOB
COMPLETION STATUS
Allow to evaluate and compare the
performance of employees for the
entire organization.
TWO AVAILABLE
SORTING INTERACTIONS
• Sort by total score of employees
or job categories.
Performance
matrix view
• Sort by an individual employee or
job category.
4 - The Solution
Column heading: total scores of employee
Row heading: total scores of performance related factors

13. Group performance view
THREE VISUAL
REPRESENTATION
A table list, dandelion glyphs, and
stacked radar charts, to support
the comparison and analysis of
team performance.
HIGH-LEVEL
COMPARISON
Comparison at the group level,
individual contribution to its group and
contribution of a group to the entire
organization.
LOW-LEVEL
COMPARISON
Comparison for a set of data
attributes, identification of outliers
and correlation among attributes.
4 - The Solution
Offense Categories Total AD BN
Calls for service 4645 2092 2553
All Other Offenses 260 122 138
Drug Abuse 89 29 70
Trepass 41 22 21
Larceny 24 16 8
OWI 24 3 21
AD BN
7.65 7.85
4.80 4.93
3.37 4.25
3.09 2.94
2.77 2.08
1.10 3.04
𝑙𝑜𝑔 𝑒(𝑥)
22.5∘

14. Inside the view
4 - The Solution
Dandelion Glyph
Intuitive, visualizing
the differences among
groups.
A transformation is required, depending
on variance of the data.
Radar Chart
Less precise showing exact
values.
Allow users to inspect the contribution
ratio of each member of a group.

15. Projection view
K-MEANS CLUSTERING
METHOD
Assist with designing resource
allocation strategies that balance
workload and the skill set of the
group.
t-SNE DIMENSIONALITY
REDUCTION ALGORITHM
Reveal the relationship among
data items.
4 - The Solution

16. T1
T2
T3
T4
VIEWS
None Low Moderate Important
The impact of
MetricVis
EXPERT FEEDBACKS
The tool enables to ground their
evaluations and explore quantitative
metrics.
A valuable visual tool, supporting a
broad view of the organization.
Include the time associated with the
job.
FUTURE IMPROVEMENTS
Scalability.
EVALUATE EMPLOYEE
PERFORMANCE
EVALUATE GROUP AND
TEAM PERFORMANCE
INVESTIGATE ORG.
WORKLOAD.
EVALUATE DEPARTM.
PRIORITIES
4 - The Solution

17. Demo

18. Thanks.
That’s it.

19. References
1. Jieqiong Zhao, Morteza Karimzadeh, Luke S. Snyder, Chittayong Surak- itbanharn,
Zhenyu Cheryl Qian, and David S. Ebert, Fellow, IEEE. MetricsVis: A Visual Analytics System
for Evaluating Employee Performance in Public Safety Agencies. IEEE TRANSACTIONS ON
VISUALIZATION AND COMPUTER GRAPHICS, VOL. 26, NO. 1, JANUARY 2020.
2. W. F. Cascio and H. Aguinis. Applied psychology in human resource management (7th ed.).
Prentice Hall, Upper Saddle River, NJ, 2011.
3. Brian Becker, Barry Gerhart. The Impact of Human Resource Management on Organizational
Performance. The Academy of Management Journal, Vol. 39, No.4 (August 1996), pp.
779-801.