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Performance reviews in Mahara

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Presentation by Jeremy FitzPatrick and Nirmal Sinha (HealthShare, NZ) at Mahara Hui in Auckland, New Zealand, on 10 April 2015. https://maharahui.org.nz/course/view.php?id=3

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Performance reviews in Mahara

  1. 1. Performance reviews in Mahara 10 April 2015 The individual and the institution
  2. 2. Nirmal Sinha Workforce Advisor Nirmal.sinha@healthshare.co.nz 021 804 578 Jeremy FitzPatrick Learning Technologist Jeremy.Fitzpatrick@waikatodhb.health.nz 021 021 64720 Presenters
  3. 3. 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.
  4. 4. 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”!!
  5. 5. 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”
  6. 6. 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?
  7. 7. 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  
  8. 8. Other Requirements • Capital outlay of “zero” • Reduce time to record and report
  9. 9. 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
  10. 10. 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
  11. 11. Where are we so far?
  12. 12. Step 1: Planning Within first three months
  13. 13. Step 1: Planning Employee enters Goals as Tasks in a Mahara Plan Within first three months
  14. 14. Step 2: Implementing Employee writes reflection on progress anytime Anytime
  15. 15. Step 2: Implementing Colleagues or manager are invited to comment Anytime
  16. 16. Step 3: Interim review Page is shared with Manager who comments on progress After six months
  17. 17. Step 4: Annual review Best reflections are curated to create the annual review At twelve months
  18. 18. Do you think this process works for the employee? + yes it would. Tools are simple - multiple places to satisfy council and organisation
  19. 19. Do you think this process works for the institution? yes maybe
  20. 20. 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       
  21. 21. 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?
  22. 22. Can we / should we modify Mahara? yes Pwik?
  23. 23. 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  
  24. 24. Thanks Thanks for you attention and contribution. Nirmal and Jeremy

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