Ken: Feedback is really at the base of performance. When I say that, we want to make sure that people understand how well they’re doing something and what is going on in their world. We have a way of being able to share feedback. As a supervisor, you can control the type of feedback you’re going to share amongst your team or your peers. You can break down competency based feedback and it’s as simple as adding a note. If I wanted to come in and add a manager note I could simply come in here. I could say somebody in my team. I can just say maybe I want to send it to everyone on my team. And I can give them a note saying “Hey we’ve got a class outing or team outing next week. I want to make sure that we’re engaged in this. Please ensure that we’ve got these steps in line.” It’s very simple to share that. I can make it private or I can share it out to my entire team.
So that idea of sharing feedback is something that’s very, very important. We encourage it all the time. In fact we can even measure it in our system about who is giving feedback and whose receiving feedback. To really broaden the culture of feedback in the organization we need to engage people in this protocol. The importance around feedback is not just so much sharing the information but use it to qualify someone’s behavior. So at the end of the day when we’re looking at someone’s performance appraisal for instance we’re looking to see how well they’ve done over the year, do an evaluation individual. We can absolutely attach this feedback to their performance record. We can have a historic event to happen throughout the year that we could absolutely capture and keep it as part of their ongoing record.
We of course can take a look at any previous evaluation that’s happened over the entire history of the individual. And again these are signed in as Bob Keith. This is my history of performance that I’ve done through my company. We also have an area around documents as well where we can store information that maybe pertinent to my performance overtime and store here.
I’ve passed over these first two I wanted to address those now. One is I told you at the beginning a profile. It really allows me to have - and the option is up to our clients to be able to have self-serve mechanism where people could put in information about themselves that’s searchable throughout the whole organization. For instance, I could put in my education. I could add my language skills maybe a part of this. Really any of these topics could be changed or altered as you need for the individuals, relocation preferences, any kind of skills that I have.
You’ll notice that the system also can show scores if used across by competencies that are being evaluated well as well as any previous performance appraisals that I have. And I automatically see where I’ve performed in those skills and assessments over my history here. You’ll notice that I can also track any kind of certification and license services as well and talk about career goals as well to be able to put this here and share it amongst who we needed to share it with. The areas here could be tagged as secure or public. When I say that is I can keep items that are only available to HR to view. I could take items that are available through management teams and review or just simply items that are public and you can share that data across all the organization.
Again when I talk about being self-served it is simply as just saying let’s add new to it. So let’s assume that I just finished my NBA. I can certainly come in and add that information directly to my profile. So if somebody needs to see an NBA based on languages of Spanish and French they’ll be able to search and to get those criteria in very quickly across the organization.