When we sat down to design the performance review system which we would use at the end of class, a number of challenges presented themselves. How would the scoring be conducted and whether any ancillary methods of providing feedback were the immediate concerns, followed by how to create a format that would allow for flexibility in the number of people providing input on a single review.
The overall scoring system, where each individual would have 100 points to distribute among his colleagues, was defined by the assignment, but we decided to add two other methods of giving feedback, by adding a graphic rating scale in 5 major categories and by soliciting opinions from each member of the group.
The last major piece of the report is how it is produced. The document we created is just the framework for the final report. All the team members conduct their review through a form which is then submitted to and compiled by a third party. This eliminates the potential for a conflict of interest when an employee creates their own performance review. If we had more time, or if this were in use for real, the third party would be either some other employee dedicated to the task, or a computer system to compile and produce the reports.
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