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

1. Performance reviews
in Mahara
10 April 2015
The individual and the
institution

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. 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. 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. 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. 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. 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. Other Requirements
• Capital outlay of “zero”
• Reduce time to record and report

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. 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. Where are we so far?

12. Step 1: Planning
Within first
three months

13. Step 1: Planning
Employee
enters Goals
as Tasks in
a Mahara
Plan
Within first
three months

14. Step 2: Implementing
Employee
writes
reflection on
progress
anytime
Anytime

15. Step 2: Implementing
Colleagues
or manager
are invited to
comment
Anytime

16. Step 3: Interim review
Page is shared
with Manager
who comments
on progress
After six
months

17. Step 4: Annual review
Best
reflections
are curated
to create the
annual
review
At twelve
months

18. Do you think this process works for the employee?
+ yes it would. Tools are simple
- multiple places to satisfy council and organisation

19. Do you think this process works for the institution?
yes
maybe

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. 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. Can we / should we modify Mahara?
yes
Pwik?

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. Thanks
Thanks for you attention and contribution.
Nirmal and Jeremy