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Christine Robinson |
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57970 |
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Technical Writer |
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Joy Thomas |
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May 09, 2005 |
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Completed |
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REVIEW: Past Performance Period
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Part I: Overall Responsibilities for Past Performance Period |
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Customer Satisfaction & Usage
Workflow & Tools
Command Repository & Realteam follow-on phases |
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Part II: Accomplishments for Past Performance Period |
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Customer Satisfaction & Usage: Start mini usability studies with TAC for each version of CME. Begin with CME 3.3 release.
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TAC was not ready to participate in usability studies until the time that I was on a medical LOA. |
Not Met |
E |
Workflow & Tools: Work on Review Tool or other similar tool to make doc review easier and faster and to get more input from engineers. Begin with CME 3.2
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Was the first to introduce a documentation review tool to the CME/SRST team leaders. Was successful in getting the team to use the new technology quickly and have it become a part of the product release process. Now, all CME/SRST document reviews use the tool, and engineers ask to use the tool. |
Met |
E |
Command Repository & Realteam follow-on phases: Convert CME command reference to single-source command repository specified by Realteam for CME 3.2.1 FCS.
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The increasing number of CME projects, constant technical changes of the CME project (B-ACD in particular), and shortness of staff diverted efforts to documentation delivery and helping other writers. After left for medical LOA, four contract writers were hired. |
Not Met |
E |
Work with the diverse teams contributing to the CME product to improve documentation and to improve processes.
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Worked with technical marketing to set up CME in home office. Work will wide spectrum of groups, such as dev test, marketing, technical marketing, TAC, CA, editors, and so forth. |
In Progress |
E |
Manager Evaluation:
Regarding her Tools and Workflow goal, Chris is often the first to volunteer to test new tools and methods, and implements them quickly to enhance her productivity. As one example, she "caught wind" of the CommentTracker tool and, before management arranged for training and adoption, she moved her docs into the tool and trained the product team -- with no training! As a result, her CME docs received an above-average review and her early adopter status positioned her to train others.
During the focal period, she produced a first draft of Piaggio under intense time pressure due to a bake off. This task involved negotiationwith the product team for a level of draft appropriate for the lack of specs, input, and time. Chris is particularly skilled at leveraging her good will with the product team in order to set expectations well before doc delivery.
Chris maintained her parts of the CME doc set through many releases and feature pulls, for example, the Lambretta 1 and Lambretta 2 pull onto VTG´s Jagger platform, CME-CUE Guide for Aprilia 3.2.1, and the Cisco CME System Administrator´s User Guide for CME 3.2.1.
Chris´ productivity needs to be viewed in perspective: was on leave for a quarter of this focal period, and her productivity was not as high as other years. |
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Part III: Development for Past Performance Period |
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Action Steps |
Target Completion |
Status |
Technical/Functional Skills
Description:
Improve technical expertise in telephony.
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Instructor-Led Course
Description:
Obtain Telephony certificate to include the following classes:
o Complete IP Telephony Fundamentals PT 1 & PT 2
o Complete PBX Fundamentals
o IP Telephony Positioning vs Traditional PBX |
Jan 2005 |
Pending |
Technical/Functional Skills
Description:
Improve technical expertise in telephony. |
E-learning Program
Description:
Obtain Telephony certificate to include the following
classes:
o CIPT class
o Cisco Voice Boot Camp |
Jul 2005 |
Pending |
Employee's Development Notes:
Took Harvard Mentor Management classes: Managing Your Time and Capitalizing on Change |
Manager Evaluation:
At the very start of this focal period, Chris obtained her Voice Certification. Her plans to obtain her IP Telephony Certificate were thwarted by her FCS deliverables and her LOA. She will move the IP Telephony Certificate and other classes forward into the next focal period. |
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PLAN: Next Performance Period |
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Part IV: Business Initiatives for Next Performance Period |
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1 Drive Customer Partnership/Satisfaction with RTG Documentation and Training products.
Maintain or increase client satisfaction: meet all major milestones on schedule with quality and completeness.
2 Maintain profit contribution.
3 Develop best practices and build awareness of these practices inside and outside Cisco.
4 Invest in employee development and satisfaction.
5 Develop and execute a coordinated migration plan for new information product architectures.
6 Calculate and report IOS software documentation efforts in RTG.
7 Increase collaboration and influence across organizational boundaries. |
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Part V: Individual Goals and Criteria for Success for the Next Performance Period |
| Individual Goals |
| Customer Satisfaction. Play active onsite role in Freddo beta review of documents and/or usability testing. Provide report. By beta and/or slightly afterward. |
| Quality (customer satisfaction). Organize Freddo and Manchester docs so that they are accessible and usable by customers. Construct outlines and get approval from DEs, marketing, TAC and CA. Around beta for each project. |
| Best Practices. Train Freddo team on CommentTracker and use this tool for doc reviews, by first review draft. |
| Quality. Complete and get team approval on outline for Manchester IVR script editor guide. May 2006 |
Teamwork and Collaboration:
Work with the PM and other writers on Manchester project to ensure that the IVR script editor guide effectively aligns with other documents for the project. Collaborate with another writer on the team via a peer editing partnership. |
Manager Evaluation:
These are appropriate goals for what remains of the fiscal year. Dates are determined by project milestones, so their timeliness may vary from plan. Because of the lateness of this review, some goals may carry into FY 2007. |
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Part IV: Development for Past Performance Period |
Strength |
Action Steps |
Target Completion |
Leading Change
Description:
Get on a cross-functional project.
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On-the-Job Task
Description:
Involve TAC SMEs in task analysis and reviewing of Freddo docs. |
Jun 2006 |
Customer Success
Description:
Invest in employee development and
satisfaction.
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Special Assignment
Description:
Learn ins and outs of Cisco hardware documentation for the Freddo project, with the assistance of another writer. By beta |
Jun 2006 |
Provide Mentoring or Coaching
Description:
Coach Mike Yetter in SRST so can he can easily transition to his new documentation responsibilities.
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Apr 2006 |
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Development Focus |
Action Steps |
Target
Completion |
Technical/Functional Skills
Description:
Get IP Telephony Certificate |
E-learning Program
Description:
Complete preliminary classes on line.
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May 2006 |
Instructor-Led Course
Description:
Take bootcamp. |
Jun 2006 |
Business and Financial Acumen
Description:
Take classes in program management and management to enhance collaboration skills. |
E-learning Program
Description:
Take Harvard Management classes.
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Sep 2005 |
E-learning Program
Description:
Take the following 2-hour WBT classes: "Initiating the Project," "Planning the Project," "Managing the Project," "Monitoring the Project," and "Closing
the Project." |
Jun 2006 |
Manager Evaluation:
These are appropriate goals for what remains of the fiscal year. Because of the lateness of this review, some goals may carry into FY 2007. |
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| Part VII: Review Attachments |
No files were attached to this review. |
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Part VIII: Performance Summary & Rating |
Manager Summary:
While Chris clearly met all key performance expectations during this focal, the period is not as spectacular as other years --- those were difficult years to live up to! This was clearly a "resting" year by comparison!
During this focal, Chris again demonstrated her much needed skills at providing unexpected 11th-hour documentation. She managed team expectations and scaled her effort to her deadline. This is excellent strategy for preventing burnout from the fast-paced CME product team. Chris obtained Voice Certification during this vocal period, and that will put her in an excellent position to obtain her IP Telephony Certificate. When that happens, she will be the only writer in the Voice group to obtain dual certification.
Chris, thanks for your support this year and for hanging tough during trying times!
Overall Rating: E (Employee is successful; meets all key performance expectations) |
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Part IX: Employee Comments (optional following performance review meeting) |
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| Part X: Signatures |
Employee: Christine Robinson (Signed Review) |
Date: 09-May-2005 |
Manager: Joy Thomas |
Date: 09-May-2005 |
Next Level: Denise A Moore |
Date: 22-May-2005 |
Other: |
Date: |
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