You should do your peer review 90 days from the date you completed your last peer review. And since a peer review involves you and your team we want to make sure that work is visible.
With this in mind have a card on your team's board for this work. Give it a title "Peer Review - Your Name", add yourself and your team leader as members, give it points, and add the following description to be clear about what we are solving, how we will know if we are successful and the jobs to be done to complete it;
Problem To Be Solved
You, your team lead, and your peers, need to be aligned in terms of the role you hold and what you are responsible for, how well you are performing that role, and how you are compensated for the work you do.
How We Measure Success
You, your team lead, and your peers, have agreement within a few percentage points as to how you are doing, your role and responsibilities are confirmed, and you have up to 3 definitive and quantifiable actions that you are going to complete over the next 90 days to improve how you perform your role.
Jobs To Be Done
- Review How We Pay to make sure that you are up to date on how the process works
- Review your role and responsibilities and confirm you are still in agreement with them
- Create your survey and confirm it with your team leader
- Take your survey, be the first person to complete it
- Send your survey to your team leader and your peers, every 3 business days remind anyone who hasn't responded
- Once completed work with your team leader to complete your collation spreadsheet and add up to 3 actions that you feel you should take this quarter to improve how you perform your role
- Meet with your team leader, review the collated results, and agree on the 3 actions you are taking
- Share your survey and collation spreadsheet with the CEO
- High fives all round, your finished, move a copy of this card to done, set the date on the original card to 90 days from now, and move it into the backlog ready for your next review
You, your team lead, and your peers, have agreement within a few percentage points as to how you are doing, your role and responsibilities are confirmed, and you have 3 definitive and quantifiable actions that you are going to complete over the next 90 days to improve how you perform your role.
Attach to your card your peer review survey and collation spreadsheet and make sure they are shared with your team leader and the CEO.
Your peer review card sits in your ready backlog with the date (90 days from your last peer review) that it will begin. When that date comes round move your card into doing and begin by confirming the role you hold and the responsibilities that the role is accountable for. If what you do isn't matching our defined role we will need to review and update our roles and responsibilities as things would appear to have changed since they were last updated.
Once your role responsibilities are confirmed start your peer review by putting together your survey to include them and the interpersonal skills that are important to us, and you should be the first person to take the survey. You should do your self assessment before soliciting feedback from anyone else.
Peer Review Solicitation
When your self assessment is completed you then send your survey to the other members of your team and anyone else within the company that you have had a significant relationship with since your last review. But please only solicit feedback from members outside of your team who have experienced how you work as it pertains to all of your roles and interpersonal skills. If they do not have this experience with you then do not solicit their peer review. To ensure that you have not missed someone that could give you valuable feedback post a note in HipChat that you are doing your peer review and ask if anyone else would like to be included.
How We Review
It is very important that you, and your peer reviews, be absolutely candid about how you perform your role responsibilities and interpersonal skills. We cannot improve unless we know what needs to be improved. With this in mind we grade our responsibilities and skills according to the following scale:
0 - I am not doing this.
1 - I know how to do it but I achieve it inconsistently.
2 - I know how to do it and I consistently achieve it.
3 - I know how to do it, I achieve it consistently and I am improving how we do it.
When completing a peer review for someone else try to wherever possible provide them with specific examples or recommendations for the applicable responsibility or skill that you are scoring, and if you do not feel qualified to review a particular responsibility or skill then note that on the survey, and, do not score that item.
Your goal is to continuously improve how well you execute your role. To do this you must understand exactly how you are currently doing and a good indicator of whether or not you have this understanding is the alignment between how you see yourself, how your team leader sees you, and how your peers see you. Ideally all reviewers should have approximately the same assessment. If there are significant variations in the scores then there is no shared understanding of where you are at and what needs to be done next. If this happens you and your team leader need to focus on getting to an aligned assessment of your responsibilities and skills first and foremost.
From this shared understanding of your current situation you and your team leader need to unanimously agree on the 3 or less quantifiable actions that you will take this quarter to continuously improve how you perform your role.
Once done, make a copy of your Peer Review card and move it to done and then move the original card into the backlog with a date that is 90 days from now.
One last point on confidentiality versus transparency. Our preference is to make everything open and transparent, however, we realize that not everyone is comfortable with this. Therefore we have a transparency opt in option. We don't impose any confidentiality restrictions on your review or your compensation. We leave it up to you to decide if you want to share your information or not. If you don’t, the information is confidential, if you do, feel free to share your compensation conclusions and your lessons learned from your peer review with others if you so choose.