Review Process - Revision history

Marcin: /* Comments */

2014-02-13T17:00:39Z

Comments

← Older revision		Revision as of 17:00, 13 February 2014
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	*Focus on triggers and dependencies - or enough milestones - to make sure the milestone is not met.		*Focus on triggers and dependencies - or enough milestones - to make sure the milestone is not met.
	*For 37 tasks of last 6 months - how do you track them.		*For 37 tasks of last 6 months - how do you track them.
	*Take note of things done right. Then go to things not done right.		*Take note of things done right. Then go to things not done right. Give feedback in both directions.

Marcin: /* Comments */

2014-02-13T16:45:05Z

Comments

← Older revision		Revision as of 16:45, 13 February 2014
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	*Bob Cohn - viewed Review Process as ''systematizing micromanagement'' until I communicated that we are trying to generate 'templates for dummies' - which is no longer micromanaging. It's documenting as guinea pigs. Otherwise, it could be seen as looking over shoulder via microscope. Typically we hire a person to be capable to run a job. Thinks it is disrespectful to micromanage. Q - how do we keep on critical path? Gantt chart ok. What are the pieces of output that are to be generated? Timeline that I check myself. I measure what collaborator gives me, not how he gets there.		*Bob Cohn - viewed Review Process as ''systematizing micromanagement'' until I communicated that we are trying to generate 'templates for dummies' - which is no longer micromanaging. It's documenting as guinea pigs. Otherwise, it could be seen as looking over shoulder via microscope. Typically we hire a person to be capable to run a job. Thinks it is disrespectful to micromanage. Q - how do we keep on critical path? Gantt chart ok. What are the pieces of output that are to be generated? Timeline that I check myself. I measure what collaborator gives me, not how he gets there.
	*Bob Cohn - Whether it works depends on the people. Presumably we bring on people that are capable. Ok, but what about improvement. Make sure it is there. Milestones. So more motivational. Tight deadline with very specific product - as opposed to a big tracker with every step of the way. Very specific list as opposed to walk into the aisle, open the car door. Specific in product, not specific process.		*Bob Cohn - Whether it works depends on the people. Presumably we bring on people that are capable. Ok, but what about improvement. Make sure it is there. Milestones. So more motivational. Tight deadline with very specific product - as opposed to a big tracker with every step of the way. Very specific list as opposed to walk into the aisle, open the car door. Specific in product, not specific process.
			*Focus on triggers and dependencies - or enough milestones - to make sure the milestone is not met.
			*For 37 tasks of last 6 months - how do you track them.
			*Take note of things done right. Then go to things not done right.

Marcin: /* Comments */

2014-02-13T16:18:59Z

Comments

← Older revision		Revision as of 16:18, 13 February 2014
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	=Comments=		=Comments=
	*Bob Cohn - viewed Review Process as ''systematizing micromanagement'' until I communicated that we are trying to generate 'templates for dummies'. Otherwise, it could be seen as looking over shoulder via microscope. Typically we hire a person to be capable to run a job. Thinks it is disrespectful to micromanage. Q - how do we keep on critical path? Gantt chart ok. What are the pieces of output that are to be generated? Timeline that I check myself. I measure what collaborator gives me, not how he gets there.		*Bob Cohn - viewed Review Process as ''systematizing micromanagement'' until I communicated that we are trying to generate 'templates for dummies' - which is no longer micromanaging. It's documenting as guinea pigs. Otherwise, it could be seen as looking over shoulder via microscope. Typically we hire a person to be capable to run a job. Thinks it is disrespectful to micromanage. Q - how do we keep on critical path? Gantt chart ok. What are the pieces of output that are to be generated? Timeline that I check myself. I measure what collaborator gives me, not how he gets there.
			*Bob Cohn - Whether it works depends on the people. Presumably we bring on people that are capable. Ok, but what about improvement. Make sure it is there. Milestones. So more motivational. Tight deadline with very specific product - as opposed to a big tracker with every step of the way. Very specific list as opposed to walk into the aisle, open the car door. Specific in product, not specific process.

Marcin: /* Comments */

2014-02-11T19:36:16Z

Comments

← Older revision		Revision as of 19:36, 11 February 2014
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	=Comments=		=Comments=
	*Bob Cohn - ''systematizing micromanagement'' ~~- but~~ it could be seen as looking over shoulder via microscope. Typically we hire a person to be capable to run a job. Thinks it is disrespectful to micromanage. Q - how do we keep on critical path? Gantt chart ok. What are the pieces of output that are to be generated? Timeline that I check myself. I measure what collaborator gives me, not how he gets there.		*Bob Cohn - viewed Review Process as ''systematizing micromanagement'' until I communicated that we are trying to generate 'templates for dummies'. Otherwise, it could be seen as looking over shoulder via microscope. Typically we hire a person to be capable to run a job. Thinks it is disrespectful to micromanage. Q - how do we keep on critical path? Gantt chart ok. What are the pieces of output that are to be generated? Timeline that I check myself. I measure what collaborator gives me, not how he gets there.

Marcin: /* Comments */

2014-02-11T19:35:00Z

Comments

← Older revision		Revision as of 19:35, 11 February 2014
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	=Comments=		=Comments=
	*Bob Cohn - ''systematizing micromanagement'' - but it could be seen as looking over shoulder via microscope. Typically we hire a person to be capable to run a job. Thinks it is disrespectful to micromanage. Q - how do we keep on critical path? Gantt chart ok. What are the pieces of output that are to be generated? Timeline that I check myself. I measure what he gives me, not how he gets there.		*Bob Cohn - ''systematizing micromanagement'' - but it could be seen as looking over shoulder via microscope. Typically we hire a person to be capable to run a job. Thinks it is disrespectful to micromanage. Q - how do we keep on critical path? Gantt chart ok. What are the pieces of output that are to be generated? Timeline that I check myself. I measure what collaborator gives me, not how he gets there.

Marcin: /* Review Board */

2014-02-11T19:28:10Z

Review Board

← Older revision		Revision as of 19:28, 11 February 2014
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	For constant quality improvement as an organization, we are creating a Review Board for strategic organizational and technical learning. OSE is looking for advisors to oversee the review process - to give us continuing feedback - so we can engage in mid-course correction on an ongoing basis.		For constant quality improvement as an organization, we are creating a Review Board for strategic organizational and technical learning. OSE is looking for advisors to oversee the review process - to give us continuing feedback - so we can engage in mid-course correction on an ongoing basis.

			This is critical because our work because our Project Management involves not only process development, but careful documentation to develop templates so we can scale hiring via quick on-boarding. This can be done by good process documentation. Therefore, our Project Management process is documented so that it can serve as a template for rapid learning by future developers.

	The requirement for a Review Board member is to commit 4 hours per month to serve on our Review Board. The goal would be to study 1 or 2 staff work logs on the OSE team (depending on how much time it takes to review one person's work in a meaningful way), after we prepare a review brief (as in Self-Assessment above). The Reviewer's role is to study OSE peoples' work product and planning (Critical Path Diagram, Task Spreadsheet, Self-Review in work log), and make recommendations on course of action, mid-course corrections, termination, recruiting, diversification, focus, expansion, resource allocation, etc. These recommendations will be made either in the work log or personnel file, as appropriate.		The requirement for a Review Board member is to commit 4 hours per month to serve on our Review Board. The goal would be to study 1 or 2 staff work logs on the OSE team (depending on how much time it takes to review one person's work in a meaningful way), after we prepare a review brief (as in Self-Assessment above). The Reviewer's role is to study OSE peoples' work product and planning (Critical Path Diagram, Task Spreadsheet, Self-Review in work log), and make recommendations on course of action, mid-course corrections, termination, recruiting, diversification, focus, expansion, resource allocation, etc. These recommendations will be made either in the work log or personnel file, as appropriate.

Marcin: /* Comments */

2014-02-11T17:39:43Z

Comments

← Older revision		Revision as of 17:39, 11 February 2014
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	=Comments=		=Comments=
			*Bob Cohn - ''systematizing micromanagement'' - but it could be seen as looking over shoulder via microscope. Typically we hire a person to be capable to run a job. Thinks it is disrespectful to micromanage. Q - how do we keep on critical path? Gantt chart ok. What are the pieces of output that are to be generated? Timeline that I check myself. I measure what he gives me, not how he gets there.

Marcin: /* Review */

2014-02-11T02:31:31Z

Review

← Older revision		Revision as of 02:31, 11 February 2014
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	*Has the project been on budget? How effectively is spending being converted into mission-critical value for OSE? What costs (time, money, materials,.) can be reduced or optimized?		*Has the project been on budget? How effectively is spending being converted into mission-critical value for OSE? What costs (time, money, materials,.) can be reduced or optimized?

	=Review=		=Review Board=

	For constant quality improvement as an organization, we are creating a Review Board for strategic organizational and technical learning. OSE is looking for advisors to oversee the review process - to give us continuing feedback - so we can engage in mid-course correction on an ongoing basis.		For constant quality improvement as an organization, we are creating a Review Board for strategic organizational and technical learning. OSE is looking for advisors to oversee the review process - to give us continuing feedback - so we can engage in mid-course correction on an ongoing basis.
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	This applies at the level of Oraganizational Review and Technical Review. Organizational Review refers to those issues related to creating an innovative, powerful, lean, learning, growing organization. The Technical Review refers to improving the quality and performance of our products, while retaining adherence to [[OSE Specifications]].		This applies at the level of Oraganizational Review and Technical Review. Organizational Review refers to those issues related to creating an innovative, powerful, lean, learning, growing organization. The Technical Review refers to improving the quality and performance of our products, while retaining adherence to [[OSE Specifications]].

	~~This~~ has been a ~~weak point in our organization~~, and as we move to world class, we need to improve.		To date, lack of proper review has been a significant issue for us, and as we move to world class, we need to improve.

	=Comments=		=Comments=

Marcin at 20:01, 8 February 2014

2014-02-08T20:01:37Z

← Older revision		Revision as of 20:01, 8 February 2014
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	This has been a weak point in our organization, and as we move to world class, we need to improve.		This has been a weak point in our organization, and as we move to world class, we need to improve.

			=Comments=

Marcin at 20:01, 8 February 2014

2014-02-08T20:01:22Z

← Older revision		Revision as of 20:01, 8 February 2014
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			=Introduction=

	At OSE, staff keep a work log according to [[Work Log Guidelines]]. Staff also maintains and updates a Critical Path Diagram and a planning spreadsheet (with Gantt chart) of milestones and tasks according to a standard waterfall project management technique. Because all documents are cloud embeddable, linked, and live-editable, this method allows for agile project management, allowing for organizational learning while allowing for modification of a planned task backlog.		At OSE, staff keep a work log according to [[Work Log Guidelines]]. Staff also maintains and updates a Critical Path Diagram and a planning spreadsheet (with Gantt chart) of milestones and tasks according to a standard waterfall project management technique. Because all documents are cloud embeddable, linked, and live-editable, this method allows for agile project management, allowing for organizational learning while allowing for modification of a planned task backlog.