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Flexible Schedule Monitoring & Coaching System
Many organizations offer limited “guidance” to those on
flexible schedules. They may “track” usage but the seldom offer
ongoing performance monitoring and skill coaching. Our new
Monitoring and Coaching System addresses these limitations.
Rupert & Company’s consultants (global leaders in flexible
scheduling) +
Pipersoft’s innovative engineers (designer of complex global
systems)
have collaborated on an integrated guidance system, tracking and
monitoring application and coaching facility to support flexible
schedules throughout their full life cycle. All phases of each
schedule for each employee can be monitored to ensure that they
satisfy the company, managers (direct & HR) and the employee.
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An extremely valuable feature of this system is a rich toolbox
that can monitor the success of each flexible schedule
individually. An array of tools provides online
situation-specific guidance and coaching in order to maximize
the success of these schedules for each participant. The
application is web-based, with all collected information stored
in our highly secure database to support easy and ongoing
condition assessments and analysis at the individual and global
levels.
Below is a summary of the key features of the application. |
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The comprehensive FlexWise™ or Co Scheduling™ systems include a
web-based flexible schedule guide to familiarize users with
options and the relevant proposal process; it can be a new R&C
or upgraded client system. The most effective systems will
include guides that are fully integrated with the coaching focus
of the new system.
An outline of the monitoring system follows: |
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We strongly recommend that each Monitoring system be
individually hosted in a fully secured and certified data center
operated by our preferred world leader in hosting centers. |
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The system fully automates all forms and stages of the
collaborative proposal process. |
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It enables full collaboration on proposals among employee,
manager, 2nd level manager and HR staff to facilitate the best
outcomes. |
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It limits access and functionality by role – employee, manager,
administrator. |
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The system populates proposal forms with customized and fully
secured (encrypted) data from client’s HR database (SAP, People
Soft, Oracle or other.) |
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It provides spare, automated and flexible messaging to inform
collaborators of needed input. |
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The system supports all flexible schedules – including hybrid
variations – to allow companies to fully tailor the nature of
their offerings. |
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We provide automated detection and alerts for schedules
approaching end of term; automated processes allow their
extension, refinement or replacement. |
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Online context-specific help and situation support documentation
provides each user the information needed to use the system
optimally. |
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Reporting and analysis are provided through a basic set of
reports that facilitate problem identification and resolution
for the overall initiative. |
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A highly flexible report environment, using Crystal Reports,
allows each client to develop and deploy any required report and
select output file types. |
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Thorough monitoring of scheduling collaboration allows the
identification of successful and challenged schedules. Our
sophisticated and targeted auto-coaching toolkit can turn
monitored behavior into flexibility skills.
Elements of the auto-coaching tool include: |
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A best practice-driven performance protocol is developed for
managers of each schedule. |
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A best practice-driven performance protocol is developed for
employees on each schedule. |
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Brief paired surveys are deployed at 30-day intervals to
managers and employees on a given schedule; they probe schedule
satisfaction and performance on 4-5 key skills. |
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Satisfactory outcomes are followed by a longer period until
resurveying (60 days). |
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Less satisfactory outcomes can lead to a 30-day resurveying and
one or more suggested steps, including: |
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Link to a brief, targeted online training |
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Referral to a checklist or tip sheet |
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Suggested mini-agenda for a manager-employee problem-solving
session |
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Low scores lead to more frequent administration of surveys |
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Once targets for performance are reached, the regular evaluation
cycle recurs. |
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If adequate improvement does not occur, results of skill
assessment and participant satisfaction can be referred to the
manager above. |
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HR Staff can be involved at this point |
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Skill development can be improved by live coaching/training |
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Standard brief evaluations by managers and employees will be
automatically fielded at 90 days – 180 days – Annual – and
annually thereafter. The content will be keyed to the proposal
form, populated with drop-down menus for ease of administration
and comparability. |
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Data on satisfaction and performance can be aggregated to
provide useful program metrics. |
