He quickly adopted the Activities function in epic.
Activity profiles are drawn up and allocated to staff who can then add additional activities or tasks. A simple self-rating option (Red-Amber-Green) is available with the manager's line of sight.
Alternatively, a scoring option (eg 1 – 5) can be used which ties in with the formal Appraisal process used by management. Rating reports are available for managers to use with the staff during one-on-one performance discussions.
The net result is that things get done! (And done well). Stu puts the success of this process down to clarity of expectations as well as a culture of wanting to do well – staff rise to the challenge of being allowed to rate themselves - but always in the knowledge that they should provide evidence to justify their scores.
While scores tend to be high this is in line with overall company performance.