Employee Review Process

Posted by
Ben W.

Volunteer Manager

Posted Date
Mar 25, 2019
Location
Virtual volunteer opportunity
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2 applications submitted

Impact statement
This project will save us $8,686 , allowing us to better provide support and advocacy for currently and formerly incarcerated people. APSC facilitates programs in prisons, provides community-based reentry services, and organizes deportation defense.

Project Details

What We Need
  • A documented process outlining how to administer a top-down, peer-to-peer, or a full 360 employee review process
  • A communication plan to share the process with others in the Organization to help them understand the approach and desired outcomes
  • Recommendations on tools that can be used to collect feedback (anonymous or identified) and organize quantitative and qualitative results
  • Best practices for rolling out the performance reviews, and coaching advice for managers and individual contributors
What We Have In Place
  • We currently have developed trust and lines of communication with staff, which should make it easy for you to get started. We also have experienced advisors on our team, and the ability to provide any other information you need.
How This Will Help

For over a decade, APSC operated as an all-volunteer organization. In 2017, APSC hired its first paid staff employees and opened an office space in Oakland Chinatown. With a small but growing staff (6 employees), we are in need of an employee review process to foster continued staff development, growth, and leadership transitions.

Project may require a short interview with the organization.

Project Plan

P
Prep: Planning
  • The Volunteer Manager provides a summary of the Organization’s current organizational structure and review process
  • The Volunteer Manager outlines the Organization’s goals for the review cycle, desired cadence and any specific needs
  • The Professional provides a high-level recommendation for approach based on the inputs from the Volunteer Manager
1
Milestone 1: Initial Process Design & Feedback
  • The Professional provides an initial process design outlining the questionnaire approach, general sequence of communications and meetings and suggested approach to collect the feedback (anonymously or identified)
  • The Volunteer Manager reviews the initial design and provides detailed feedback to the Professional
2
Milestone 2: Finalizing Process & Roll-Out Strategy
  • The Professional follows up with a revised process design based on the Volunteer Manager’s feedback
  • The Professional outlines a communication roll-out strategy to announce and administer the review process with timelines and anticipated Q&A
  • The Professional provides final recommendations on tools to administer the survey and organize the results / feedback
3
Milestone 3: Midpoint Check-In
  • The Volunteer Manager provides an update on the initial announcement of the review process and the progress thus far
  • The Professional provides feedback and advice to tune the process
4
Milestone 4: Review Cycle Post-Mortem
  • The Volunteer Manager provides a summary of the immediate outcome of the review process
  • The Professional offers final feedback, takeaways, and recommendations for future review cycles
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About The Org

Our Mission

The mission of the Asian Prisoner Support Committee (APSC) is to provide direct support to Asian and Pacific Islander (API) prisoners and to raise awareness about the growing number of APIs being imprisoned, detained, and deported.

What We Do

Since 2002, APSC has led programs in prisons, organized anti-deportation campaigns, provided resources to "lifers," and developed culturally relevant reentry programs. APSC grew out of the campaign to support the "San Quentin 3"--Eddy Zheng, Viet Mike Ngo, and Rico Riemedio. The San Quentin 3 advocated for Ethnic Studies at San Quentin and in retaliation by the prison administration--were sent to solitary confinement and transferred to different prisons. After spending months in solitary confinement (up to 11 months), Eddy, Mike, and Rico were released and eventually, all received parole (Eddy 2005, Rico 2007, Mike 2011).

For over a decade, APSC operated as an all-volunteer organization. In 2017, APSC hired its first paid staff employees and opened an office space in Oakland Chinatown, thanks to Asian Health Services. Today, APSC facilitates the ROOTS program in prisons, provides community-based reentry services, and organizes deportation defense campaigns. 80% of APSC staff are formerly incarcerated.