-- LaurelGlidewell - 2011-07-01

Return to http://twiki.realtime360.com/bin/view/PM/MarriottCJOPage

CJO Business Rules (internal draft)

Sign on/ Sign off

User’s post login home page is My Profile until profile complete (all 4 assessments complete & User Data elements approved)

When profile is complete, login takes user to My Development Plan.

User access to CJO tool is controlled on Marriott's end by showing or hiding link (Once users are authenticated via SSO, they can access freely)

Manual process will keep Marriott and CJO systems synched up for user and/or job information.

My Privacy

At initial login - User is taken to My Privacy/ Social Contract pg and required to accept before navigating elsewhere.

Accepting social contract kicks off auto email to HR and sends user to My Profile.

My Profile

Users must complete all 4 assessments & respond to User Data before they can navigate off My Profile page. (tab menus are not available until profile complete.)

Self Assessment Requirements

1. Self-Assessment is required (i.e., mandatory) whenever any one of these three circumstances is true:

          1. First entry into CJO
b. 365 days have passed since the last full self-assessment was completed

c. Occupation Code (i.e., the job) has changed since last log-in

2. When the self-assessment is required, the following conditions must apply:

          1. The user is sent here immediately upon log-in
b. The self-assessment is completely empty (i.e., it has no reference to previous entries)

c. Prior to completing the full self-assessment, the user can only exit CJO, and upon re-entry, will return here due to the requirement to complete the self-assessment

d. After completing the full self-assessment, the user can access the rest of the CJO functionality

3. When the self-assessment is not required (i.e., voluntary), the following conditions must apply:

          1. The user can return to the self-assessment at any time
b. The user can change some or all of the self-assessment

c. If all of a self-assessment has been changed in one sitting, the calendar date is readjusted for when the 365 day rule (see requirement 1a above) applies (sam - need clarification of the "one sitting" requirement: what does this mean?)

Note: There appears to be an inconsistency here in that a voluntary self-assessment must be done in one setting to reset the calendar rule, whereas a mandatory self-assessment can be done in more than one session. It actually should be easy to implement since the difference is voluntary for mandatory. A voluntary self-assessment is only changing some data and the existing data is available for review. This makes it problematic to determine if a full self-assessment has been redone through multiple sessions of a voluntary self-assessment. A mandatory self-assessment, however, zeroes out all of the data and so it is easy to track if it has been completed regardless of the number of sessions that it takes.

User Data Validation Requirements

1. As part of the User Profile, an associate both provides and validate their user data which comes across to CJO via SSO.

2. Part of the user data is provided by the associate and relates to their preferred names, which will be used by the system:

          1. The two data fields are preferred first name and preferred last name
b. The data fields will be blank upon initial set up

c. The data fields must be completed for the associate to complete their set up

d. The system will use these fields when communicating with the associate

e. These fields can be voluntarily changed by the user at any time

f. These fields are not part of the mandatory self-assessment, although they are part of the mandatory first-time set up when a new user logs in.

3. Part of the user data is validated by the associate and refers specifically to HRIS data that comes across to CJO via SSO:

          1. The data consists of:
(1) Preferred First Name

(2) Preferred Last Name

(3) Marriott Email

(5) Job Position

(7) Supervisor Email

b. This data will always be populated with what is available across SSO

c. There will be a mechanism such that an associate can indicate if any data item (by itself, or in combination with others) is incorrect. Associate must either confirm, or flag for change, each item on this list.

d. The system will use these fields when calculating business rules

e. The user can validate or mark for correction any of these fields at any time

f. These fields are not part of the mandatory self-assessment, although they are part of the mandatory first-time set up when a new user logs in.

g. When one or more data items is marked by the associate as in need of correction, the system will generate a consolidated email (i.e. one email containing all of the items marked for correction) to Marriott International. The assumption is that the IR HR team will work to correct the data through HRIS, or correct the associate’s understanding.

Question

1. An associate indicates that the occupation code and/or job title is wrong. What should happen?

Answer

1. Allow the associate full access to CJO. The Competency Detail pages are the only ones that rely on current occupation code (see image below). The incorrect information is minor, and relative to the value available to moving forward with the self-assessment and leveraging the resources available in the tool, it is an acceptable risk.

No archiving of previous survey responses. Once a user submits responses for an assessment, they cannot view those answers online. (They can print responses on survey submittal page).

Users are required to retake an assessment when:

  • The assessment content changed since they last took the assessment.
  • Their job code changed since they last took the assessment.
  • It has been more than 1 year since they last took the assessment.
  • However (?) if user indicated that their job code was incorrect via the user-data approval/change mechanism, and a new job code then comes in via SSO, we do not force re-take of the assessments

Heat Map

Is it possible for the My Self Assessment bar (in black below) to have an indicator or warning that it might not be correct. For example, it could appear in red, or have the warning triangle (with the interior exclamation point), that when moused over or clicked, explains this might vary if the occupation code is corrected, and thus might impact the color coding, but not the list of resources.

Heat Map has a primary numeric (color) value in each row for a job, and a secondary "summary" row at the very top that uses the following business rules to decide how to color the top row.

Color display on Heat Map is tied to Cluster Affinity:

  • Count Red First
  • Two or more red – RED.
  • One red – then count yellow (1) any yellow – RED (2) otherwise - YELLOW
  • If no Red, then count Yellow
  • two+ yellow – YELLOW
  • one yellow, then count Green (1) 3+ Green – GREEN (2) otherwise – YELLOW 3. If no RED and no YELLOW, then GREEN.
Job cluster and title are highlighted by default based on Job code information in user profile. If cluster is not related to user's job code - the page defaults to highlight top cluster and title.

Not all compentencies will apply to equally to all jobs: specifically some non-management jobs have different target proficiency level defined for some of the leadership oriented soft-skills competencies. The self-assessment survey will still ask users to rate themselves on the management-only soft skills regardless of their job. [RTP notes that our system can store a different target proficiency for each defined job, and for each competency: the entire matrix is captured with no underlying assumptions about the job roles.]

Marriott will validate spreadsheet which lists all target proficiency levels (level values are three through six for core competencies; three through five for GTC's and tech specializations) for all jobs, by competency.

The compentency heading in each row of the heatmap will be colored according to the gap (currently yellow/red) but will not be colored if there is no gap (currently green/blue).

Mapping self-assessment scores target proficiencies: General proficiency levels (Core Competencies/Soft Skills) are based on broad job classifications:

  • Individual Contributor = "3"
  • Manager of IC's = "4"
  • Manager of Managers = "5"
  • Executive = "6" (Note: Not yet sure how the Executive/6th level applies to technical careers - may be a "Senior Fellow" or some such but isn't currently)
For soft skills, all jobs use the same mapping spelled out above for all competencies[sam- this might be changing per emails from John 2011.07.15 - review]. We will need to know whether the job is a 3, 4, or 5 [or maybe 6])

There will not be labeling separate from the exact labels used on the self survey - same terminology from survey in "Self" column of the heat map.

General Technical Competencies and Technical Specializations use scale 1-5, again text label from the self-assessment is what appears in the self column of the heat map.

Competency Home Page

A competency will have the same assigned level (Basic, Working, Advanced, etc.) descriptions across all jobs.

A resource item's assigned level is consistent across all jobs.

A resource item's level is mapped per competency. UI design and layout must take into account competencies which don't apply to the user's job, if any.

Each resource item listed should include title, resource type (e.g. Book, Online Course, Article, etc) and an 'add to plan'/'added to plan' control.

Sort order for Basic/ Working/ Advanced/ panes? Maximum records?

My Development Plan

Current plan items view will include a 'status' selection; list of possible status values is TBD but will likely include "not started" and "in progress". An item can only be moved to status "complete" by filling in the key learning survey and submitting it.

When a Key Learning is submitted for a resource, the resource is removed from users’ Dev plan to archived dev plan items and marked as status "complete".

What’s Popular will display the most frequently added resources. A resource must reach a minimum of 5 times added to qualify.

All links are hyperlinks to marriot hosted documents. CJO will not host Marriott documentation.

Completed resource items move to rchive plan view. Does an item ‘expire’ from archived view?

Statuses that can be 'set' for a Resource Item or Collection?

SSO

Once users are authenticated via SSO, all users can access CJO site. Marriott will control who is authorized to use tool by showing or hiding the link. (Provide way for Marriot to see report of active users at various points

Data returned during the SSO exchange will include job code and job cluster information for a user account

Synchronization of data between RTP and Marriott will be a manual process for CJO Production Release 1. Future site enhancements may include a separate feed (XML, excel, etc) of user and/or job information to keep the two systems syncronized.


Topic revision: r7 - 2011-07-20 - ScottMaxson
 
This site is powered by the TWiki collaboration platform Powered by PerlCopyright © 2008-2024 by the contributing authors. All material on this collaboration platform is the property of the contributing authors.
Ideas, requests, problems regarding TWiki? Send feedback