Contribute/Recognition Roadmap: Difference between revisions
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'''Make all types of recognition: meaningful and seamless across the organization, in order to create a vibrant, fun, global culture.''' | '''Make all types of recognition: meaningful and seamless across the organization, in order to create a vibrant, fun, global culture.''' | ||
*By the end of 2014, in partnership with the systems and data working group, we deploy a largely automated reporting system for recognizing contributors utilizing tableau. | |||
*By the end of 2014 we will support Mozillians.org as a place for recognition so that vouching, recognition preferences, and badges become part of our standard practice. | |||
*By the end of 2014 we will begin to establish a culture of recognition that is evident through retention increase in new and existing contributors. | |||
How is this related to the Top Line 2014 goals? | How is this related to the Top Line 2014 goals? | ||
Revision as of 23:46, 20 August 2014
Main
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Get Involved Main Page
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Team
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Maturity Model
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Build Principles
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Recognition Roadmap 2014 | |
| Owner: Recognition Working Group | Updated: 2014-08-20 | |
| Vision: Make all types of recognition: meaningful and seamless across the organization, in order to create a vibrant, fun, global culture. | ||
Roadmap!
Vision and Goals
Recognition advances our mission. We recognize because it is a tangible expression of our values. It creates inclusive cultural identity, offers legitimacy, shows appreciation and fosters growth. It creates engagement and purpose and is simply put, the right thing to do.
Vision: Make all types of recognition: meaningful and seamless across the organization, in order to create a vibrant, fun, global culture.
- By the end of 2014, in partnership with the systems and data working group, we deploy a largely automated reporting system for recognizing contributors utilizing tableau.
- By the end of 2014 we will support Mozillians.org as a place for recognition so that vouching, recognition preferences, and badges become part of our standard practice.
- By the end of 2014 we will begin to establish a culture of recognition that is evident through retention increase in new and existing contributors.
How is this related to the Top Line 2014 goals? In support of the 2014 goals, it's important to remember that adoption and retention in our community is impacted by recognition everyday. We each have the ability to make positive change for community members by taking action around recognizing their efforts.
What are we working toward in 2014?
- Unified Open Badges:
- Dynamic Recognition Toolkit:
- Create Culture of Recognition:
See a more [[ ]].
2014 Priorities
What are we SHIPPING to support community members and community leaders in deepening recognition in a consistent and meaningful way?
Priority 1
Unified Open Badge System
Priority 2
Dynamic Recognition Toolkit
Priority 3
Create Culture of Recognition
Timeline
(in progress)
Q1: Jan to March: Design and build- Develop a set of best practices for recognition that exist today
Q2: April to June: Prepare and refine
- Community growth focus: Develop and build new tools for recognition
Q3:July to Sep: Campaign and grow
- Community growth focus: Launch and campaign for new tools
- Community growth focus: Measure and reflect