Scoring is here!

Today we’re announcing the implementation of scoring. We’re integrating the data from the scores given in the daily sign-off feature to give managers a clearer picture of the staff they are working with.

From now on, managers will see a number and a small chart on their staffer profiles. The number is a score for the staffer based on their total scores from the daily sign-off feature.

Here is what staffer cards now look like. Some staffers will have a score and some will not.

staff card w:scores

Better than average

The score aggregates data from the daily sign-off feature, but is so much more than an “average”. The number is calculated using a weighting system, meaning scores of 1- or 2-stars have a strong effect on the overall number.  A person who has been rated 1-star, 3-stars and 5-stars across three jobs will not get an overall score of 3, it will be much lower.

In addition to the score, the chart shows how many times a staffer has been given a score, and what those scores were. The higher the bar, the more times the staffer has been rated at that score.

score of 3

In this example the staffer on the left has been given a score of 3-stars on more occasions than the staffer on the right, meaning you can have confidence in the staffer with plenty of 3-star scores, and the staffer with just a few ratings needs to be given more time to see how they perform.

A staffer with a tall bar of 3-stars and 4-stars is someone who has been consistently rated highly, and they compare favourably with someone who has had just one rating of 3 or 4 so far. The higher the bars for good scores, the more confidence you can have in them as a worker.

The separate ranking of scores is also useful to spot inconsistencies with a staffer. If someone has a few 5-stars but also some 1-star rankings, something is inconsistent with their performance and would benefit from investigation.

Consider the following example:

scroing two fours

Both of these staffers have a score of 4, however one of them has earned a 4-star score consistently on many occasions. The other staffer with a score of 4 has many instances of a 5-star score, but also has almost as many for 1-stars. The number of times they have scored a 1 or 2 outnumbers their 5-star performances. This is staffer is far more inconsistent, behaving poorly as much as they behave exceptionally.

The scoring system can also be useful for staff whose scores look almost the same at first glance.

superstar score

We can see the employee on the left has been rated a good 3-star worker and lots of the time also achieves 4-stars, giving him an average of 3.8. The employee on the right has a few 3- and 4-star ratings and plenty of 5 stars. They are somewhat of a rockstar, and have a high average of 4.2. The staffer on the left, however has been rated more times in total and always delivers a 3 or 4 star performance, so they can be considered very dependable.

Scores matter

The scores in our examples have been exaggerated to highlight the features of the system, in reality the new scoring system should be used carefully. 3-stars is considered a good mark and if an employee has performed well, this is what they should be given. 4-stars would be used when an employee has gone “above and beyond” the call of duty in some way, and 5-stars is truly exceptional.

Similarly, a rating of 2-stars indicates a fairly serious problem and a 1-star would be used for atrocious circumstances. To illustrate: if a staffer with a score of 3.0 is given just a single 1-star rating, they will have to earn a 3-star rating on ten subsequent occasions before they return to an average of 3.0. Alternatively, it will take five occasions of being rated a 4-star person to get back to average.

By comparison, if a worker with an average of 3.0 under performs and is given a 2-star rating, they will have to achieve two more ratings of a 3-star to get back to average.

A 2-star should be used for underperformance and a 1 star for extreme or serious problems.

The scoring system is a powerful but simple tool with a informative graphics that convey a wealth of information. When the scoring system is used effectively by your managers in daily sign off, the data Watu now provides will be an invaluable resource for assessing staffer performance.

Calendar is also available to the staffers

We’ve recently made some updates to staffers profiles that we hope will help with your job planning.  One of these updates is your very own calendar.  To access it, click on JOBS within your profile and then ‘Calendar’ below it.

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Your bookings with that agency will show in the calendar, past dates in grey, future dates in green.

We realise that you’re probably signed with more than one agency and you’ll be running a regular calendar to keep tabs on the different jobs.  So, to make that easier for you, we’ve given you the option to sync your calendar to your Google Calendar.

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We hope these little updates make your planning easier and your lives happier.

Review your jobs in Calendar View

The focus of calendar view as a feature is to give managers and staffers as much visual aid as possible when it comes to their schedule.  Watu calendar includes the following features:

Manager side 

You can now see all of your business’ jobs in calendar view and immediately see which jobs still have open shifts (red) and those that are fully booked (green):

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By clicking on any one day, you can see the jobs occurring on that day, ordered by urgency, the jobs that have the most unbooked shifts appearing at the top of the list.

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You can also now see calendar view within a particular job.  Click on the calendar icon and you’re there:

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Finally, you’re also able to see a staffers calendar, including all the jobs that they are booked on for your business by typing their name in to the main calendar view.

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So, lots of improvements on the manager front.  Now for the Staffer Side.

Staff can now view their own calendar of work, showing them all of the jobs that they are booked on with the business, jobs in the past appearing in ‘grey’, those in the future, in ‘green’.

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Cooler still, staffers can also add the job to their Google Calendar with our integration tool, enabling them to build out their calendar with all of their different work commitments and ensure that they don’t double book themselves across more than one agency.

On to the next feature update.

Job Board Improvements: Map View

Job applications just got easier for staffers working on Watu.

When staffers now log in to their agency database and click on jobs, they see a distribution of job opportunities across the country.  Each of the jobs pinned on the map is listed below it with a photo showing who the job manager is, a title, role type and description.

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Staffers can adjust the job catchment area up (10/20/50 &100 miles) to look for more job opportunities…


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And they can change the primary address that they are searching from for those occasions when they are looking for work in other regions…

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Staffers are also able to see the maps within their job bookings, including directions on how to get from their primary address to the job location.

With staff now aware of all of the opportunities in their area, with distance calculated, they are able to make more informed decisions on which jobs they apply to, increasing the accuracy of the application and the efficacy of the booking.

Better job locations

Knowing where you work is as important as when you have to be there. That’s why we significantly improved the way we manage job locations in Watu.

Like before, you can just enter the address in a simple text form:

but it is better if you provide more accurate information by expanding the form:

You can give locations a label, something descriptive about the location. The address is meant to be just the address, so we can pinpoint the place better in the world. We’ll show you a map next to it so you can confirm we are placing it correctly. It’s important that we do, because this information is now shown to staffers:

Soon, this information will be critical, because staffers will be able to search jobs by location.

You can learn more about job locations in our knowledge base.