CMPS171, Winter 2013, Section 01: Team Status Template

See also: description, evaluation

For all team members except the ScrumMaster, the weekly status report for each person needs to follow this format:

  • Stars: A number of stars, using the stars entry line in the tool, indicating your perception of that person's overall total performance over the last week. If you generally liked that person's performance and thought they were a strong contributor to the team, then they should receive a high number of stars. If the person did not complete their tasks, or was otherwise a poor team contributor over the past week, then they should receive fewer stars.

  • Like: This is a list of things that person did during the past week that you liked. This can include such items as, "Very constructive during the planning meeting," "Did assigned tasks on time," "Was fast at answering email questions," "Helped other teammates when they had problems".

  • Improve: This is a list of things that person did during the past that could use improvement. This can include such items as, "Should speak up more during meetings, as I value your input," "You should alert people when you are going to miss two scrum meetings in a row," "When someone on the team needs help, you should stop playing games and help them with coding." Since the reporting system is anonymous, this is your ability to let your teammates know they should improve their project behavior. As well, if there is any issue that is so serious that you are thinking of firing a team member, this needs to be reported in the status tool before escalating to the firing process. If you really think a team member doesn't have anything they need to improve, then put in this field a brief item, like "None needed." In this case, there are presumably many things you liked about the person's performance over the past week, and hence there should be one or more items in that category.

For the ScrumMaster, the status report for each person must follow this format:

  • Stars: As above, relative effort for each team member.

  • Performance assessment: A subjective assessment of the performance of the team member over the past week. This should include an overall assessment, such as, "exceptional performance", "performance meets expectations (this is normal)", "performance does not meet expectations". For very good and very poor performance, a description of why the performance was good/bad need to be provided ("did twice as much work as any other team member," "personally saved the sprint with their fast coding," "missed all project meetings this week and did not perform any tasks".)

    If a team member failed to attend one or more scrum meetings and you're unaware of what work they have completed, the ScrumMaster must contact them (via phone, email, etc.) to determine this information; this is part of the job of being ScrumMaster. If the team member simply cannot be reached and you are unaware of their status, then report that their performance is unknown, and document efforts taken to learn what the team member has been doing (email, phone calls, talking with other team members, etc.)

  • Notes: If needed, a free-form field for information concerning the performance of this team member.