Peer performance review: example questions
Once you have the co-design team together, there needs to be a way to:
- Hold ourselves accountable to the co-design process, mindset, and our role in the team
- Understand how we are performing as a team
- Track our progress
- Feedback anonymously if we feel other people are fulfilling their role and being true to the process and mindset
- Have balanced information to assess if a team member is not the right fit for the co-design project
Where an external facilitator is involved, it can be their role to gather this feedback confidentially and facilitate this process, and any performance discussions in a balanced way.
In other projects where there is not a dedicated facilitator role, the co-design team should implement a Peer Performance Review process to gather anonymous feedback from all participants to review how the team is functioning.
The recommended process for Peer Performance Review is as follows:
- Decide on a timeframe for reviews to take place e.g. every 6 weeks. Reviews will include a brief survey to be completed by each member of the co-design team and then a team discussion of survey outcomes.
- Develop a Peer Performance Review survey. You can use this sample survey, and add any additional questions you think are relevant to your team or project (co-design these questions with your team!).
- Select an anonymous method to implement the survey that is accessible to everyone in the team (e.g. telephone interview with external facilitator, email survey via Survey Monkey). An anonymous or confidential method is recommended to ensure that people feel comfortable providing honest feedback.
- Nominate a co-design team member to send out the survey if there is not an external facilitator.
- Send out the Peer Performance Review survey at the agreed time frames, with a deadline for people to complete it by.
- After the deadline, send results out to everyone to review privately.
- Organise a team meeting to review the results together. We recommend this method for reviewing the results together, and creating an action plan together. Ensure you set aside enough time to allow reflection, discussion and action planning, so that your team can genuinely engage with the process.
- Repeat in the next performance review cycle.
