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Intranet Content: Radford Levels & Performance Management (2023)
Intranet Content: Radford Levels & Performance Management (2023)
TOOLS
PowerPoint, Google sites
CLIENT
Crunchyroll
Crunchyroll adopted Radford levels to formalize its global talent management strategy.
I was asked to develop intranet content to help employees understand our iteration of Radford levels, the factors that go into categorizing our levels, and each employee's assigned levels.
These are some debranded samples from that project, which was eventually published to the employee intranet, reaching thousands of employees worldwide.
This is from an employee-facing page on the intranet explaining Radford levels to all employees. This piece was used to explain the factors that go into each employee's level assignment.
Interactive guide offering a non-proprietary explanation of different Radford levels and tracks.
Further down on the employee-facing intranet page, I used graphics to give examples of career growth to different tracks and levels to reinforce that career paths at the company are omni-directional. The examples I used were from anime owned by Crunchyroll, so this debranded version uses characters from the public domain.
This is from a manager-only section of the intranet. I was asked to give examples of how managers can talk to their direct reports about their level. My notes had way too many bullet points of suggested talking points for different stages in employee growth, so I transformed it into a comic. Breaking this content into different sections of one scenario made it more digestible.
This debranded version of an infographic for 360 Reviews uses characters from the public domain instead of characters owned by Crunchyroll.
Responsive Assessment: Scale Readiness Test (2020)
Responsive Assessment: Scale Readiness Test (2020)
TOOL
Paperform assessment web tool
CLIENT
CX Collective
CX Collective
The Workforce Pro (now called CX Collective) is a consulting company that supports customer service teams at start-ups experiencing exponential ("unicorn") growth. The CEO asked me to migrate the scale readiness assessment for potential clients onto a new platform, then calibrate the new assessment to provide running scores after each section and offer recommendations based on the results.
This process included:
• Writing code to perform accurate score calculations on each section and overall
• Debugging said code
• Adding branding to the assessment
• Designing “smart” follow-up emails and web redirects based on the user’s results
• Proofreading existing copy
• Writing additional copy for the results emails and results pages based on the brand
• Setting up live notifications of completed assessments in a Slack channel
• Setting up automatic answer routing into an organized spreadsheet, which included a field for IP address to easily eliminate test runs and instead identify potential clients
Employment Law Final: Interview Guidelines (2020)
Employment Law Final: Interview Guidelines (2020)
CLIENT
San Francisco State University Employment Law course
At the conclusion of my employment law class at SFSU, I was asked to provide my solution to a fictional scenario.
BACKGROUND
• My (fictional) company was poised to launch a high profile marketing campaign to Spanish-speaking audiences in major American cities.
• However, the head of the campaign sexually harassed multiple employees, one of whom sued us very publicly. (Again, this is all fiction)
• We performed an investigation and fired him at the conclusion, stalling the campaign.
• To make matters worse, an anonymous blogger described working with this man in a vendor capacity with our company and disparaged our internal culture.
SCENARIO
• Two company VPs are scheduled to interview a promising Marketing Manager candidate.
• The VPs want to make sure this candidate, Robin Devin Gutiérrez, is not the anonymous blogger.
• The president has confided privately that she hopes we hire a woman.
• One of the VPs has told me he is looking for someone who “looks good on camera,” clarifying he meant “someone who is attractive, well spoken, put together, looks professional. We don’t need someone who looks dumpy, or worse, someone who looks or sounds sleazy.”
DELIVERABLE
I was instructed to ensure this candidate is likely neither to be yet another sexual harasser, nor another person who might sue us for sexual harassment-related grievances.
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