In my last post in the Digital Accessibility Maturity Model (DAMM) Series I covered the Reasonable Accommodations Dimension of DAMM-HR. In this post I’ll discuss the Staff Evaluations Dimension, which measures the extent to which the organization has a defined process in place for evaluating staff competencies with respect to accessibility.
- Staff Evaluation Process – The level of maturity associated with analyzing staff competency with respect to accessibility.
- Job Descriptions – Organizational maturity regarding the creation and implementation of job descriptions.
- Job Description Catalog – an internal catalog of job descriptions used for recruiting and promotion purposes.
- Reviews – employees’ reviews which contain an assessment of whether they are meeting compliance requirements related to accessibility as per their job description.
- Performance Improvement Plans – Documentation of attempts to improve skills of employees who have not met compliance requirements related to accessibility as per their job descriptions.
Level 1 – Initial
- Minimal processes in place for evaluating job performance pertaining to accessibility.
- Approach to analyzing job performance is inconsistent and one-off, reactive to the situation, with no repeatable underlying process or standards.
- Performance improvement plans and job descriptions, if any, do not address accessibility competency.
- There is poor organizational understanding of accessibility requirements for each job description type.
Level 2 – Managed
- Job descriptions have adequate documentation pertaining to accessibility.
- Performance improvement plans address accessibility.
- Accessibility retraining documentation is maintained for employees who are terminated when failure to meet the level of accessibility competency required by their job description is listed as a reason for termination.
- Accessibility competency is a weighted factor in job reviews, and directly impacts salaries increases and bonuses.
Level 3 – Defined
- A periodic staff skills review process including accessibility is defined, documented, and is in consistent use in the organization.
- The employee on-boarding process includes assessment of accessibility competency and recommended training.
Level 4 – Quantitatively Managed
- Performance data, metrics, and trending data pertaining to staff competency in accessibility compliance are reviewed on a regular basis for training opportunities.
- Cases where recommended accessibility training is not successfully completed are escalated.
- Personnel competency feedback is provided to the Accessibility Program Office, financial and budgeting groups, legal, etc.
Level 5 – Optimizing
- New approaches to recruiting staff with accessibility competencies are developed.
- Staff are actively consulted on and engaged in process improvement plans.
In my next post I’ll discuss the DAMM Audit which is used to:
- Provide benchmark-quality ratings of an organization’s current accessibility program;
- Identify strengths and weaknesses of an organization’s current accessibility processes;
- Reveal development/acquisition risks; and
- Determine overall accessibility capability and maturity level ratings.