Coaching analyst
What is a coaching analyst?
Coaching analysts are "senior" and more experienced
analysts, who can give admin points by answering feedback
requests. By doing so, they can earn money. The requirement
for the coaching analyst status is that one must have
at least one analysis with admin points of 1.1 or better.
Anyone who fills this simple requirement can apply for
the status.
Coaching analysts receive income
Coaching analysts are entitled to 10 % of overall cash
flow. More
information about how money is divided among coaching
analyst can be found here.
How does the coaching analyst concept work?
In practise coaching analyst concept should work according
to following pattern:
1. Analyst asks for feedback (makes a feedback
request) . All the analysts who have the coaching analyst
status will receive a feedback request email.
2. Any coaching analyst can "book" the feedback
request simply by letting others know that he / she
will take care of this request. Booking can (currently)
be done by sending an email to the coaching analyst group
(later on this booking will be www-based). Booking is
optional - You can give feedback and admin points also
without booking, but if someone has booked this feedback
request or will book it before you have sent the feedback,
you will receive no compensation. The one that has made
the booking is always the first priority for compensation.
3. Coaching analyst answers the feedback request.
Email that coaching analyst has received has all the necessary
links in it. How admin points and feedback should be given
is told in the next chapter.
4. If necessary, the same coaching analyst
re-rates the comparative analysis. If admin points
have been too low / high, they should be updated. Coaching
analyst will be compensated in a same way for this also.
What kind of scale is used in admin points?
Currently we use a scale where:
Points more than 1.1
=> excelllent analysis, with something extraordinary
good like some information about industry in general,
information about competitors or competitive situation/position,
own and informative corrections to the figures company
has published etc.
Points more than 1.0
=> very good and informative estimate comments
Points between 0.5 - 0.99
=> essential things like estimate comments, good background
information etc. are there but they are not as informative
as in analysis with more than 1.0 point
Points BELOW 0.5
=> comments on estimates are missing or the analysis
is inadequate in other aspects. Att:
Analysis with this level of admin points is marked with
"UNRELIABLE" text in the system and they it
not even be present in ranking lists etc. So this kind
of analysis has a very low visibility in the system =>
customers probably won't see it at all.
Points BELOW 0 (negative points)
=> there are such defects in the analysis, that it
has to be removed from the database if things are not
corrected quickly. Att: Analysis
with this level of admin points is marked with "UNRELIABLE"
text in the system and they it not even be present in
ranking lists etc. So this kind of analysis has a very
low visibility in the system => customers probably
won't see it at all - which is very good...
There are of course many other things that affect the
points a lot. We e.g. view negatively if analysts does
not bother to answer the questions from the customers
in company forum inside decent time.
Giving feedback in general
Things to consider when givin feedback and admin points:
- Hopefully analyst who has requested feedback has given
some comments about why his / her analysis should be given
better points than the comparative analysis. Read these
comments - They might give you some inside for your
feedback and what the analyst is expecting from you. If
there are questions or suggestions you should note them
and remember to answer something.
- Feedback request email has links to actual analysis,
comparative analysis, points management and to give points-page.
Check both analyses and think what kind of points they
deserve. Think also about the general level of points.
- State what was good about the analysis, what could
have been better (for example it was done better in the
comparative analysis) and what should be improved. Try
to prioritise these things.
- Improvement suggestions are very important.
In the end, we want to have the best possible analysis
and therefore the improvement suggestions are basically
the best kind of feedback. Tell the analyst how he / she
can make the analysis better (and how he / she can get
better points).
- If there is a situation where the second analyst of
a company is asking for better points than the first one,
always check also the first analysis (even though it wouldn't
be the comparative analysis). It goes without saying that
the best analyst should remain at the first analyst's
place. If you think second analysis deserves better points,
you can also upgrade the points of the first analyst (and
therefore leave the analyst situation unchanged).
- We do not want to demotivate analysts. Always
justify you opinions with facts as good as possible. No
one can argue with facts and everyone should be able to
receive also unflattering feedback if it is justified
well.
 See
also info about customer
points , info about
automatic points and all points.
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