Slate Spotlight on Performance Management and Goal Tracking

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We're just going to give it a minute or two as folks come into the webinar. Feel free to go ahead, type in the chat, let us know where you're dialing in from, what the weather's like, any fun information you like to share as we wait for some folks to join.

This sleeped spotlight.

Boston College wonderful. Great North Carolina. Cold and rainy. Yes, we're fortunate here in New Haven. It's now finally Sunny, finally starting to feel a little bit like spring.

Kalamazoo. Hey, tally, good to see you. Good to see you, Robin. Yep.

Excellent Simpson piece. Cold and Gray. Yep, Yep.

I feel like there's it's you know, various places around the country now cold to Gray. Hopefully we'll get some of this spring weather in soon.

Folks are still coming in. We'll give them in just another minute as we get going.

This is great to see so many people here. Brianne David, welcome, welcome, welcome.

Awesome, Cleveland state. Good to have you all here.

Yep, perfect.

Awesome. Thank you all for for coming so much. Thought we'd go ahead and get started for today. Our sleep spotlight on performance management and goal tracking all using sleep. So a couple of things to start off as we get this webinar underway. A couple of housekeeping's from the very beginning, just so you know, this webinar is being recorded, so you will all receive a copy of this after the webinar is over. If you need close captioning, that's available by clicking the closed caption link up on the top right.

Bar of the share window up there is also where you can enable full screen by clicking the expand icon U there. If something happens with the audio, with the video and things get out of sync, just go ahead and refresh your browser and things should sync back up. You should be good to go from that and feel free to use the chat. I'm loving all this talk that we have in here already, people letting us know where they're dialing in from, but post any questions you have as we move through the presentation today.

We have time at the end, plenty of time for questions, for sharing our screens, diving in, seeing how sort of how we can put this performance management and goal tracking concept into practice for your different institutions. So we'll start off by just talking through our agenda for today. We're first going to start off from a a conceptual basis, where we're going to think through how we can use a lot of these standard tools inside of slate to build out something in your database that lets you track goals.

Performance, your individual employees or relationships with supervisors departments sort of macro level leadership views. But we want to frame it up first from a concept perspective, just that way it makes sense before we get into some of the more technical nuances of how you're resetting that up. So that's what we'll start. We'll then talk about how we can look at user records, keeping track of role details, timelines, interactions, the actual setting of goals and then reporting on it all making it available.

And transparent. So that way both employees, supervisor leadership, everyone's able to see the things that they need to see and you have a very clear way of managing those relationships that you have. So that's the way that we're going to move through this concept today. Again, please feel free to put questions into the chat throughout. I have a fantastic team. Our advancement team is on the back end here keeping track of everything.

And that's sort of another thing to note here as we get going is that we'll be talking about all this performance management goal tracking through the lens through an advancement lens, following the case of a major gift officer, and keeping track of their specific goals. But do know that the the use case for this extends beyond advancement. So if you are using Slate 4 admissions, this could just as easily be keeping track of your admissions counselor as your recruiters or your readers, and keeping track of what their goals are.

The same thing for students. Success. One of your advisors, counselors, those type of folks, the concepts are going to be the same. We're just going to be using advancement language for today.

O we'll first start by talking about what's the problem that we're trying to solve is really how are we capturing more informations in the very iterative way for individual employees. We're all very familiar with the user account section of Slate, where you are able to store basic information on your users, on the employees first name, last name, their department, those type of things. But how do we find a way to collect more information to make it?

More interactive.

The way that we're going to talk about doing this, and this is sort of the key connection here, is on the details tab for a user, there is the ability to connect their user account to a custom data set record. What we're doing here is we're making a special field, it's a special field called a related data set row field that actually serves as a link between the user account record and a particular data set record. So what this looks like for the data set side, you'll create a custom data set.

To house these different employees, we called ours performance management, but then we're associating that user account to a particular record inside of this data set. So we see James Madison on this previous slide, that's the person who we're connecting their user account and it's pointing to this data set record here for James Madison.

We made a little diagram to help sort of outline this sort of relationship and how we're going to start to thinking about tracking and reporting on all of this. The idea here is that initially you have sort of a data set record. So James Madison in this instance, there's a related data set row field that connects James Madison's data set record with their user account inside of Slate, and then that user is being connected to all of your other records, your student records, your donor records, your constituent records.

Through a number of different ways, through a staff assigned field where they're just directly connected, but also through all the actions that are happening just natively throughout all of slate. So as a person makes gifts or an interactionist added on a person's record, someone creates an event, all those type of things. We are also associating users with those actions throughout slate. And so we're doing a little bit of chaining here where we're able to say I can connect the user on a gift to the person, the person.

Back to the user account, the user account to the data set record, and I can weave that sort of thread all the way through. So now I can start to do some of these aggregations on that data set record, but take into account all the things that are happening with that user throughout the entire database.

Maybe asking yourself the question was that do for us why, why go this data set route for for this type of tracking. It gives us a number of things. It gives us a really familiar record architecture. We're all familiar with constituent records, donor records, alumni records, student records. So that type of way of interacting with people makes sense. It's familiar. We're treating this data set record like it's a person record, and that affords us.

The ability to do things like put those records into populations or put tags on those records, have custom fields, create entities and have a comprehensive timeline that you're now keeping track of everything that's associated with that data set record and by extension that user account, all in one cohesive place. So that's the concept. We'll move into a little bit more of what this looks like and sort of a walk through of how this is put together.

In our example that we have here and just continue to move along.

On the the user records right here, here's an example of our James Madison who's our example major gift officer in this case. And you'll see a couple of things here. Yeah there's a dashboard area we have information about on the right hand side about there maybe their office location and you get if you're sort of a distributed campus or there are many different buildings or locations you know store which office that persons in their e-mail address, their institutional phone number, things like tax where you can say someone's an expert in communications.

With our high performer or you want to flag somebody as an up and Comer. The idea of using tags means that you can start to to reference these individuals either both individually but also in the aggregate where you can say I want to look across us not just as a single department, but if we're doing this sort of a system wide, who are all of my people that are maybe experts in communications from the alumni office or from the Admissions Office or the success of advising office. So another great way to start to put a lot of.

Information in one place that can be referenced by multiple constituencies across campus.

If we look at our genes Madison record here, we also noticed that we have a couple of things here that also look familiar. We have a dashboard tab, a timeline tab, a profile tab, materials tab. Those are stuff that we can't just get for free by making this a data set record.

The three tabs over onto the right side of this, the roll details of portfolio is the goals. Those are custom tabs that we're able to make. So I want to start first with that role details tab. What we're able to do on here is a number of different things, sort of that bottom section that you're seeing here for account details. This is automatically merging in information that we already know about this particular person and the way we know about these types of information is.

Because we're pulling it from their user account, so we know what their full name is, we know what their user name is, their assigned roles. If we wanted their title, that can be brought in too. But we're pairing this with those things that are in that top section that departmental details. This is where you're able to leverage the power of custom fields, where you're able to further categorize this particular person, where you're able to say who their supervisor is perhaps, or which department they're in. So in this case, major gifts.

And George Washington as their supervisor.

As you think about how this expands out, you may have other records in here that are different departments. Maybe it's their annual giving, maybe it's their alumni engagement to folks. So the combination of different departments that you're setting on here is going to ultimately allow you to report on a departmental base and on a supervisor base and on any other metric for which you're storing information on their record. So as you add additional custom fields, those are data points that you can start to group.

And report on ultimately when you're doing sort of your dashboarding and sort of your your your reporting later on.

Timeline in inner and interactions. This is something that most people are familiar with from your constituent records or your person records. But from a performance management context, it makes sense that you're able to create interaction codes that speak to the relationship that somebody might have with their employee or the employee themselves with sort of their own thoughts and progress to things that they're working on. So you might create interaction codes like a one-on-one one that we have here.

Where you're able to keep notes from all your different meetings that you're having with a particular employee. In this case we're saying, oh, we have a setting priorities meeting set up, but you might also have interaction codes that are under a lock that are permissions, right? So if someone is you want to keep track of somebody from a performance improvement perspective or they're not performing like they should, you can create those. They can be permissioned and only those folks throughout that certain permission can actually see it when you're going back and you're looking.

That that person's timeline.

Goals, right? Having this data set record exists gives us the opportunity to store goals on an individual basis. So here we have a goals, a custom tab, and on the tab we added an entity. What that entity is doing is it's keeping all these different goals, these individual fields on the entity grouped together in this case by a particular fiscal year. So that way we can say for 2023 here is this persons, how much they need to raise in there, how many contacts they need to have.

How many opportunities they need to have created or funded or any individual contexts that they need these groups, all these together in context of that 2023 fiscal year. So you can imagine as time goes on or as you're adding additional goals from year to year, this entity record starts to fill up, where now you can see, OK, let's check out what we did last year. What were the goals last year? What are the goals this year?

And we can group them by different types, right? The same entity can be used for major gifts, but it could also be used for alumni engagement, or for annual fund, or for whatever other sort of departmental objectives you might have. They could be conditionally displayed where you can collect different information based on the type of goal, but ultimately stored on that same entity that would exist across your various performance management records.

Alright, dashboarding. Now that we have these things that we have goals set, how do we start to report on it? OA dashboarding is a great way to do this. You can have a query that essentially says, let's go ahead, let's take all those goals that exist on their record and then let's divide into that all the other things that we know about the record. For instance, how much for that first one they're giving goal, how much have the people who've been associated with James Madison in this case, how much have they given in this fiscal year? We can sum that up.

That's a queryable thing that we're able to do and let's divide it by their particular goal for this fiscal year. So that's where we're getting that 217,000 / 500,000.

What we're doing here is really just math, right? Where we're saying let's sum up all the gifts, let's divide it into what the goal is, right? There's some fancy footwork that we're doing here inside of the query where we're comparing, you know, the persons record that we're on James Madison with all the other things that we know about the people like that they actually are associated with, with James Madison in this case. But it ultimately boils down to hashtag math, which is what we're doing.

Also think about dashboarding, not just sort of the standard dashboard things that we're used to like on the dashboard tab, but dashboarding also in terms of just elevating the right information at the right time. So for something like this portfolio, that tab that we have here, we're embedding these queries directly on the person's record to show aggregate level statistics about the people that are in James Madison's portfolio or even listing.

Who are all those people? So they don't need to run a query to find that information. They can simply access it directly by going to their portfolio tab on their own record. And this brings up sort of another good point about how we think about access to this information. So there's sort of two routes that we tend to think about from this perspective. One is this very direct transparent style access. We're actually would say it's encouraged that both the.

The employee themselves, as well as their supervisor or any members of the leadership be able to just go directly to the data set record to get the information that they need if you're looking for information on a single person.

All that information is now being pulled together in a single place. We want to see what those goals are, our progress towards goals or who's in that person's portfolio, what are the recent conversations that have been had with that particular employee. Going right to that record is a great thing to do, and you can take advantage of the different permission capabilities inside of Slate to show and hide different things that you may need to. So maybe there's tabs on here that are displaying certain information that the employees etc, but maybe they're supervisor should.

That's OK. We talked about the example in the timeline where maybe there's interaction codes that the.

Employee and the supervisor, everyone can see and it's very open and transparent about the details about the meetings that are taking place. But maybe there are some that you put behind the permission that only their supervisor has that they can only see and edit and add information.

But then I think there's also something that is that is useful, which is the idea of how do you look across multiple of these records, right. How do we look at James Madison compared to John Jay, compared to all the other employees that are also major gift officers in this case? And that's where this idea of this aggregated access comes into play. The way we've talked about imagining this is the use of a portal to do the sort of aggregation.

Where you can design A portal where your leadership team may be right when they log in. Maybe this is your V they log in for the day, maybe they don't go directly to sleep, but they log into this portal that's pulling information about what are all of those major gifts. So skipped over $1000 in this case that have been given within the past seven days. Or what are the recent contacts that have been had from my major gift officers where I can click into those directly within this portal?

See the details of the interaction. If I need to do anything further, I can click into the record go directly to the record.

To find out more information or maybe I want to very quickly compare the performance of my gift officers to each other or I could embed the query in better report where I can say, OK, how is John Jay comparing to John Marshall and James Madison. A lot of Jays in our our sort of examples that we have here, but we can show all this in one single screen or maybe go to another tab where you actually can select and give your leadership team the ability to select. I want to compare this person with this.

Person with this person and then run that query to then return those results. So you're not having to go through all the different people, but you're able to just see it directly.

Same thing for charting and reports. Because all this information is available in the query tool, you can bring it right in, you can report on it, you can make your charts and see how people are performing very visually.

That's looking at the major gifts officer, those sort of looking at those goals, tracking it, getting those statistics. But it also may just be that you have some KPIs that are by department where you want as a leadership team member to be able just to log in and just know what those numbers are for the day right when you're when you're coming in. So again in a portal you're able to aggregate all these things together using that sort of weaving chain approach that we looked at from our.

Concept map, but where you're able to say, OK, what is our acquisition rate? What is our reactivation rate or coverage ratio? How are we doing on applications? How many advising employments have we had, all those types of things that you want to know at a glance. A portal is a great way to start to aggregate that type of information. Same thing when we think about alumni engagement. If you're looking for the alumni participation rate or revenue versus dollars, alumni, donors, all these types of things, bringing it together and sort of 1 area is going to make it.

Very easy for folks to be able to just see the information in one spot. They don't need to go run seven different queries, 5 different reports to get the information. You're helping them get access to that information in a very open and very transparent way where the leadership team is on board with what's happening. You're very aware of what's happening, but you are all set and good to go inside of a portal.

So a couple of things from the summary perspective, things to keep in mind as we think about using Slate to manage performance and goal tracking. One is that key linkage going back to on the user accounts, making that connection between the user account and the data set record. That's going to open up all those different possibilities because you'll be able to do joins all the way through that.

Uh, the other thing to keep in mind here, what we're talking about, things that we've shown so far, this is all standard functionality. This isn't additional modules. This is not something that you have to pay extra for. It's not something you have to do any of that. But sort of it's it goes in line with sort of what's kind of in intent illusions and insulates DNA is we want to give you the tools to really be empowered to have those transformative effects where you can start to expand the use of your system to accomplish more and more and more and one centralized.

So we're in this case. We're using datasets, custom fields, entities, tags, embedded data set, real queries, interactions, portals, all those type of things. They're all just standards like functionality. Imagine in a way that accomplishes.

A specific task or a series of tasks or business objectives, in this case managing performance and keeping track of different goals. The third thing to keep in mind is flexibility. What we were looking at through the course of this presentation so far has been all about.

Things from an advancement lens. We're looking at major gifts. We're looking at alumni. We're looking at annual giving communication.

These KPIs, this, this structure, how we've gone about doing this can all be adapted to the things that you're interested in. I'm keeping one eye kind of peeled towards the chat and it looks like there's some questions coming in here about, you know, tracking territory goals or looking at things based on specific functions that people may have. Different offices, right. Admissions counselors versus readers versus faculty versus you name it. The idea here is that this way of thinking about it, because we're using standard tools is it's.

All very flexible where you're able to define for yourselves what is that department that this person is in, what are the key metrics that this person should be evaluated against? What are their goals? The goals for admissions officer are very different than the goals for a gift officer. So keeping track of all those things and then very custom and bespoke and flexible way, that's another key item to take away from this conversation.

Some of the questions they see in the chatter also about, you know, I want to learn more. I want to do this. Can I share this with other people? Yes, we are recording the conversation again. But also, how have we done this right? We've looked at a bunch of screenshots to see how it goes, but how can you see it in action?

So you can see this immediately of this exact portal, this exact data set, the example records, all these things are currently in our clean slate environment. So if you're looking to provision a clean slate, simply choose slate Advancement showcase as the source. This will let you be able to see it all. There's nothing that is hidden. Everything is open to you, but you'd be able to go into the performance management data set in the lookup tool inside of Slate, go to James Madison records.

See how we're keeping track of all these different things? So I'd encourage you to go ahead and explore, see what's going on here and start to think about how can we start to adapt this for our particular use cases. Right, you're able to continue to add and iterate on top of all these these things that are currently inside of the clean slate environment. See some questions also coming to the chat about suitcase and things like that. Yep, you can absolutely suitcase some of these things. Again, provisioning the advancements showcase.

A clean slate environment. This will let you be able to suitcase that portal that we were looking at, or go to the forms for the entity and suitcase that form. So you can actually very easily start to bring over a lot of these elements and play around with them in your own test environment and eventually your production environment.

So that was the the high level overview. I think where we're at right now is moving on to questions that folks have. I have the the our data set pulled up over here on my other screen. So I can also share my screen and dive into some things for our remaining time today. So we will actually start by going and looking at some of these questions. So I'm looking at some of these ones coming through. One of them was how do we make a progress bar for the records, you would want to hear more about how we're doing that since that.

Seems like a good one.

That's cool. We'll dive right in. We'll talk about how to do this over here. So.

Please, you all see my screen, OK, this is our James Madison record. What you're referencing, I'm assuming, is how do we make these progress bars? How do we make them look and feel like that? Yep. Perfect. Awesome. Thank you. So what we're doing here is a little bit of CSS trickery. A little bit of CSS trickery here, some CSS skills in here. This is something that, again, you can queue. Can you get suitcase this out from the clean slate environment and play around with it? But I'll go ahead and I'll show you the.

Dashboard for it for performance management. So this is what it is inside of here. If we'll first look at the query itself, this is where we're actually doing that math where we're doing that calculations. So we'll take for example that that first one for James Madison where we're looking at that was at 43%, yeah, 43% of their progress towards the goal. So that FY giving goal. So we're doing a couple of things. We need to get the numbers, we need to know what the goal is.

We need to know how much they're going towards the goal and then we need to start to do a percent calculation. So here this is where we're getting sort of what that gold number is that $217,000, this is where we're actually doing the calculation to it percent. So inside of the dashboard itself, this is where we are. If we go, we go to the source area, this is where we're actually saying let's take that FY giving goal and start to do some things where we have a Gray.

Progress bar at Green Progress Bar and then we're merging in values for that percent. So because we're merging in the percent as a percentage of what that that progress bar is, as it gets updated, it will move along and be updated. So we're doing that up here in the CSS where we're saying, you know, here's how we're styling those different progress bars with the different backgrounds and the different margins and those type of things and then we're simply taking the merge from our query.

And saying once we've calculated the percent, just take that percent and use it for the width of whatever that progress bar is.

It's a great question. This is one of those things that I think as you are.

Taking this and moving into your environment, you'll be looking at it in comparison to your goals and your ideas, but the trick here is the width is the actual percentage calculation and then we're simply styling it using CSS.

Great question, Allison.

OK. What other questions do we have going on?

See.

Setting the two.

Permissions on the timeline of you, those interactions, great. So question about how do we have for example on the timeline over here, how do we set permissions? So that way if I'm logged in as the admin user, the supervisor, I can see something like performance management versus if I am not, maybe I am just the James Madison himself. I don't see that that is being set on the interaction code itself. So if we go and we look at that performance improvement and direction code, we're able to set a custom.

Permission. So I made a custom permission inside of.

And Slate that just says performance management. So you have to have that permission granted on your user account in order to see that particular interaction on the person's record.

Amanda, question in the chat. If you don't do this by staff assign, but you track gift officers by an entity, will it work? The answer is yes, you absolutely can. It's just another sort of joint over to the entity from the person rather than just referencing the staff assigned field itself.

Question from Amy Kristens Christman, is there anything like this in clean slate for admissions? So there's not, but you can provision the advancement clean slate environment from within an emissions database to see how this is and then adapt it for the admissions use case?

OK.

Andrea, can you compare admission counselors progress to student numbers in a similar way to gift officers, maybe not seeing gift amounts, but in terms of student conversions, yeah, absolutely. So you can compare anything, right. So in the case of students, it would be, you know, joining in through that person, staff assign, getting to any of those conversations, referencing their application information, but ultimately what we're really talking about here.

Is just math, where we're comparing the goals that have been set on the record with whatever information it is that you're summing up about that person. So if it's the number of submitted apps or the number of yielded students, matriculated students, right, comparing that to the goal, you're able to do that exact thing. Here, we're just really talking about a change in nomenclature.

Right. What other questions do we have here going on? Can multiple users be associated with a person's record?

Yep, absolutely. So we're looking at this from the context of a one to one relationship, but that same person can be associated with multiple people, right? So you may have staff who are associated, you know, five different staff that are associated with Alexander Hamilton. One is a gift, officer one is eliminating engagement, officer one is a prospect researcher. And it all works the same way. It just is a question of what is it that you're actually summing up or.

Calculating and then comparing that with a particular goal, but you absolutely can look at it at A1 to many perspective as well.

Toucha cool, ashlyn. Aha, good question. If this was translated to enrollment, how much upkeep would it take with turnover, people coming and going so much, adjusting things accordingly, how do we keep the data relevant? It should be relatively straightforward. You know, just, you know with any type of turnover you're adding new users to the record and so at the same time you would just create a new record.

For them in that data set, so that way anything that their user can is connecting ties back to their record as well and taking over sort of what a previous person's goals were, right? You're you're setting these things individually on a person level anyways, on an employee level anyways. So once those two things are made, the user account and the data set record and that that is all connected back to your different constituents, you're able to again.

You through that thread to now count up all the things associated with that particular user, such as all the students that are in a certain region or certain population, right? Because they would now then be connected to them.

What other questions do we have here? If you wanted to set up a performance management for multiple teams, would you recommend multiple datasets or could you have all team members in the same data set? It's a great question. I tend to think that the answer here is actually keeping everything in the same data set, which you're then able to do because of that is you're able to reference all of them together for things that make sense when you think about taking a look at all the employees that you're tracking performance on. But.

You're able to differentiate when you look at something like the role details where you're able to further sort of refine you know this this record, this seems mess that is in this department, right, versus another record. And I think we have another example record in here. We'll come up with performance management. So somebody like Oliver Walcott, when we look at his example, we don't see the dashboard here because he's actually in our alumni engagement department actually has different.

Information, right? And you can connect this to other things that might be inside of your database, but that allows you the flexibility. Allows you the flexibility to have different dashboards for different subsets of employees, different different values that are being selected as part of your custom fields. So you can still do individual departmental level reporting, but you can also look across all your employees more generally.

Great.

And to uh from needs, if we are currently using an entity to manage gift officer portfolio assignments, can this still be linked into something like this? We are still using the user base for the assignment, just on an entity rather than a person skill field. Yes, absolutely. Anything that touches the user, the user prompts that you're all familiar with anything that touches that can be connected to this, right? So in the entity that you have.

If you're using sort of the user dropdown list that's connected to all those user accounts, those user accounts are then connected to the appropriate data set record through that related data set row key. That linkage that we talked about at the very beginning of how this all actually works is through that relationship.

Will there be a recording of this session? Yes, absolutely.

To question in from Lloyd, are there different tags for this type as well? All records in this data set have the same collection of tabs available. Yeah, so they all have the same collection of tags. So you would want to, if there were different tags for different departments, just denote that in the tag name itself.

Question from Talla, does this keep track of interactions and such that show the history when a gift officer leaves the school? Yeah, a great question and this kind of goes back to sort of the the questions coming in about entity, ways of tracking gift officer assignments and those types of things. But yeah you will we will keep track on their record all the interactions for which somebody was a, we'll go back to our James Madison record for which somebody left, right, so.

That James Mason had a interaction on their record that would stay with that person's record.

Even if they left the school because this record would still persist.

Is anything for Scott, is there anything you would recommend we avoid trying to track? That's a great question. I think that nothing comes to mind immediately on something you would avoid trying to check. I think that one of these sort of hallmarks of slate is that it can be designed to fit whatever your business process is. You know, I worry a little bit about trying to be too, you know, you should or should not track this one thing or another because I think it's important to your business process and it's important to.

Of that information, then I would say maybe track it. If there's a goal associated with it in a way that you can track it, why not? I think there's some things that are.

They have a propensity to become more and more robust as time goes on. So things like, you know, messages, right, you're going to be sending hundreds of thousands, millions of messages. As your database continues to grow, that just becomes, you know, a complex query to continue to maintain. But I I don't think generally there's things that I would advise you to not track.

Lloyd, the question what other names have we brainstormed for this data set. I like the idea of trying to generalize it. Yeah we call it performance management because it was one of the most sort of to the point and generic enough things that made sense. But the the idea here is that you can call it whatever you'd like you know projects or projects as Tesla pointing out in the chat.

Goals is another good one. We wanted it to be a little bit more broader because I think that it's not just as we've seen, it's not just about sort of the goals that we're keeping track of, but it's, you know, it's timeline just keeping notes about meetings that you've had, you know, noting if someone is, you know, really a rock star or really not aggregating information, making sort of this openness to data accesses another sort of idea behind this. And so I think we were trying to think about.

Things as being the broadest context, which is why performance management kind of came to us.

But because it is a custom data set, you can call it whatever you'd like.

Stephanie, if we want to set this up to track performance across multiple departments, will we recommend multiple datasets? No. I think that the better approach might be to actually just store that department information on the individual person. We can still aggregate up and report by department. You can imagine in the report that this becomes what you're grouping things by. So you still get department level statistics, but you're not sort of bifurcating and having, you know, so many sub datasets you're really keeping it all in one.

All related to this larger concept of performance management and goal tracking.

Create.

Yep. Ashland, you call yours the star chart. Yep, that works in kindergarten. I think it should work here in higher Ed. I think that's a good name for this, and we'll go under strong consideration if we were to ever rename our performance management data set.

Right.

What other questions do folks have today? Any thoughts? Other things that people would be interested in seeing?

Cool.

Not seeing anything really coming in at this moment.

I'll go ahead and I'll say thank you to everybody for coming to today's spotlight. I would encourage everybody to if you haven't already, hopefully some people have a provisioning, the clean Slate Advancement showcase environment. You can go, you can take a look at this, see how all the pieces connect, how they can be adapted to your process. Remember so those key takeaways of the related data set row field as the the linkage between the data set record.

And the user account and also just know that this was recorded, so you'll be receiving a link soon. So that way you can go back to reference things, look at things and as always, if you have follow up questions or things that are still on your mind, come see us, our advancement team. If you have questions about this specifically, we host twice weekly community conversations where you can come and ask us anything big, small, twice a week so that we're Tuesdays at 2, Thursdays at one. You could sign up right in home slate.

So amazing. Thank you all so much. Thank you for the great questions. And if you haven't already, sign up for Summit and we'll see you in Nashville. Awesome. Take care, everybody. Bye.