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Opt in to the Individual Contributor assessment using the link below. If you are not sure which assessment to use, please contact Human Resources.
Opt in to the Supervisory assessment using the link below. If you are not sure which assessment to use, please contact Human Resources.
Thank you for participating is this process. We appreciate your time and assistance in supporting our commitment to the development of our management team. Please let us know if you have any questions that have not been addressed in this document.
The primary purpose of our 360 degree feedback process is to allow a Participant (person being rated) to learn the perceptions that colleagues have of their performance, skills, behaviors and values, and to use this knowledge to implement professional and behavioral development actions.
Presently, an employee receives formal feedback only from their direct manager. Consequently, when the employee seeks to address development opportunities, she/he is acting on limited information: that based only on the perspective of their direct manager. While this perspective is important, it's not complete. If she/he receives feedback from other people, then action can be based on a more complete picture of perceptions.
The information learned in this process is intended to strengthen our employees' capabilities and further develop their potential. Our goals are to create opportunities for development, not to use the assessment results as part of anyone's performance review.
You may be asked to be a Participant (someone being rated), a Rater (someone rating a participant), or both.
As a Participant, you will be asked to rate yourself so that you can understand if there are differences in perception between your scores and how others rated you.
As a Rater, you will be asked to rate someone else so that that person can understand if there are differences in perception between their self-scores and their rater scores.
The 360 degree process we will be using is based on an on-line assessment tool provided by Qualtrics.
The on-line assessment tool will involve about XX that are related to the individual’s performance, technical skills, values and behaviors. You will have the opportunity to write open-ended responses in several areas of the assessment to help clarify your ratings and/or provide specific examples to help the participant when she/he reviews her/his report.
Completing an assessment of an individual (or a self-assessment) should take about 15 to 20 minutes.
The Participant is encouraged to consider one or two areas where a change in performance or behavior, or the acquisition of additional skills or knowledge would likely lead to an improvement in performance. While this need not involve anyone else, the Participant may choose to work with their manager, coach or mentor to develop and implement a development plan.
As many as possible, within reason – it’s not helpful to be rated by someone who has not worked with the Participant enough to form solid perceptions. The quality and relevancy of the feedback is much more important than the quantity of the feedback.
As for numerical targets, each participant should strive to invite the following people to be raters: their manager, four - six peers, and for managers, all direct reports.
Yes, the feedback report will not mention any names. It will categorize the quantitative information into groups of respondents: self, manager, peers and direct reports, but it will not identify raters to rankings or comments (the manager’s ratings and comments will not be anonymous since typically there is only one person in this category). Comments will be provided verbatim, but will not be assigned to the person who made them.
Be balanced in your feedback. Give credit where due, and help provide feedback that could improve performance. Be professional and objective. Each Participant will be looking for trends and common themes in their summary report that indicate strengths, as well as areas for improvement.
Comments are important. They help the Participant understand the quantitative results. Since one purpose of the survey is to collect these constructive comments, examples and suggestions, please do not write anything that is worded harshly or unfairly, or would put the Participant on the defensive. Comments worded this way do more harm than good, and should be avoided.