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AGENDA

o Purpose o Review Rating Scales o Review Rating Competencies o The Rating Dimensions o Complete the Rating Form . AGENDA. Understand and improve the quality of leadership

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AGENDA

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  1. o Purpose o Review Rating Scales o Review Rating Competencies o The Rating Dimensions o Complete the Rating Form AGENDA

  2. Understand and improve the quality of leadership Opportunity to provide the leader with a perspective from direct reports and others about leadership behavior and competencies Assist talented employees to advance and continue in key roles 360 ASSESSMENT PURPOSE

  3. Feedback is a Gift!

  4. Provide constructive feedback to a leader Self-ratings are provided by leaders for comparison of their own perceptions with others Provide data for development Support leader and organizational development plans PURPOSE OF RATINGS

  5. You will be asked to indicate the extent to which you agree that the leader you are rating demonstrates a particular behavior For example, use the following scale to respond to the statement: Understands how his/her work impacts academic achievement 1= Strongly Disagree 2= Disagree 3= Neither Agree Nor Disagree 4= Agree 5= Strongly Agree UA=Unable to Assess RATING SCALES

  6. Leniency: A lenient rater tends to give only high ratings Severity: A severe rater tends to only give low ratings Central Tendency:A rater gives ratings using only the middle portion of the scale for most or all employees RATING TENDENCIES

  7. Halo Tendency: When a rater perceives an individual as good on one or more particular competencies and this perception affects how that person is rated on other competencies Primacy Effect: A rater with primacy tendencies uses only impressions gathered from first reactions to a leader’s performance Recency Effects: A rater with recency tendencies takes only the most recent performance information into account when rating a leader RATER TENDENCIES

  8. Beginning Survey You will receive survey invitations via email from O.E. Strategies Survey will be open for 2 weeks One week before the survey closing date, survey reminder emails will be sent to the raters who have not responded Survey Content 100 items across 12 competencies 4 Open ended THE RATING PROCESS

  9. Self-Management: Able to understand, assess and manage one's own emotional states Transparency/Genuine: Holds positive personal values/beliefs and behaves in accordance with them; has solid ethical standards and is able to act on them Resilience: Has the capacity to cope with changes and setbacks in a constructive way Leadership Acumen: Has knowledge regarding staff and other stakeholders; makes sound judgments based on operations knowledge Strategic Ability: Is able to organize work and resources effectively to align with the organization's strategic plan; maintains a big picture view Curiosity: Keeps a learning edge; values new methods or approaches to solving problems COMPETENCIES

  10. Collaborative: Is team-oriented and participative; provides appropriate feedback for growth to staff members and support processes Inspirational: Is influential and persuasive; is able to inspire people to go the extra mile and to be committed Socially Connected: Considers the effect of operations knowledge on the broader district; maintains and develops networks inside and outside the district Result-Driven: Drives for results and achievements; strives for improving performance Organizational Savvy: Understands the impact of the building/district's culture and norms on how work gets accomplished Leveraging Strength: Values diversity; is able to manage diversity to maximize organizational effectiveness COMPETENCIES (continued)

  11. COMPLETING THE RATING FORM • STEP 1: You will receive an email inviting you to complete the 360 survey • STEP 2: Follow the link included in the invitation email to access web-based survey • STEP 3: Complete the online survey. Be sure to hit Submit at the end of the survey. Please do it in one sitting and allow about 30 minutes

  12. COMPLETING RATINGS ONLINE

  13. Specific and behavioral Recent Important to effectiveness Providing Valuable Comments

  14. REPORTING Individual reports sent directly to leaders and their coaches Comments are presented verbatim Item level data is anonymous and not reported if there are less than three responses However, all responses are included in total ratings so data is never lost

  15. Your survey email arrives on 6-6-2014 Technical Questions : For questions about the 360 system and process contact: Joyce Colovas: 440-546-0008 jcolovas@oestrategies.com Dave Laurenzi: 216-701-0065 dave.laurenzi@esc-cc.org QUESTIONS

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