1 / 31

Joint Warfare Analysis Center

Joint Warfare Analysis Center. 360 Degree Feedback Process. Rater Orientation. Orientation Agenda. Review 360 Degree Feedback Process Explain Survey Software Discuss Your Role as a Respondent Writing effective comments Show the End Result. 1. Review of the 360 Degree Feedback Process.

harlan-williams
Download Presentation

Joint Warfare Analysis Center

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Joint Warfare Analysis Center 360 Degree Feedback Process Rater Orientation

  2. Orientation Agenda • Review 360 Degree Feedback Process • Explain Survey Software • Discuss Your Role as a Respondent • Writing effective comments • Show the End Result

  3. 1 Review of the 360 Degree Feedback Process

  4. Essential Skills of Leadership Essential Skills of Communicating Effective Discipline Communicating Up Resolving Conflict Coaching Job Skills Managing Complaints Developing Performance Goals Providing Performance Feedback Team Leader Skill Set

  5. Supervisor Internal/External Customers Employee “Self” Peers Team Members Direct Reports 360 Degree Feedback

  6. Gather Feedback Data Identify Respondents (Nomination List) (Feedback Survey) Receive and Interpret Feedback Develop and Implement Action Plan (Report and Coaching Session) (IDP) 360 Degree Feedback Process Feedback Cycle

  7. Nominating Raters • Select people who know you well • Select enough people to give you enough data • Review your list with your supervisor • Invite the rater into the process

  8. Tips for Nominating Raters • Select • Direct Reports—include support staff, assistant supervisors, as appropriate • Work Group Members—may not be formal direct reports • Those who know your work best • Individuals whose input you value • Staff who have recent work exposure • Avoid those • Who only reflect your circle of friends • Who extend more than two levels up • With a low “familiarity weighting”

  9. Online Rater Selection Form Choose relationship the person has to you.

  10. 2 Feedback Survey Software 20/20 Insight Web Response

  11. 360 Degree Feedback Survey How you will assess . . . • Go to 20/20 Insight web site with customized instructions • user id • password • This enables you to assess each person on all competencies and behaviors • Effectiveness • Comments • Data is then transmitted to The TEAM Approach for confidential processing

  12. Quality Feedback Tips Strive to give a balanced assessment . . . • Separate each behavior • Consider trend or pattern over several months • Don’t assess someone when you are tired, stressed or angry • Consider the entire 10 point scale when assessing • Use “not observed/not applicable” when appropriate

  13. 3 Writing Effective Comments

  14. Providing Helpful, Honest Comments • Phrase comment so that participant will know whether to start, stop or continue • Recommend specific actions • Comments will be attached to the specific behavior and will be verbatim This person should start, stop or continue: “Start . . .” “Stop . . .” “Continue . . .”

  15. Guidelines for giving feedback Feedback Model - “When you disrupted the meeting” - “people felt uncomfortable” - “as a result, they stopped contributing” - “Please consider the effect of your comments on others” Behavior Outcome Consequences Actions

  16. Inappropriate or Ineffective Comments • “You never think of anyone but yourself” • “You’re too high-strung and negative” • “You have a bad attitude” • “You’ve been a big disappointment in this area”

  17. Appropriate and Effective Comments • Positive: “Whenever I need to discuss a key project with you, you always take time to talk with me about it. Your input makes a big difference in the quality of my work, and I hope you’ll continue to make time available for me.” • Constructive: “Sometimes when you’re pushed with a deadline and I enter your office, the look on your face says I’m bothering you. I tend to back off at that point. Please let me know when you don’t want to be interrupted.”

  18. 4 Receiving the Feedback

  19. Feedback Report • Computer-generated report designed to display overall feedback data • Provides averages on each competency for each respondent group • Provides written, verbatim comments from respondents • Provides comments from two open-ended summary questions

  20. Comments: Presented in random order, verbatim, with each item.

  21. Development Planning Based on the feedback report, you will be able to . . . • Identify development priorities and strengths • Create a development plan • Take action to implement development plan • Review progress against plan

  22. 5 Assessment Timeline/ Information

  23. Project Timeline Orient Raters Complete Surveys Deadline DEC 9 Nominate Feedback Providers Due: FRIDAY Orient Subjects IDP Session For Subjects DEC 12-14 Distribute Feedback Reports Develop Action Plan Ongoing

  24. Have a question, comment or concern? Call: • Rick Stamm • 800/864-4911 • Rick@teamapproach.com

More Related