360 Degree Feedback Reports

VALUE OF 360 FEEDBACK

Many employees in today's work environment are "feedback poor." This means they do not receive accurate feedback of how well they are doing. Adding to this problem, corporate culture and social rules can often impede honest discussions about a person's performance, especially his or her weaknesses.

So what does an organization need to improve its overall performance if it is so hard for employees to learn how to improve themselves? The answer is 360-degree feedback.

Multi-rater or 360 degree feedback is a tool used in many organizations for helping employees at all levels gain insight into their strengths and developmental needs by providing feedback from multiple perspectives -- peers, subordinates, managers, and internal and external customers.

Assess360 Feedback Survey This web-facilitated multi-rater survey component of the ASSESS platform utilizes dimensions and behaviors populated directly from the organization's competency model. A participant can rate multiple people at a time and the system allows for comparative ratings. Reports provide detailed individual feedback on: Competency Rankings Behavior Ratings Developmental Suggestions Action Planning Guidance Sample 360 Degree Report More about ASSESS Expert Assessment System

Perception 360 Degree Feedback Multi Raters Assessment (MRA) Perception 360 is a Web-based assessment designed to meet a variety of needs and applications necessary for increased personal productivity and effectiveness. Perception 360 lets you design your own 360 surveys using our standard questions, writing your own survey questions or simply using our ready-made surveys. Your surveys can contain any number of questions and have an unlimited number of respondents. We do not charge by the number of respondents. You simply pay per target person (each person you wish to receive feedback from others). More about Perception 360

Management Effectiveness Profile It stands to reason that a good manager - an effective manager, that is - must be skilled in a number of broad areas or competencies considered critical if the manager is to help the organization achieve its goals. The Management Effectiveness Profile helps managers to identify personal strengths and weaknesses within 12 specific competency areas so that they can begin to strengthen and master them. In this profile, a manager's effectiveness as coach and leader is tied to the following competencies: MANAGING YOUR JOB       Managing and Prioritizing Time       Setting Goals and Standards       Planning and Scheduling Work RELATING TO OTHERS       Listening and Organizing       Giving Clear Information       Getting Unbiased Information BUILDING THE TEAM       Training, Coaching and Delegating       Appraising People and Performance       Disciplining and Counseling THINKING CLEARLY       Identifying and Solving Problems       Making Decisions and Weighing Risk       Thinking Clearly and Analytically This questionnaire has been designed as a self-scoring management effectiveness instrument to help individuals understand more about their relative abilities. The twelve key managerial competency areas listed above under four clusters (representing a complete model of managerial effectiveness) are treated separately and then combined to create the individual's overall profile. The Management Effectiveness Profile is available on paper or online and in a self, 180-degree and 360-degree format. View a Management Effectiveness Profile sample report. Leadership Effectiveness Profile also available.

The Janus Performance Management System With Janus it's easy to identify the competencies that should be evaluated, set up evaluation forms, and assess from 1 to 1000s of employees in minutes. The Online Janus System makes it easy to identify from 3 to 10 core competencies per position, build competency-based job descriptions, develop job-specific interview questions and administer performance evaluations - a seamless, continuous, cost-effective solution to selecting and managing top performers The Janus Performance Management System is a fully integrated suite of materials (available on paper or CD-ROM) to help individuals, teams and whole organizations (however small or large they may be) to: build competency standards, set effective performance goals and conduct an effective appraisal (progressively and at the end of an annual review cycle). Click here for FREE employee evaluation forms and to learn more!

Perspectives - 360 Behavioral Assessment Improve Managerial Performance by Using the Perceptions of Others to Target Development For organizations that also require a behavioral assessment to target development, Perspectives is an administratively streamlined instrument that incorporates twelve fundamental managerial/supervisory competencies in five clusters. In addition to a cluster of 5 leadership competencies, other key clusters include Relating to Others, Managing Your Job, Building the Team, and Thinking Clearly. Development Action Plan The Individual Feedback Report produces development suggestions linked to those behavioral items rated as highest development needs. The development suggestions provide managers specific actions to immediately begin improving development priorities. Flexible Administration Easy and convenient to administer. There are Participant Interpretation Booklets and an Administrator's Manual to guide your internal facilitators in coaching managers on their results. Seamless, Flexible, Prescriptive Training Each Perspectives competency links seamlessly with the MAP/Managing to Excel competencies. Managing to Excel is a series of 12 half-day, off-the-shelf workshops ready to deliver by your training staff or a certified CriteriaOneT instructor. Performance SkillsŪ Leader PS Leader is a research-based leadership competency assessment that gives leaders an objective needs analysis of their leadership effectiveness, and helps them target areas for improvement. The core of the assessment is a set of 24 clearly defined competencies that have been shown to be an essential part of effective leader performance. The PS Leader Model is the result of years of extensive research involving over 12,000 supervisors, managers, and executives in both private and public sector organizations. This research was conducted to determine which specific skills tope performing leaders possess that set them apart from average and ineffective leaders. The result was the definition of 24 "most critical" leadership competencies which are outlined in the PS Leader Model above. Reports identify competence in five leadership effectiveness clusters: Personal focus Strategic focus Business focus Workforce focus Interpersonal focus E-mail us for a sample report.

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