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High Performance Development Model
360 Degree Feedback Process
Respondent Orientation
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Review 360 Degree Feedback Process
Explain Survey Software
Discuss Your Role as a Respondent
Using the two scales
Writing effective comments
Show the End Result
Orientation AgendaOrientation AgendaOrientation AgendaOrientation Agenda
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"A high or low score didn't predict a scientist's ability to invent Teflon, but what the feedback did was really improve the ability of people to work in teams. Their regard for others, and behaviors that were damaging and self-centered, are what changed."
William J. Miller Research Supervisor, DuPont
The Goal of a Feedback ProcessThe Goal of a Feedback Process
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Review of the 360 DegreeFeedback Process
1
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Purpose:Purpose:
Providing the foundational tools and support structure
Reinforcing skills/behaviors that are key to individual success and to VA as a whole
Using behavior-based competencies to provide a common language for development
Strengthening Development by:Strengthening Development by:
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High Performance Development ModelHigh Performance Development Model
Personal MasteryTechnical SkillsInterpersonal EffectivenessCustomer ServiceFlexibility/AdaptabilityCreative ThinkingSystems ThinkingOrganizational Stewardship
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What is Feedback?What is Feedback?
Communication of information
about behavior or performance in a
way that enables receivers to use it
to their advantage and benefit.
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360 Degree Feedback360 Degree Feedback
Supervisor
Peers
DirectReports
TeamMembers
Internal/ExternalCustomers
Employee“Self”
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360 Degree Feedback Process360 Degree Feedback Process
Focuses on 8 HPDM competency categories
Maintains anonymity of ratings
Uses outside consultant for processing
Provides user-friendly tools and training
Provides a development approach
Features
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360 Degree Feedback Process360 Degree Feedback Process
Identify Respondents
(Nomination List)
Gather Feedback Data
(Feedback Survey)
Receive and Interpret Feedback
(Report and Coaching Session)
Develop and Implement Action Plan
(IDP)
Feedback Cycle
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Feedback Survey Software
20/20 Insight Web Response
2
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360 Degree Feedback Survey360 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 Importance Comments
Data is then transmitted to The TEAM Approach for confidential processing
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1 2 3 4 5 6N
MinimallyEffective
ModeratelyEffective
HighlyEffective
Not Observed/Not Applicable
For each behavior consider... How well do you think the person demonstrates
this skill/behavior? To what extent do you think the person has a
need to develop this behavior?
How effective is this person in….
Using the Effectiveness ScaleUsing the Effectiveness Scale
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MinimallyImportant
ModeratelyImportant
HighlyImportant
For each behavior consider... How important is this behavior to the person’s
successful performance of his/her duties? How important is this behavior in creating an
effective working relationship with you?
Using the Importance ScaleUsing the Importance Scale
How important is this behavior to success?
1 2 3 4 5 6N
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1.Similar-to-Me / Not-Like-MeTendency to up-grade rating of people like you, and down-grade the rating of people who differ
2.Not Enough InformationPredicting ratings when the behavior has not been observed
Common Rater PitfallsCommon Rater Pitfalls
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3.Differences in Rater TemperamentBeing overly easy or overly critical Avoiding the extremes
4.“Halo” Effect/“Hoof and Horn” EffectMaking generalizations from one aspect of a person’s performance to all aspects
Common Pitfalls, cont.Common Pitfalls, cont.
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5.RecencyOver-emphasize recent occurrences, either favorable or unfavorable
6.LeniencyReluctance to assign adverse ratings for fear of being confronted or “found out”
Common Pitfalls, cont.Common Pitfalls, cont.
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Quality Feedback Tips
Separate each behavior
Consider trend or pattern over several months
Don’t assess someone when you are tired, stressed or angry
Consider the entire 6 point scale when assessing
Use “not observed/not applicable” when appropriate
Strive to give a balanced assessment . . .
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Writing Effective Comments
3
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Providing Helpful, Honest CommentsProviding 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 . . .”
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Guidelines for giving feedbackGuidelines for giving feedback
- “When you disrupted the meeting”
- “people felt uncomfortable”
- “as a result, they stopped contributing”
- “Please consider the effect of your comments on others”
ehavior
utcome
onsequences
ctions
Feedback Model
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Inappropriate or Ineffective CommentsInappropriate 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”
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Appropriate and Effective CommentsAppropriate 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.”
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Feedback ExerciseFeedback Exercise
Practice Writing Effective Comments
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1. For the past twomonths, this person hasbeen coming in early andstaying late to help yourgroup meet a deadline fora major project.
Practice
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2. You have noticed thatthis person has beenimpersonal and somewhatrude when answering thephone. You are concernedthat your office will get abad reputation.
Practice
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Guidelines for giving feedbackGuidelines for giving feedback
-
-
-
-
ehavior
utcome
onsequences
ctions
Feedback Model
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Receiving the feedback
4
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Computer-generated report designed to display overall feedback data
Compares Importance and Effectiveness scores of each of the survey items
Provides averages on each competency for each respondent group
Provides written, verbatim comments from respondents Provides comments from two open-ended summary questions
Feedback ReportFeedback Report
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Distribution:These numbers indicate the number of people from all relationship categories combined whose rating was at this level
Effectiveness Scale:This number is the average rating from all people who provided ratings in these relationship categories
Average:
This number is your average score from all relationship categories except self
Importance Scale:This number is the average rating fromall people who provided ratings in these relationship categories
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Comments:Presented in random order, verbatim,with each item.
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Development PlanningDevelopment Planning
Based on the feedback report, subjects will be able to . . .
Identify development priorities and strengths Create a development plan Take action to implement development plan Review progress against plan
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Assessment Timeline/Information
5
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OrientRaters
OrientRaters
CompleteSurveys
Deadline
CompleteSurveys
Deadline
DistributeFeedback
Reports
DistributeFeedback
Reports
IDPSession For
Subjects
IDPSession For
Subjects
Project TimelineProject Timeline
NominateFeedback Providers
Develop Action Plan
Ongoing
OrientSubjects
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Have a question, comment or concern? Call:
Survey Team 800/864-4911
(Eastern Standard Time)