Rater Orientation to the 360 Evaluation Process What It Means to Give Feedback

Introduction You have been selected to play a role in providing feedback to a participant Your feedback will provide powerful information in helping this individual in understanding how others perceive his or her knowledge, skills, abilities, and performance

The “What” and “Why” of 360° Feedback What is it? It is an assessment of an individual's performance and development from several points of view: Manager’s viewpoint Direct (and/or indirect) reports’ viewpoints Peers’/colleagues’ viewpoints Customers’ viewpoints Because the feedback is gathered from multiple sources, an individual finds results more compelling than evaluations from just one single source, such as the manager Why is it important? The principle behind 360° feedback is that increased self-knowledge is the basis for development It compares the individual’s perception of his/her own strengths and weaknesses with what others think

360 Feedback Process Selected parties rate the individual on competencies critical to their job The individual also rates him/herself Results are compiled and a report is created The individual participates in a feedback session Individuals create a personal development action plan and work with their leader to complete the actions

Why You Were Asked to Be a Rater The individual invited you to provide feedback to them because you are someone: Who has a working relationship long enough with this individual for you to know how to rate them on specific skills and abilities Whose opinion they respect Who’ll give them a fair and accurate set of ratings and comments Whom they believe will be constructive for their personal development efforts They want your perceptions of their strengths and areas for development – and they want your written comments

What Feedback Do You Give? You will provide feedback on leadership competencies and derailers. “Competencies” are knowledge, skills and abilities that enable people to effectively perform in a job They provide a basis for ongoing performance feedback and development “Derailers” are those qualities or characteristics that may impede job success

Will They Know What I (specifically) Rated or Wrote? Only the direct manager’s ratings will be “known” All others are averaged between everyone in that category (peer, direct report, etc.) All comments are anonymous, even the manager’s comments

Providing Valuable Written Comments Your written comments are very important in helping the individual understand why you rated the competency the way that you did: Individuals frequently remark that the comments are the most valuable part of the experience Examples of what they do well is as important as what they can improve upon Providing examples of situations or behaviors that give the individual a clear picture of what they are doing well or not so well will be invaluable to them If the individual doesn’t know what you mean by a rating, comments can clarify and suggest more effective actions

Providing Valuable Written Comments Good “You tell me time after time that you are too busy to see me. I conclude that you are shutting me out. How can I have a dialogue with you?” “When you feel strongly about something, your voice is loud and you do not ask for input.” “I know when you interrupt it’s because you have something important to say – but we feel what we are saying is important, too, and would like to finish the point.” Poor “You’re rude…” “You are self-centered…” “Why do you always interrupt…”

What Makes a Good Comment? Situation (When) Behavior (What you see) Impact (How it affects me) Instead (You should do XYZ)

What Are the Most Important Things For You to Do as a Rater? Complete the 360° feedback by the due date Be fair about your ratings Use the full rating scale; don’t limit yourself to one or two ratings Write out specific comments that this individual would benefit from knowing Rate this individual truthfully (your confidentiality is guaranteed)

Questions If you have any questions or need assistance in completing the 360 feedback, please contact the DecisionWise account representative. DecisionWise account representative contact information will be forthcoming in the e-mail containing the link to the 360 assessment.