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

2. 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

3. 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

4. 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

5. 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

6. 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

7. 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

8. 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

9. 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…”

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

11. 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)

12. 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 containing the link to the 360 assessment.