This checklist should be used to ensure that your 360 degree appraisal report is designed with the correct influences.
- What is the purpose of the feedback? In particular we are heavily influenced if the 360 is linked to an annual performance appraisal.
- Who will receive the report : the recipient, their manager, HR ? Does the information provide these stakeholders with the information they require?
- What experience has there been of 360s within the organisation? A simple 360 report is nearly always best and it is crucially important in the early stages of introducing 360.
- What is the culture of the organisation? Numbers and statistics can be grabbed and manipulated in hierarchical organisations.
- What icons, symbols, other literature exists within the organisation that should influence the design of the report.
With these influences in mind, the following structure usually works well.
- Summary table of who has given feedback (e.g. 3 peers, 4 direct reports)
- Overall, by competency, tabular summary of feedback (not averages) so you can see the big picture
- For each competency, a tabular summary of feedback
- Within each competency, graphical representation of feedback for each behaviour with a summary of the narrative comments received
You will spend the majority of time in a debrief session on the detail. If you are interested in seeing some examples of how we design reports that do not use averages then please contact us
Read the complete post at http://blog.bowlandsolutions.com/blog/bowland-solutions/0/0/checklist-for-a-360-degree-appraisal-report
12 Jan 2010 7:42 PM
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