Are your employees aware of the impact their actions have on their direct reports, their peers, their team, your clients? Are you looking for ways to provide objective third party feedback that is specific and will result in higher performance on the job?

Research shows that employee feedback is rarely specific and therefore rarely effective. We also know that the higher an employee rises in the corporate ranks, the more isolated they become, and the less feedback they receive.

Assess 360 represents the next generation of multi-rater feedback tools. Like most 360 degree tools, Assess 360 collects and reports anonymous feedback from an individual's peers, boss, direct reports, and/or customers. But, Assess 360 is anything but typical — it offers a powerful combination of flexibility and depth of content.

Easy:

• Completely web-based survey, administration and reporting (paper and pencil survey available)
• Rate multiple people at a time, reducing administration time for raters
• Allows for comparative ratings

Versatile:

• Use as stand-alone development tool or as the perfect complement to the ASSESS Competency-based Development Report for coaching and workshops
• Books, On-line Learning, Courses, and Multimedia suggestions can be customised to the organisation

Focused:

• Dimensions and behaviours populated directly from your competency model
• Competency Rankings
• Behaviour Ratings
• Detailed Development Suggestions for lowest rated competencies
• Action Planning Guidance

The following pages outline the various sections of the Assess 360 report.

View a sample Assess 360 Report (PDF 642KB).

View ‘360 Feedback - Best Practice Guidelines’ (PDF 122KB)

Five general competency models are available for various positions within an organisation. In addition, we can build a competency model for your company, or you can link your model to our extensive library of competencies.

Below is an excerpt from a report describing a general competency model for an executive. Raters are asked to rate several behaviours associated with each competency.

View the five general competency models (PDF 24KB)

The Assess 360 report first lists a summary of all competency ratings. The column shows the rank order of the recipient's scores on each competency starting with "1" as the highest score and "12" as the lowest.

Detailed results are provided for each competency. From these results, Assess 360 determines those competencies the recipient should consider first in a developmental plan. Based on this, developmental suggestions are provided for these ‘weaker’ competencies.

This section lists the ten highest and ten lowest rated behaviours. More than ten will be listed when behaviours are tied for rank.

Development suggestions are listed for the three lowest competencies. However, the recipient may view the development suggestions for any of the competencies by clicking on the competency name. These suggestions include on-the-job activities, books, multimedia and online learning.

You may also provide permission for the recipient to view their Assess 360 Report online. The Assess 360 system includes an on-line Career Development web site where recipients can learn about Career Development, including descriptions of a Job Effectiveness Model, using Assess 360 results, goal setting and action planning information.

This section of the report helps the recipient set goals and write action plans to develop their limitations as well as capitalise on their areas of strength. The process includes three stages:

• Awareness
• Goal Setting
• Action Planning

The report guides the recipient through each of these stages. Additional development resources are available through the Assess Career Development website. Here, they will find sample action plans, goal setting & action planning worksheets, and more.

More detail on the Action Planning component can be read in the sample Assess 360 report (PDF 642KB)

Focus 360...

The Focus 360 module allows participants to collect feedback on a targeted group of behaviours (those that they are trying to improve in their developmental action plans) to see if their efforts are yielding positive results. Raters can indicate how much change they have seen in the participant’s behaviour over a set period of time. They can even provide comments to a group of tailored, open-ended questions. This qualitative feedback enriches the quantitative results, and allows you to better target the needs of the participants and the developmental program.

View a sample Focus 360 Report (PDF 348KB)

View a slide presentation of Focus 360 (PDF 197KB)

Self-directed MY360...

You can now allow participants to manage their own 360 surveys and reduce the administrative burden of managing a 360 program. This feature enables a 360 participant to assign raters, send reminders and, if given permission, to process their own 360 report. This feature is best used in organisations where participants have experience in using 360s.

View a slide presentation of MY360 (PDF 326KB)