360 Overview For Participants

Purpose of this Presentation Introduction to 360 Survey Process Background Process Steps Timing Follow-up

Background Next step in our overall process to increase our collective ability as an organization to achieve our vision and strategies Survey questions based on our organizational competency model Source of insightful feedback on behaviors and performance, including strengths and areas for improvement

All supervisors, managers, and executives will participate Participation All supervisors, managers, and executives will participate Rater Categories: Manager Peer Team Member Direct Report Associate Customer External Responder Other

X X X X X X X 360 Survey Process Steps You HR Raters Submit names of raters Kick off survey Complete surveys Finalize and close survey Review personal reports Create development objectives X X X X X X X

The intuitive, drag-n-drop interface allows a respondent to provide feedback on up to 12 employees at one time. This is a cutting edge way to approach reviews helps to keep respondents from becoming tired and losing a sense of “calibration” on their ratings as they complete multiple separate reviews. By the time they are on the tenth survey, it’s hard to remember how they rated the first or second person, and they may not rate them as accurately. In ThinkWise, you’re looking at everyone together, making it very easy to stay calibrated on how each person is rated.

The report provides the big picture and as much supporting detail as desired. The visual color quadrant allows the participant to see at a glance which competencies are known strengths (green), hidden strengths (blue), blind spots (yellow), and known development needs (red). The interactive features of the report then allow them to drill down into more detail by clicking on the competency labels.

As they get into the detail, the participants are able to view how each respondent group rated them on each survey item. To protect anonymity of the respondents, detailed results are only displayed for items that had three or more responses from that respondent group. As a whole, the ThinkWise 360 provides a powerful source of insight to help your team members focus on areas for professional development and improvement.

Timing 15-Feb Respondent lists due to HR 20-Feb Survey period starts (emails sent) 3-Mar Survey closed 5-Mar Personal reports published Survey Window: 20-Feb through 3-Mar

Follow-Up Review the 5/5 Focus section of the 360 Report and read the suggested Quick Tips. Create development objectives in ThinkBox Review your plan with your manager or mentor Utilize ThinkBox as a resource for learning and development