Copyright 2001, Personnel Decisions International. All rights reserved. The PROFILOR ® Kickoff Session

Copyright 2001, Personnel Decisions International. All rights reserved. The PROFILOR ® Kickoff Session Agenda  Purpose and Benefits of The PROFILOR ® Process  Steps and Timing of the Process  Facts about PROFILOR Feedback  Confidentiality of the Process  The PROFILOR ® Competency Model  Overview of the Feedback Report  Choosing Respondents  Avoiding Typical Rating Errors  Distribution of Questionnaires

Copyright 2001, Personnel Decisions International. All rights reserved. Purpose of The PROFILOR ® Process  Support Current and Future Business Objectives  Facilitate Organizational Change Efforts  Upgrade the Organization’s Talent Pool  Enhance Communication in the Organization  Facilitate Individual Development  Identify Group Training Needs

Copyright 2001, Personnel Decisions International. All rights reserved. Benefits of The PROFILOR ® Process  Confidential Process  Clarification of Expectations  Detailed, Specific Feedback  Development Focus  Improved Communication

Copyright 2001, Personnel Decisions International. All rights reserved. The PDI Development Pipeline  Insight Motivation Capabilities Real-World Practice Account- ability Insight: Do people know what to develop? Motivation: Are people willing to spend the time & energy to develop themselves? Capabilities: Do people know how to acquire the skills & knowledge they need? Real-world practice: Do people have opportunities to try their new skills? Accountability: Do people internalize new capabilities to improve performance and results? Are they held accountable and rewarded for development? Necessary conditions for real and lasting development

Copyright 2001, Personnel Decisions International. All rights reserved. Steps of The PROFILOR ® Process Step 1: Communication/Kickoff Meeting Step 2: Distribution of Questionnaires Step 3: Completion of Questionnaires Step 4: Processing of Feedback Reports Step 5: Feedback Sessions Step 6: Development Planning Step 7: Ongoing Development and Follow-up

Copyright 2001, Personnel Decisions International. All rights reserved. Key Dates Kick off Session xx Month Year Complete Respondent List xx Month Year Questionnaire Completion xx Month Year Processing of Feedback Reportsxx Month Year Feedback Sessions xx Month Year Completion of Development Plans xx Month Year

Copyright 2001, Personnel Decisions International. All rights reserved. Facts About Profile Feedback  Its focus is on development.  It acts like a 4-way mirror.  Feedback is anonymous, except from boss.  It measures “perceptions,” but not necessarily “truth.”  It is comprehensive and specific.  It provides normative comparisons.  It gives you responsibility for your own development.

Copyright 2001, Personnel Decisions International. All rights reserved. Confidentiality of the Process  Respondents’ names are not associated with the questionnaire.  Paper questionnaires (answer sheets) are mailed directly to PDI for processing.  Online questionnaires are completed on PDI’s secure website.  Paper feedback reports are sealed.  Respondent feedback is anonymous, except for the boss.  The feedback report is for development purposes only.  The participant decides how much of the report to share.

Copyright 2001, Personnel Decisions International. All rights reserved. The PROFILOR ® Wheel

Copyright 2001, Personnel Decisions International. All rights reserved. The PROFILOR ® Feedback Report I. Importance Summary II. Skill Ratings a. Skills Overview b. Perspective Comparisons c. Specific Question Results Composites Highest/Lowest Items III. Focus for Development

Copyright 2001, Personnel Decisions International. All rights reserved. Choosing Respondents  Choose people who you believe will provide honest, useful feedback.  Choose people that you have worked with for at least six months.  Choose people with whom you frequently interact.  Typically only one boss participates.  Let your respondents know their feedback will be anonymous.  Except the boss, choose a minimum of 3 respondents from each perspective group to participate.

Copyright 2001, Personnel Decisions International. All rights reserved. Avoiding Typical Rating Errors  Compatibility error  Perfectionism error  Charisma error  Recency error  Central Tendency error  “One Incident” error

Copyright 2001, Personnel Decisions International. All rights reserved. Data Collection: Details of the Paper Process  Determine your list of respondents (the people you want feedback from).  Before distributing questionnaires, fill in your name, your company name, and your relationship to the respondent on each respondent answer sheet.  On your answer sheet, fill in the number of respondents you chose for each perspective group.  Complete the Participant Background Information sheet and your Self-Questionnaire and mail to PDI.  Distribute 1 questionnaire packet (booklet, answer sheet and mailing envelope) to each of your respondents.  Follow up with your respondents as needed to remind and encourage them to complete their questionnaires on time.

Copyright 2001, Personnel Decisions International. All rights reserved. Data Collection: Details of the Online Process  You will each receive an with directions, login ID & password, and URL for the PDI website.  You will then log on to the PDI website to complete your list of respondents (the people you want feedback from), and to complete your own Self-Questionnaire.  Each of your respondents will then receive an with directions, login ID & password, and URL for the PDI website.  You can check to see how many of your respondents have submitted their questionnaires.  Follow up with your respondents as needed to remind and encourage them to complete their questionnaires on time.  Automated reminders are also sent out.