1. 360 Overview For Participants

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

3. 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

4. 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

5. 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

6. 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.

7. 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.

8. 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.

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

10. 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