The document provides information about conducting 360 degree feedback surveys. It discusses developing a questionnaire to measure job performance dimensions, ensuring confidentiality of participant responses, providing training and orientation about the process, administering the feedback questionnaire, analyzing the data, and developing and distributing results. The process is used for performance appraisal, employee development, performance management, evaluation of teams, leadership development, self-assessment, and identifying training needs.

1. 360 Degree Survey
Several uses for360 Degree
Feedbackcomprises:
 Performance Appraisal
 Employee Development
 Performance Management
 Evaluation of Teams
 Leadership Development
 Self-Assessment
 Performance Metrics
 Training Needs
B. Prasad
Chartered Engineer
amieclub@gmail.com

2. How it is conducted.
 Develop questionnaire
 Ensure confidentiality of participants
 Provide training/orientation
 Administer the feedback
questionnaire
 Analyze the data
 Develop and Distribute Results

3. Develop questionnaire
Tool to measure different dimensions of job
performance like-
 Communication
 Teamwork
 Leadership
 Initiative
 Judgment

4. Ensure confidentiality of
participants
 Steps should be taken to ensure the
confidentiality of the feedback results.
 For example, feedback ratings from
several subordinates may be combined
(averaged) to mask the identity of an
individual subordinate.
 Comments or written answers to
questions may be summarized in the
results to mask the identity of the author.
The confidentiality helps ensure that the
results are genuine.

5. Provide training/orientation
 Training and orientation to the feedback
process is needed to facilitate a smooth
feedback process.
 During training/orientation, employees
should be informed of what 360 Degree
Feedback is and why it is being
implemented in the organization.

6. Administerthe feedback
questionnaire
 Distribute questionnaire forms (if using
printed copies) with instructions.
 May want to prepare answers to common
questions if other employees will be
assisting in the administration.
 If possible, post the questions and
answers to your web site for easy access.

7. Analyze the data
Basic data analysis would include averages of
ratings.
Types of analyses include:
a)Performance Dimension Summary
b)Summary-Performance vs. Expected
c)individual Item Ratings
d)Item Ratings-Performance vs. Expected
e)Highest- or Lowest-Rated Items (shows individual's
strengths and weaknesses)
f)Group & Organizational Ranking and
Recommendations for Development.

8. Develop and Distribute Results
 Feedback results should be shared with the
employee. It should not be mandatory that the
employee share the results with their supervisor.
 However, you may want to make this an optional
part of the performance review of the employee.
Most results for an employee will include a
comparison of their ratings to the ratings of their
supervisor and average of the ratings from others
(peers, customers...).
 The comparisons may be in the form of numbers
or simple bar charts.

9. Tool for raTing
To subordinaTe

10. Accountability
 Defines roles, rights, and responsibilities of
employees.
 Takes responsibility for results.
 Encourages employees to set challenging
but achievable goals.
 Accepts accountability for results.
 Subordinate is aware of problems or issues
that may likely to affect the organization.

11. Achievement
 Accomplishes goals on schedule and under
budget.
 Accepts setbacks and challenges as
improvement opportunities
 Completes work to pre defined technical
standard
 Follows-up and takes action when goals are not
met to ensure better results in the future.
 Set high standards in their performance.

12. Bias forAction
 Positively motivates others to achieve or exceed
goals
 Conveys a sense of urgency about addressing
problems and opportunities
 Identifies ways to simplify work processes and
reduce cycle times
 Is concerned about getting things done on time
and within budget
 Responds quickly to tough "people issues" when
dealing with internal or external customers

13. Change Management
 Addresses organizational and departmental
resistance to changes.
 Implements procedures to plan and manage
changes.
 Helps the department manage organizational
changes.
 Supports Company's efforts to implement
changes.
 Works cooperatively with others to implement
changes.

14. Decision Making
 Exercises good judgment by making sound
and informed decisions.
 Determines where actual results differ from
desired results and makes necessary
corrections
 Does not lose sight of the big picture when
making decisions
 Understands the issues, problems, and
potential solutions.
 Feels comfortable when making important or
difficult decisions.

15. Developing Others
 Helps subordinates in building Individual
Development Plans.
 Creates an work environment that fosters
positive feedback to employees.
 Enhances the knowledge and skills of others.
 Provides constructive feedback to others.
 Uses planned and unplanned visits as
opportunities to train.

16. Empowering Others
 Encourages others to obtain necessary skills
and training.
 Encourages employees to solve problems on
their own.
 Allows individuals to be responsible for their
decisions.
 Encourages others to exceed their stated
goals.
 Solicits input from others to make informed
decisions.

17. Establishing Focus /Direction
 Excellent at managing time.
 Stays focused even when under pressure and
stress.
 Function well under stress, deadlines, and/or
significant workloads.
 Aligns employees to address needs and
concerns of customers.
 Maintains self-control when personally
criticized.

18. Excellence
 Takes a lot of initiatives in their work.
 Can be counted on to add value wherever
they are involved.
 Demonstrates the analytical skills to do their
job.
 Produces high quality work.
 Uses processes to get consistent results.

19. Flexibility
 No hesitate to use alternative ways to
accomplish goals
 Adapts to new procedures.
 Effective in incorporating new ideas.
 Works effectively during periods of change.
 Able to make changes midstream into current
tasks or projects.

20. Goals
 Sets goals for themselves professionally.
 Achieves established goals.
 Establishes and documents goals and
objectives.
 Makes sure that team members have a clear
idea of our group's goals.
 Sets short and long term goals for self without
being pushed.

21. Initiative
 Takes action without being asked.
 Coach others to create an environment which
can adapt quickly and willingly to rapid change.
 Goes above and beyond the stated goals.
 Takes the initiative to change the direction or
course of events.
 Immediately works to complete goals well
before their deadline.

22. Innovation
 Develops several approaches or solutions to a
problem.
 Suggests new ideas at meetings.
 Creates new and efficient processes.
 Maximizes the alternative solutions to
problems.
 Looks for opportunities to apply new and
evolving technologies.

23. Integrity
 Fosters an environment built upon trust.
 Does what was promised.
 Protects the integrity and confidentiality of
information.
 Able to maintain confidential information.
 Establishes relationships of honesty ,trust,
fairness, and integrity.

24. Interpersonal Skills
 Establishes good rapport with employees and
contractor.
 Successfully resolves conflicts and grievances
to a win-win solution.
 Adapts management style to meet the needs
of the individual or situation.
 Demonstrates compassion and understanding
of others.
 Able to work through disagreements with co-
workers.

25. Managing Performance
 Rewards subordinate for exceeding goals.
 Addresses grievances sooner rather than
later.
 Measures performance against goals and
objectives.
 Reviews job performance shortly after
completion of tasks.
 Sets challenging goals and objectives.

26. ProblemSolving
 Makes judgments based upon relevant
information
 Able to solve problems at root cause rather
than at symptom level.
 Asks the "right" questions to size up or
evaluate situations.
 Determines the impact of recommended
solutions.
 Solves problems that have difficult or
conflicting constraints.

27. Professional Development
 Seeks opportunities for professional
development.
 Demonstrate enthusiasm and a willingness to
learn new skills and knowledge
 Quickly acquire and apply new knowledge and
skills when needed
 Allows employees to fully participate in
employee training and professional
development.
 Encourages employees to advance their
education.

28. Project Management
 Coordinates the activities of various teams
and departments.
 Works with customers and clients to assess
their needs and define project parameters.
 Develops and maintains strong relationships
with suppliers and contractors.
 Organizes work and sets priorities as needed.
 Able to coordinate interdependent phases of
projects.

29. Teamwork
 Provides assistance and support to other team
members when needed.
 Actively participates as a team member
 Coaches team on how to solve problems, plan,
and meet organizational goals and objectives.
 Encourages teamwork and collaboration.
 Recognizes the contributions of the team.

30. Thanks