The 360 process at ConAgra Foods is used to help participants gain a deeper understanding of their leadership skills and development opportunities based on anonymous feedback from direct reports, peers, managers, and others. The intended outcome is for participants to create a meaningful development plan focused on improving areas identified in the feedback. Participants are assigned an internal coach to help process the confidential feedback and create a plan, which is then discussed with the participant's HR partner and manager. Questions about the 360 process can be directed to Shari Owen in Enterprise Learning or one's HR partner.

1. 360 Talking Points
Why does ConAgra Foods use the 360 process?
This process is all about thinking two steps ahead in building a positive self-awareness for our people. This is a way for
participants to look in the mirror and assess how well they are demonstrating our leadership standards. Often, a 360
tool can obtain valuable feedback for participants because their direct reports and peers are able to give feedback
anonymously.
What is the intended outcome for the 360 process?
A deeper and more thorough understanding of development opportunities based on the feedback provided from
participants, while creating a meaningful Individual Development Plan (IDP) that includes actionable items designed
around our recipe behaviors.
Who should take it?
Anyone looking for feedback from a variety of sources on the methods they use and behaviors they exhibit in their day
to day role.
What is the 360 feedback used for?
For anyone, the data can and should be used in talent review discussions. For all others, this is one piece of feedback
that should be used for development purposes, and should become a relevant part of quarterly conversations with your
manager.
Who should I ask to participate in my “rater” group?
The rater group can consist of direct managers (not anonymous), additional managers (not anonymous), peers, direct
reports, and even external vendors and/or customers.
Who has visibility to my feedback report?
The 360 report is sent to you, your HR Partner and Manager. It is very important for your HR Partner and Manger to be
fully engaged throughout the entire process to establish positive intent and trust.
How do I receive my 360 process feedback?
Each participant is assigned an internal ConAgra Foods debrief coach. The coach schedules a one hour session with you
for the purpose of processing confidential feedback and putting together a go forward plan around strengths and
opportunity areas. You also need to meet with your HR Partner and Manager to develop your action items. The action
plan should be revisited during quarterly conversations.
Who can answer my questions?
This process is a key component in our company’s journey toward our ambitions around our Recipe for Growth. We
appreciate your full support and participation in utilizing this tool and in being pioneers of the Ways We Win and
Operating Principles. If you have any questions regarding this 360 process, contact Shari Owen with Enterprise Learning
or your HR Partner.