360 PROCESS

1. Process Initiation

• The survey administrator selects employee(s) to participate in the process from a list of eligible employees.
• The system invites the participant to begin the process via email.

2. Rater Selection

• The participant selects raters for each rater category (Manager, Peer, Etc.) using a search tool.

3. Rater Selection Review and Approval

• The system invites the manager to review the participant's rater selections.
• Manager either approves or rejects the participant's rater selections.
• If the manager rejects the rater selections:
• The system asks the participant to modify rater selections.
• The participant modifies and re-submits his/her rater selections.
• The system invites the manager to review the new rater selections
• This process is continued until the manager accepts the rater selections.
• If the manager accepts the rater selections, feedback begins.
  

4. Feedback Collection

• The system invites the raters via email to provide feedback for the participant.
• Raters complete the online survey, and the participant completes a self-assessment.
• At any time, users may save their feedback, logout, and return to complete their feedback later.
• Raters may review their responses before submitting feedback.
• At any time during this process, the participant can login and view his/her process status, including response rates through their personal home page.

5. Report Generation

IIT will produce detailed, attractive individual feedback reports for each leader who participates in the process. Reports can be distributed to leaders and to their coaches via email as a web-based report or mailed as a bound report. Feedback reports currently include the following components:

•  Introduction – Describes the report and its components, including how the ratings were calculated and how to use the results.

•  Response rates – Listed by role.

•  Summarized Importance rating results – Graphical and tabular display of average importance ratings for each role, and averaged across roles (excluding self) for a comparison of self and others' ratings

•  Summarized Effectiveness rating results - Graphical and tabular display of average effectiveness or frequency if behavior ratings for each role, and averaged across roles (excluding self) for a comparison of self and others' ratings. Competencies that are identified as most critical from importance ratings are flagged to attract attention.

•  Ten highest and lowest rated behaviors – are listed to highlight the items that raters thought were the leader's most apparent strengths and development needs.

•  Detailed results for every survey item – aggregated across each rater group so that average rating and range of ratings are presented for each item. Ratings are also averaged across all rating groups excluding self (“all others”) for easy comparison of self and other ratings.

•  Verbatim responses to open-ended questions – categorized by role.