360 Degree Feedback Report - Static1.1.sqspcdn
360 Degree Feedback ReportReport PreviewContributions RequestedCMP Institute 360 Feedback ReportDate Created : Fri 18 Nov 2011Peer1Manager1Stakeholder1Direct Report1Other1Self1
------------------------------4Overall Combined ----------------------------------------------- 5Average scores for each group of questions - shown by 'Self vs All Other Relationships'.5Overall ------------6Average scores for each group of questions - shown by all relationships.6Overall Combined ----------------------------------------------- 7Average scores for each group of questions - shown by 'Self vs All Other Relationships'.7Overall ------------8Average scores for each group of questions - shown by all relationships.8Improving ----- 9Group Analysis. 9C1. Improving performance - Supporting comments and suggestions. --------------------- 11Group Analysis. 11C2. Professionalism - Supporting comments and suggestions. -------------------13Group Analysis. 13C3. Self-management - Supporting comments and suggestions. 14Respecting ------ 15Group Analysis. 15C4. Respecting Others - Supporting comments and suggestions.16Team -------------- 17Group Analysis. 17C5. Team-building - Supporting comments and suggestions.18Developing ------ 19Group Analysis. 19C6. Developing Others - Supporting comments and suggestions. .20Driving --------- 21Group Analysis. 21C7. Driving Performance - Supporting comments and suggestions.22Additional -----23C8. What is the one thing this person does really well ?. 23
C9. What is the one thing this person should develop / do more of ?. 23C10. Any additional comments that would help the person increase their contribution ?. 24Average scores for each group of -------------------------- 25Strengths and Development ---------------------------------- 26Your Areas of Strength. 26Your Areas of Development. 26Average scores for each group of questions excluding -- 27Stengths and Development Areas excluding --------------- 28Your Areas of Strength. 28Your Areas of Development. 28Development --- 29Page 3 of 29
360 Feedback for: Report PreviewIntroductionThis report is designed to allow you to compare how well you demonstrate the behaviours that lead tohigh performance in your role.360 FeedbackAs a result you will be able to identify areas where you demonstrate what is required and areas wheresome development would be of benefit.A questionnaire containing a series of numerically graded questions is completed by yourself and selectedindividuals that you have a working relationship with.The results of the completed questionnaires are combined to form a series of charts and comments withinthis report, which allow you to compare your self-perception with the perception of others, a process thatprovides a powerful insight.The main purpose of creating this report is to allow you to create a plan of action. The plan you createmust be 'realistic' and 'relevant'.1.Explore each of the charts in turn asking the following simple questions: What relevance is this chart to me ? What action could I take to develop the 'weaker' areas ? How do I capitalise on the 'stronger' areas ? What are the differences in perception across the people responding ? What could be causing these differences ? What action could be taken to influence these perceptions ?Scoring Scale N/A Leave blank if no evidence 1 - Never 2 - Rarely 3 - Sometimes 4 - Mostly 5 - Always.2. Compare your observations from the charts to the comments people have added asking: Do the comments reinforce the charts? Do the comments contradict the charts?.3. Identify the key areas you believe need further attention and: Generate a realistic personal action plan for each of the areas.4. Discuss your observations and conclusions.5. Review progress frequently.6. Keep this report and compare it with your next report.CMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 4 of 29
360 Feedback for: Report PreviewOverall Combined ScoresAverage scores for each group of questions - shown by 'Self vs All Other Relationships'CMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 5 of 29
360 Feedback for: Report PreviewOverall ScoresAverage scores for each group of questions - shown by all relationshipsCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 6 of 29
360 Feedback for: Report PreviewOverall Combined ScoresAverage scores for each group of questions - shown by 'Self vs All Other Relationships'CMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 7 of 29
360 Feedback for: Report PreviewOverall ScoresAverage scores for each group of questions - shown by all relationshipsCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 8 of 29
360 Feedback for: Report PreviewImproving PerformanceGroup AnalysisCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 9 of 29
360 Feedback for: Report PreviewImproving PerformanceC1. Improving performance - Supporting comments and suggestions.PeerInformed, Diligent and always on handManagerPoor time keeping and interpersonnel skillsStakeholderA credit to the company a really hard workerDirect ReportI cannot comment on thisOtherExcellent, a really good employeeSelfPoor time keeping and interpersonnel skillsCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 10 of 29
360 Feedback for: Report PreviewProfessionalismGroup AnalysisCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 11 of 29
360 Feedback for: Report PreviewProfessionalismC2. Professionalism - Supporting comments and suggestions.PeerThis person shows willing and aptitudeManagerCould do better at managing their timeStakeholderExcellent, a really good employeeDirect ReportThis person needs to perform better at time keepingOtherInformed, Diligent and always on handSelfExcellent, a really good employeeCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 12 of 29
360 Feedback for: Report PreviewSelf-ManagementGroup AnalysisCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 13 of 29
360 Feedback for: Report PreviewSelf-ManagementC3. Self-management - Supporting comments and suggestions.PeerA credit to the company a really hard workerManagerDoes not show any loyalty to their workplaceStakeholderThis person should be put forward for promotionDirect ReportPoor time keeping and interpersonnel skillsOtherThis person should be put forward for promotionSelfPoor time keeping and interpersonnel skillsCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 14 of 29
360 Feedback for: Report PreviewRespecting OthersGroup AnalysisCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 15 of 29
360 Feedback for: Report PreviewRespecting OthersC4. Respecting Others - Supporting comments and suggestions.PeerAverage performer, needs inspiringManagerA credit to the company a really hard workerStakeholderI cannot comment on thisDirect ReportCould do better at managing their timeOtherThis person should be put forward for promotionSelfDoes not show any loyalty to their workplaceCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 16 of 29
360 Feedback for: Report PreviewTeam BuildingGroup AnalysisCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 17 of 29
360 Feedback for: Report PreviewTeam BuildingC5. Team-building - Supporting comments and suggestions.PeerPoor time keeping and interpersonnel skillsManagerA credit to the company a really hard workerStakeholderThis person should be put forward for promotionDirect ReportI cannot comment on thisOtherA credit to the company a really hard workerSelfInformed, Diligent and always on handCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 18 of 29
360 Feedback for: Report PreviewDeveloping OthersGroup AnalysisCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 19 of 29
360 Feedback for: Report PreviewDeveloping OthersC6. Developing Others - Supporting comments and suggestions.PeerDoes not show any loyalty to their workplaceManagerThis person should be put forward for promotionStakeholderA credit to the company a really hard workerDirect ReportA credit to the company a really hard workerOtherThis person should be put forward for promotionSelfI cannot comment on thisCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 20 of 29
360 Feedback for: Report PreviewDriving PerformanceGroup AnalysisCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 21 of 29
360 Feedback for: Report PreviewDriving PerformanceC7. Driving Performance - Supporting comments and suggestions.PeerThis person should be put forward for promotionManagerCould do better at managing their timeStakeholderA credit to the company a really hard workerDirect ReportCould do better at managing their timeOtherThis person shows willing and aptitudeSelfInformed, Diligent and always on handCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 22 of 29
360 Feedback for: Report PreviewAdditional CommentsC8. What is the one thing this person does really well ?PeerDoes not show any loyalty to their workplaceManagerCould do better at managing their timeStakeholderThis person should be put forward for promotionDirect ReportInformed, Diligent and always on handOtherPoor time keeping and interpersonnel skillsSelfThis person needs to perform better at time keepingC9. What is the one thing this person should develop / do more of ?PeerCould do better at managing their timeManagerI cannot comment on thisDirect ReportThis person needs to perform better at time keepingOtherThis person needs to perform better at time keepingSelfCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 23 of 29
360 Feedback for: Report PreviewInformed, Diligent and always on handC10. Any additional comments that would help the person increase their contribution ?PeerAverage performer, needs inspiringManagerPoor time keeping and interpersonnel skillsStakeholderThis person needs to perform better at time keepingDirect ReportI cannot comment on thisOtherThis person needs to perform better at time keepingSelfA credit to the company a really hard workerCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 24 of 29
360 Feedback for: Report PreviewAverage scores for each group of questions.CMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 25 of 29
360 Feedback for: Report PreviewStrengths and Development AreasYour Areas of StrengthYour Areas of DevelopmentCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 26 of 29
360 Feedback for: Report PreviewAverage scores for each group of questions excluding selfCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 27 of 29
360 Feedback for: Report PreviewStengths and Development Areas excluding selfYour Areas of StrengthYour Areas of DevelopmentCMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 28 of 29
360 Feedback for: Report PreviewDevelopment ReviewNotes:CMP Institute 360 Degree Feedback ReportCreated For : Report PreviewReference: PreviewPage 29 of 29
360 Feedback for: Report Preview CMP Institute 360 Degree Feedback Report Created For : Report Preview Reference: Preview Professionalism C2. Professionalism - Supporting comments and suggestions. Peer This person shows willing and aptitude Manager Could do better at managing their time Stakeholder Excellent, a really good employee Direct Report
How to improve the accuracy and impact of feedback with 360-degree reviews 360-degree feedback. Wrapping it up and references 360-degree feedback best practices . Is your organization leveraging the power of 360-degree and multirater feedback to enhance your performance appraisal process? Perhaps? Not sure?
Development Review-----21. 360 Feedback for: Report Preview Your Organisation 360 Degree Feedback Report Created For : Report Preview Reference Introduction 360 Feedback Scoring Scale - N/A - No Evidence 1 - Always 2 - Usually 3 - Rarely 4 - Never Add your text - or Edit as required This report is designed to allow you to compare how well you .File Size: 822KB
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The 360 Degree feedback based on this model is being extensively used by Indian corporate sector. In four of the organizations the 360 Degree feedback using the RSDQ model was provided. The feedback was collected anonymously and was given to each of the participants from the four organizations. The feedback was given in a workshop
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360 Feedback for: Report Preview Junior Manager 360 Degree Feedback Report Created For : Report Preview Reference Leadership C1. Within the area of Leadership what is this persons most apparent strength. Peer Could do better at managing their time Manager Excellent, a really good employee Stakeholder This person shows willing and aptitude Customer
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