360 Degree Feedback

What is 360 degree feedback?

A system-driven process by which we receive information from others about the way we perform in our roles

Why use it?

What does it look like?

The questionnaire is based on competency frameworks, (separate frameworks are usually developed for Management and Staff).

There is a range of questions based on the competencies, which are then analysed.

You will receive personal, confidential feedback from a trained facilitator that will enable you to produce a development plan.

What does 360 degree feedback link into?

What do I do?

  1. Speak to your HR contact/line manager about completing 360 feedback.
  2. Choose appropriate assessors whose feedback you will value
  3. Contact assessors, asking for them to complete a feedback questionnaire
  4. Give assessors pack with instruction
  5. Complete questionnaire
  6. Book a meeting with a facilitator when all questionnaires have been completed
  7. Meet with facilitator, review the results and produce a draft Personal Development Plan (PDR)
  8. Meet with line manager to discuss your PDR (you do not have to disclose the results of the feedback if you prefer not to)
  9. The plan, when agreed, can be shared with others
  10. Development Plan is implemented and progress begins.

How is the information gathered to be used?

Only the individual requesting feedback on themselves will have access to the information. No line managers will have access to their direct report's data unless that person chooses to disclose their results to others.

First time 360 feedback results will only be available in conjunction with a trained facilitator.

What 360 Feedback is NOT:

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For more information, contact: Managers-Net.