Checklist for a 360 degree appraisal report

Tuesday, January 12, 2010 by Brendan Walsh
This checklist should be used to ensure that your 360 degree appraisal report is designed with the correct influences.
  • What is the purpose of the feedback? In particular we are heavily influenced if the 360 is linked to an annual performance appraisal.
  • Who will receive the report : the recipient, their manager, HR ? Does the information provide these stakeholders with the information they require?
  • What experience has there been of 360s within the organisation? A simple 360 report is nearly always best and it is crucially important in the early stages of introducing 360.
  • What is the culture of the organisation? Numbers and statistics can be grabbed and manipulated in hierarchical organisations.
  • What icons, symbols, other literature exists within the organisation that should influence the design of the report.
With these influences in mind, the following structure usually works well.
  • Summary table of who has given feedback (e.g. 3 peers, 4 direct reports)
  • Overall, by competency, tabular summary of feedback (not averages) so you can see the big picture
  • For each competency, a tabular summary of feedback
  • Within each competency, graphical representation of feedback for each behaviour with a summary of the narrative comments received
You will spend the majority of time in a debrief session on the detail.  If you are interested in seeing some examples of how we design reports that do not use averages then please contact us.

Brendan

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