AGENDA

o       Purposeo       Review Rating Scaleso       Review Rating Competencieso       The Rating Dimensionso       Complete the Rating Form

360 ASSESSMENT PURPOSE

• Understand and improve the quality of leadership

• Opportunity to provide the leader with a perspective from direct reports and others about leadership behavior and competencies

• Assist talented employees to advance and continue in key roles

Feedback is a Gift!

PURPOSE OF RATINGS • Provide constructive feedback to a leader• Self-ratings are provided by leaders for

comparison of their own perceptions with others

• Provide data for development• Support leader and organizational development

plans

RATING SCALES • You will be asked to indicate the extent to which you

agree that the leader you are rating demonstrates a particular behavior – For example, use the following scale to respond to the

statement: Understands how his/her work impacts academic achievement

1= Strongly Disagree2= Disagree3= Neither Agree Nor Disagree4= Agree5= Strongly AgreeUA=Unable to Assess

RATING TENDENCIES • Leniency: A lenient rater tends to give only

high ratings 

• Severity: A severe rater tends to only give low ratings

• Central Tendency: A rater gives ratings using only the middle portion of the scale for most or all employees

RATER TENDENCIES• Halo Tendency: When a rater perceives an individual

as good on one or more particular competencies and this perception affects how that person is rated on other competencies

• Primacy Effect: A rater with primacy tendencies uses only impressions gathered from first reactions to a leader’s performance

• Recency Effects: A rater with recency tendencies takes only the most recent performance information into account when rating a leader

THE RATING PROCESS • Beginning Survey

o You will receive survey invitations via email from O.E. Strategies

o Survey will be open for 2 weekso One week before the survey closing date, survey

reminder emails will be sent to the raters who have not responded

• Survey Contento 100 items across 12 competencies

o 4 Open ended

COMPETENCIES• Self-Management: Able to understand, assess and manage one's own

emotional states

• Transparency/Genuine: Holds positive personal values/beliefs and behaves in accordance with them; has solid ethical standards and is able to act on them

• Resilience: Has the capacity to cope with changes and setbacks in a constructive way

• Leadership Acumen: Has knowledge regarding staff and other stakeholders; makes sound judgments based on operations knowledge

• Strategic Ability: Is able to organize work and resources effectively to align with the organization's strategic plan; maintains a big picture view

• Curiosity: Keeps a learning edge; values new methods or approaches to solving problems

COMPETENCIES (continued)• Collaborative: Is team-oriented and participative; provides appropriate

feedback for growth to staff members and support processes

• Inspirational: Is influential and persuasive; is able to inspire people to go the extra mile and to be committed

• Socially Connected: Considers the effect of operations knowledge on the broader district; maintains and develops networks inside and outside the district

• Result-Driven: Drives for results and achievements; strives for improving performance

• Organizational Savvy: Understands the impact of the building/district's culture and norms on how work gets accomplished

• Leveraging Strength: Values diversity; is able to manage diversity to maximize organizational effectiveness

COMPLETING THE RATING FORM

• STEP 1: You will receive an email inviting you to complete the 360 survey

• STEP 2: Follow the link included in the invitation email to access web-based survey

• STEP 3: Complete the online survey. Be sure to hit Submit at the end of the survey. Please do it in one sitting and allow about 30 minutes

COMPLETING RATINGS ONLINE

• Specific and behavioral• Recent • Important to effectiveness

Providing Valuable Comments

REPORTING• Individual reports sent directly to leaders and

their coaches

• Comments are presented verbatim

• Item level data is anonymous and not reported if there are less than three responses

– However, all responses are included in total ratings so data is never lost

QUESTIONSYour survey email arrives on 6-6-2014

Technical Questions :

For questions about the 360 system and process contact: – Joyce Colovas: 440-546-0008

jcolovas@oestrategies.com

– Dave Laurenzi: 216-701-0065 dave.laurenzi@esc-cc.org