360-degree appraisal

360-degree appraisal is a technique for gathering information from sources all around the individual and comparing it with their own perception of performance. The process is usually undertaken using anonymous questionnaires that address team or individual competencies in specific areas.

Since 2005 the University has been using the ‘Emotional Intelligence Competence’ model administered by Hay Group.  The model was developed by Dr Daniel Goleman who carried out research to understand what makes the difference between average performers and outstanding performers.

His work uncovered 18 key competencies:

• Emotional Self-Awareness
• Emotional Self-Control
• Adaptability
• Achievement Orientation
• Positive Outlook
• Empathy
• Organisational Awareness
• Coach and Mentor
• Inspirational Leadership
• Influence
• Conflict Management
• Teamwork 

When does this run?

The 360-degree appraisal is run 4 times per year.  Each cohort commences with a Participant Briefing which can be booked through Trent Self Service.  The schedule for the forthcoming year is as follows:

Cost

Your department will be charged the fee for the 360-degree appraisal tool (currently *£120 plus VAT), unless you are undertaking this as part of a Staff Learning and Development programme.  Please complete the SLD Training Cost Approval Form and return it to Staff Learning & Development before your survey opens date.

*current fee updated as at October 2011

There are Many Ways to Success

1. One size does not fit all
2. One competency may compensate for another
3. Certain combinations of competencies may contribute to outstanding performance
4. Some competencies are more critical than others

To date over 100 senior managers have undertaken this appraisal.

The 360-degree appraisal process

You should have management responsibility or significant influence (eg project management) over at least two people and have been in post for at least one year.

You will need to identify your respondents and ask if they would be prepared to give you some feedback.  Point out that their responses will be combined with others and therefore not attributable.  This is particularly important for direct reports.

The whole process including feedback usually takes about 4 to 5 weeks.

Only your line managers ratings will be identifiable – please make sure that they realise this.

In addition to your own self assessment you will need:

Ensure that your groupings are meaningful.

You can use the following draft text to send to your respondents explaining what 360-degree appraisal is about and asking if they would be prepared to give you feedback.

Draft text you can use to invite respondents to take part:

Dear [insert name]

I am writing to ask if you would be prepared to take part in my 360-degree appraisal, the results of which will help me to identify strengths and development needs.  This technique measures in detail the behaviours and competencies I demonstrate in a leadership and management context.

The process involves a number of colleagues providing feedback against a range of items contained in an online questionnaire.  The feedback is combined except from my immediate line manager and is therefore not attributable to anyone.

The 360-degree appraisal is administered and analysed by an external organisation called ‘Hay Group’ on a totally confidential basis.  The questionnaire takes about 20 minutes to complete and will need to be finished by [insert date].  If you agree, I will pass your email address to Hay Group who will contact you directly with login details etc.

Let me know if you are happy to take part; thanks for your help.

Further information

If you are interested in undertaking a 360-degree appraisal, you will first need the agreement of your line manager after which please contact either Tash Khan-Davis (t.khan-davis@exeter.ac.uk) or Clive Betts (c.r.betts@exeter.ac.uk) for a further discussion.