360° Assessment
You have been invited to support a colleague who has requested a 360° assessment. You are one of a trusted group whose opinion the person being assessed values; your special vantage point on their behaviour will be particularly valuable in determining their continuing professional development over the coming months.
We are using four state of the art psychometric profiling exercises to assess your colleague. You are now requested to rate your colleague using the same four profiling frameworks. You will find the four rating sheets in the links below. Please complete these sometime over the next fortnight and return your four sheets to Michael's secretary, Yvonne, at yvonne.mason@mlcp.co.uk, or to the postal address given below, addressed in confidence to Michael.
When emailing your response, you are welcome to use your personal email. Consider posting your responses if you have any technical issues. The Word copies of the four charts will enable you to complete and forward e-copies of your rating sheets; the PDF versions will enable you to get a good print copy to scan or photograph with your 'phone.
From our experience, anonymity is an important principle for honest and open feedback. This being so, when Michael feeds back the results he will not identify individuals by name on the profile chart. Each person's rating will be shown by a 'x' on the profile charts. We have also found that the following groundrules will serve us well if the process is to be successful:
* You must not talk to the person you are rating about your ratings, now or in the future.
* Do not show each other your ratings, now or in the future.
* Do not influence other people's ratings in any way.
* Base your ratings on your own personal experience of the person, not on what other people say.
* Base your ratings on the descriptions on the profile charts. It is your interpretation of what the words mean that matters, not what others say they mean.
* Be honest, fair and open.
* Approach the exercise in the manner of a 'critical friend', as an advocate for the success of your colleague's work. [Costa A & Kallick B (1993) 'Through the Lens of a Critical Friend', Educational Leadership]
Even though you do not have enough information to rate some factors, we encourage you to guess how your colleague might score on that factor; we accept that you may not have adequate observational information to make a truly confident rating on every factor, but the exercise is built around perception. By the time all those invited have rated the person, we should obtain a reasonable feel for the impression they are creating in that area. That is all we want. Therefore, thank you for hazarding a guess. Of course, if a rating is entirely impossible, please leave it blank.
Michael regrets that he cannot enter into any dialogue with you about your profiling; neither can he offer you any feedback on the picture that emerges. However, your personal contribution will be invaluable in supporting your colleague and their leadership of the organisation over the coming months, so thank you for your commitment to this exercise.
Finally, if you are uncomfortable about these groundrules, or about contributing to the process, please feel free to withdraw. Please let Michael know if you make this decision.
LINKS TO THE RATING SHEETS
1. Personality Characteristics - Word Doc or PDF
2. Occupational Motivation - Word Doc or PDF
3. Leadership Decision Making Characteristics - Word Doc or PDF
4. Behaviour Under Pressure - Word Doc or PDF