Feedback?

1
Why 360 Feedback?
Why
360
Feedback?
2
Feedback is essential for development.
Why 360 Feedback?

• Ed Koch, when he was the mayor of New York City,
  used to greet people on the streets of the city
  with a simple question

How am I doing?
and he listened to their responses, good and bad.
3
Feedback is essential for development.
Why 360 Feedback?

• Mayor Koch recognized that getting constant
  feedback on his performance was essential to his
  continued success as a leader.

Particularly when that feedback comes from those
persons most affected by his performance.
4
Soliciting and Accepting Feedback
Why 360 Feedback?

• As leaders rise through the ranks of their
  organizations, they often receive less and less
  honest information about themselves and their
  performance.
• Others are sometimes afraid of displeasing those
  in leadership positions and may give less than
  frank and candid feedback on a leaders
  performance when asked face to face.

5
Soliciting and Accepting Feedback
Why 360 Feedback?

• A 360-degree assessment process, such as the
  Edge360 for Leaders, offers others an opportunity
  to give leaders accurate and helpful feedback, in
  a constructive and confidential manner.

6
What is a 360-degree assessment process?
Why 360 Feedback?

• In a 360 assessment, the leader and a group of
  other raters answer specific questions about the
  leaders performance. These raters are chosen
  from those with whom a leader works day-to-day
  and typically include

• Supervisors
• Direct Reports
• Peers
• Customers

7
What is a 360-degree assessment process?
Why 360 Feedback?

• A 360-degree assessment provides feedback from a
  variety of levels and perspectives surrounding
  the person being assessed.

8
Strengths Needs
Why 360 Feedback?

• It is unlikely that leaders have reached their
  positions in an organization by behaving in a
  random way.
• They likely have some understanding of
  appropriate leadership behavior and probably have
  a pretty good idea of their own strengths and
  needs.

9
Unseen Strengths Blind Spots
Why 360 Feedback?

• But honest and reliable feedback is necessary to
  test ones own perceptions, recognize previously
  unseen strengths, and become aware of blind spots
  in ones self-perceptions.

10
Self-Perceptionvs. Reality
Why 360 Feedback?

• Humans are said to be the only animals capable of
  self-deception.

Our self-perceptions may be creating blind spots
in our view of ourselves. We may think of a
particular skill as one of our towering strengths
while others around us may see that, in reality,
this area is more of a glaring need.
11
Self-Perceptionvs. Reality
Why 360 Feedback?

• We need feedback from others to make sure that
  our view of ourselves is completely realistic.
• A 360-degree assessment can effectively provide
  this realistic view from the perspective of
  others around us.

12
Feedback is an investment.
Why 360 Feedback?

• When others give you feedback in a 360-degree
  assessment process, they become involved in the
  process of improvement. They have invested time,
  energy, and thought into your development and
  have become actively involved in your growth and
  continued improvement.

13
Feedback is an investment.
Why 360 Feedback?

• Others are more likely to continue to support
  your development when you ask for their feedback,
  act on their feedback, and follow through with
  them afterwards.

14
About the Edge360
15
What is theEdge360?
About the Edge360

• The Edge360 for Leaders is a 360-degree
  assessment process developed by Edge Training
  Systems to identify a leaders strengths and
  developmental needs, as perceived by those with
  whom the leader works.

16
What is theEdge360?
About the Edge360

• The Edge360 for Leaders measures 150 specific
  leadership behaviors as exhibited by the leader,
  asks raters to assess the relative importance of
  30 leadership tasks to this persons job, and
  collects and transcribes confidential written
  comments from raters about the leaders
  performance.

17
AboutEdge Training Systems
About the Edge360

• Edge Training Systems, Inc. is a leading producer
  of innovative assessment and training products
  for leadership and employee development.
• Located in Richmond, Virginia, Edge offers
  products and services to clients across the
  United States and internationally.

18
AboutEdge Training Systems
About the Edge360

• In addition to 360-degree assessments such as the
  EDGE360, Edge offers knowledge-based assessment
  tools as well as personality and general
  abilities instruments.
• Edges training films include the best-selling
  On The Edge Preventing Violence in the
  Workplace and Sexual Harassment - New Roles /
  New Rules.

19
Clients
About the Edge360

• Edge Training Systems, Inc. has worked with a
  wide variety of clients on their leadership and
  employee assessment needs. The following is a
  sample of Edges assessment client list

3M A T T Alcoa-Fujikara Affinity Insurance
Group Allied-Signal Amana American Electric
Power AMP, Inc. Atmos Energy Bob Evans
Farms Canon Caterpillar, Inc. Champion
International Checkpoint Systems Collier County
Sheriff's Dept Comcast Cable
NSK Corporation Pacific Gas Electric Parson's
Technologies Paychex PrimeStar Public Service of
New Mexico Ralston Purina Scripps Howard Seagate
Technologies South Carolina Div of HR Southwest
Missouri State University Universal
Instruments Venator Group - Kinney Shoes V A
Medical Centers Walgreens Wyeth-Ayerst
Laboratories
County of San Diego DuPont East Jefferson
Hospital Federal Reserve Bank Gateway
2000 Growmark Hannaford Brothers Ingram
Industries John Deere Kraft Foods Mayo
Clinic MCI McKesson-General Medical Media
One Michelin Tires Miller Brewing
20
Understanding Your Reports
Understanding Your
Reports
21
Individual Feedback Report
Understanding Your Reports

• All Edge360 participants receive a detailed
  Individual Feedback Report with their assessment
  results.
• This report is actually a collection of several
  different types of reports.
• Each of these reports looks at the information
  collected in different ways.

22
But First . . .
Understanding Your Reports

• Before learning more about these reports, there
  are three points you should keep in mind as you
  review your reports . . .

23
Point 1
Understanding Your Reports

• This feedback report is simply information.
• It is not a report card or an appraisal of your
  worth as a leader, or as a person.

24
Point 2
Understanding Your Reports

• The feedback contained in the report is
  inherently subjective.
• In other words, this information is based on the
  perceptions and opinions of others.

25
Point 3
Understanding Your Reports

• In your development as a leader, what matters
  most is how you evaluate this information - what
  it means to you, not what it meant to others
  around you.

26
Types of Reports
Understanding Your Reports

• The Edge360 Individual Feedback Report packs a
  lot of information in one booklet.
• These reports answer the questions participants
  typically have about their results.
• Well first look at these questions and which
  reports are designed to answer them, then look at
  each report in detail.

27
Okay, how did I do?
Understanding Your Reports

• The Task Summary Report gives a quick birds-eye
  view of your assessment results.
• This report shows your overall ratings for each
  of the 30 leadership tasks assessed.

28
Did others rate me differently than I did?
Understanding Your Reports

• The Gap Analysis Report show how you rated
  yourself in the 30 leadership tasks compared to
  how your supervisor, direct reports, peers and
  customers rated you.
• This report is important for identifying unseen
  strengths and blind spots.

29
What tasks are most important to my job?
Understanding Your Reports

• The Importance Rankings Report shows the overall
  importance rankings given for each of the 30
  leadership tasks and how each group of raters
  (yourself, your supervisor, direct reports,
  peers, and customers) view the importance of each
  task to your job.

30
What tasks should I focus on improving?
Understanding Your Reports

• The Importance / Performance Grid sets up a
  four-quadrant grid showing your performance
  ratings compared to the overall importance
  rankings given by your raters.
• This report can help prioritize areas for
  development as well as identify areas of strength
  you can build on.

31
Do I need training on any of these tasks?
Understanding Your Reports

• If you have also completed a knowledge-based
  assessment such as Knowledge for Leaders or the
  Leatherman Leadership Questionnaire then you will
  receive the Knowledge / Performance Grid showing
  a comparison of your knowledge results to your
  performance ratings.
• This report will highlight tasks which might
  benefit from further training.

32
What, specifically, are my strengths needs?
Understanding Your Reports

• The Strengths / Needs Report identifies your 20
  top-rated and your 20 lowest-rated of the 150
  behavior items.
• This report will help you identify those specific
  behaviors which are recognized by your raters as
  particular strengths, as well as those which may
  need further development.

33
Could you be more specific? I want data!
Understanding Your Reports

• The Item Detail / Frequency Distribution Report
  gives the most comprehensive and detailed look at
  your assessment results, not only for the 30
  leadership tasks, but for each of the 150
  behaviors as well. It is the most complete look
  possible at all the data collected in this
  assessment.

34
What else did they have to say?
Understanding Your Reports

• The Written Comments section of your feedback
  report transcribes any notes made by your raters
  in response to these questions

• What are some things this person does that you
  think they should continue doing?
• What else do you think this person could do to
  be more effective?
• What does this person do now that you think they
  should stop doing?

35
So, now whatshould I do?
Understanding Your Reports

• The final pages of the feedback report are the
  Action Plans.
• These pages help you create your own personal
  action plan to build on the strengths you have
  identified, and to further develop any areas of
  need.

36
A quick review of the assessment process
Understanding Your Reports

• As we begin to take a more detailed look at the
  reports contained in the Edge360 Individual
  Feedback Report, its important to make sure you
  know and understand how this assessment
  information was collected.

37
Raters
Understanding Your Reports

• Raters were selected to assess your leadership
  performance. These raters were chosen from five
  groups

• Yourself
• Your Supervisor
• Your Direct Reports
• Your Peers
• Your Customers (internal or external)

38
150 Behaviors Rated
Understanding Your Reports

• Your raters responded to 150 very specific
  statements regarding your leadership behaviors.
• These statements included items such as Counsels
  employees on their career goals and Allows team
  members to have influence in making decisions.

39
Six-Point Scale
Understanding Your Reports

• Your raters were asked to rate how frequently you
  performed a given behavior using the following
  six-point scale

1. Almost Never 2. Not Usually 3. Sometimes 4.
Often 5. Usually 6. Almost Always
40
30 Leadership Tasks
Understanding Your Reports

• These 150 specific leadership behaviors can be
  grouped within 30 discrete leadership tasks. For
  instance, these two items

• Recognizes and analyzes any underlying risks of
  a decision
• Brainstorms possible alternatives in making a
  decision

are both part of the overall leadership task
called Making Decisions.
41
Task Summary Report
Understanding Your Reports
42
Task Summary Report
Understanding Your Reports
43
Task Summary Report
Understanding Your Reports
Task Summary Report
Adaptability and Innovation Assigning
Work Building Trust and Integrity Career
Counseling Coaching Employees Conducting
Meetings Conducting Selection Interviews Counselin
g Employees Delegation Giving Positive
Feedback Handling Emotional Situations Handling
Employee Complaints Handling Employee
Grievances Making Decisions
44
Task Summary Report
Understanding Your Reports
Task Summary Report
Adaptability and Innovation Assigning
Work Building Trust and Integrity Career
Counseling Coaching Employees Conducting
Meetings Conducting Selection Interviews Counselin
g Employees Delegation Giving Positive
Feedback Handling Emotional Situations Handling
Employee Complaints Handling Employee
Grievances Making Decisions
45
Task Summary Report
Understanding Your Reports
Task Summary Report
Adaptability and Innovation Assigning
Work Building Trust and Integrity Career
Counseling Coaching Employees Conducting
Meetings Conducting Selection Interviews Counselin
g Employees Delegation Giving Positive
Feedback Handling Emotional Situations Handling
Employee Complaints Handling Employee
Grievances Making Decisions
46
Task Summary Report
Understanding Your Reports
Task Summary Report
Adaptability and Innovation Assigning
Work Building Trust and Integrity Career
Counseling Coaching Employees Conducting
Meetings Conducting Selection Interviews Counselin
g Employees Delegation Giving Positive
Feedback Handling Emotional Situations Handling
Employee Complaints Handling Employee
Grievances Making Decisions
47
Task Summary Report
Understanding Your Reports
Task Summary Report
Adaptability and Innovation Assigning
Work Building Trust and Integrity Career
Counseling Coaching Employees Conducting
Meetings Conducting Selection Interviews Counselin
g Employees Delegation Giving Positive
Feedback Handling Emotional Situations Handling
Employee Complaints Handling Employee
Grievances Making Decisions
48
Task Summary Report
Understanding Your Reports
49
Gap Analysis Report
Understanding Your Reports
Supervisor Comparison
Gap Analysis Report
1.43
Adaptability and Innovation Assigning
Work Building Trust and Integrity Career
Counseling Coaching Employees Conducting
Meetings Conducting Selection Interviews Counselin
g Employees Delegation Giving Positive
Feedback Handling Emotional Situations Handling
Employee Complaints Handling Employee
Grievances Making Decisions
-1.83 -2.50
50
Gap Analysis Report
Understanding Your Reports
51
Gap Analysis Report
Understanding Your Reports
Gap Analysis Report
Adaptability and Innovation Assigning
Work Building Trust and Integrity Career
Counseling Coaching Employees Conducting
Meetings Conducting Selection Interviews Counselin
g Employees Delegation Giving Positive
Feedback Handling Emotional Situations Handling
Employee Complaints Handling Employee
Grievances Making Decisions
52
Gap Analysis Report
Understanding Your Reports
53
Gap Analysis Report
Understanding Your Reports
54
Gap Analysis Report
Understanding Your Reports
55
Gap Analysis Report
Understanding Your Reports
56
Gap Analysis Report
Understanding Your Reports
57
Gap Analysis Report
Understanding Your Reports
58
Gap Analysis Report
Understanding Your Reports
59
Gap Analysis Report
Understanding Your Reports
60
Gap Analysis Report
Understanding Your Reports
-2.72
61
Gap Analysis Report
Understanding Your Reports
-2.72
2.48
62
Gap Analysis Report
Understanding Your Reports
-2.72
2.48
63
Gap Analysis Report
Understanding Your Reports
64
Importance Rankings Report
Understanding Your Reports
65
Importance Rankings Report
Understanding Your Reports
66
Importance Rankings Report
Understanding Your Reports
67
Importance Rankings Report
Understanding Your Reports
Importance Rankings Report
Managing Change Managing Conflict Building Trust
and Integrity Oral Communication Problem
Solving Making Decisions Setting Goals and
Planning Team Building Coaching Employees Giving
Positive Feedback Setting Performance
Standards Performance Appraisal Adaptability and
Innovation Conducting Selection Interviews
68
Importance Rankings Report
Understanding Your Reports
Importance Rankings Report
Very Important
Average All (Scale 0 - 2)
Important
Critical
Managing Change Managing Conflict Building Trust
and Integrity Oral Communication Problem
Solving Making Decisions Setting Goals and
Planning Team Building Coaching Employees Giving
Positive Feedback Setting Performance
Standards Performance Appraisal Adaptability and
Innovation Conducting Selection Interviews
1.55 1.55 1.55 1.45 1.45 1.36 1.36 1.36 1.18 1.09
1.00 1.00 1.00 0.91
69
Importance Rankings Report
Understanding Your Reports
Importance Rankings Report
Very Important
Average All (Scale 0 - 2)
Important
Critical
Managing Change Managing Conflict Building Trust
and Integrity Oral Communication Problem
Solving Making Decisions Setting Goals and
Planning Team Building Coaching Employees Giving
Positive Feedback Setting Performance
Standards Performance Appraisal Adaptability and
Innovation Conducting Selection Interviews
1.55 1.55 1.55 1.45 1.45 1.36 1.36 1.36 1.18 1.09
1.00 1.00 1.00 0.91
70
Importance Rankings Report
Understanding Your Reports
Importance Rankings Report
Very Important
Average All (Scale 0 - 2)
Important
Critical
Managing Change Managing Conflict Building Trust
and Integrity Oral Communication Problem
Solving Making Decisions Setting Goals and
Planning Team Building Coaching Employees Giving
Positive Feedback Setting Performance
Standards Performance Appraisal Adaptability and
Innovation Conducting Selection Interviews
1.55 1.55 1.55 1.45 1.45 1.36 1.36 1.36 1.18 1.09
1.00 1.00 1.00 0.91
71
Importance Rankings Report
Understanding Your Reports
Importance Rankings Report
Very Important
Average All (Scale 0 - 2)
Important
Critical
Managing Change Managing Conflict Building Trust
and Integrity Oral Communication Problem
Solving Making Decisions Setting Goals and
Planning Team Building Coaching Employees Giving
Positive Feedback Setting Performance
Standards Performance Appraisal Adaptability and
Innovation Conducting Selection Interviews
1.55 1.55 1.55 1.45 1.45 1.36 1.36 1.36 1.18 1.09
1.00 1.00 1.00 0.91
72
Importance Rankings Report
Understanding Your Reports
Importance Rankings Report
Very Important
Average All (Scale 0 - 2)
Important
Critical
Managing Change Managing Conflict Building Trust
and Integrity Oral Communication Problem
Solving Making Decisions Setting Goals and
Planning Team Building Coaching Employees Giving
Positive Feedback Setting Performance
Standards Performance Appraisal Adaptability and
Innovation Conducting Selection Interviews
1.55 1.55 1.55 1.45 1.45 1.36 1.36 1.36 1.18 1.09
1.00 1.00 1.00 0.91
73
Importance Rankings Report
Understanding Your Reports
Importance Rankings Report
Very Important
Average All (Scale 0 - 2)
Important
Critical
Managing Change Managing Conflict Building Trust
and Integrity Oral Communication Problem
Solving Making Decisions Setting Goals and
Planning Team Building Coaching Employees Giving
Positive Feedback Setting Performance
Standards Performance Appraisal Adaptability and
Innovation Conducting Selection Interviews
1.55 1.55 1.55 1.45 1.45 1.36 1.36 1.36 1.18 1.09
1.00 1.00 1.00 0.91
74
Importance Rankings Report
Understanding Your Reports
Importance Rankings Report
Very Important
Average All (Scale 0 - 2)
Important
Critical
Managing Change Managing Conflict Building Trust
and Integrity Oral Communication Problem
Solving Making Decisions Setting Goals and
Planning Team Building Coaching Employees Giving
Positive Feedback Setting Performance
Standards Performance Appraisal Adaptability and
Innovation Conducting Selection Interviews
1.55 1.55 1.55 1.45 1.45 1.36 1.36 1.36 1.18 1.09
1.00 1.00 1.00 0.91
75
Importance Rankings Report
Understanding Your Reports
Importance Rankings Report
Very Important
Average All (Scale 0 - 2)
Important
Critical
Managing Change Managing Conflict Building Trust
and Integrity Oral Communication Problem
Solving Making Decisions Setting Goals and
Planning Team Building Coaching Employees Giving
Positive Feedback Setting Performance
Standards Performance Appraisal Adaptability and
Innovation Conducting Selection Interviews
1.55 1.55 1.55 1.45 1.45 1.36 1.36 1.36 1.18 1.09
1.00 1.00 1.00 0.91
76
Importance / Performance Grid
Understanding Your Reports
77
Importance / Performance Grid
Understanding Your Reports
78
Importance / Performance Grid
Understanding Your Reports
Importance / Performance Grid
79
Importance / Performance Grid
Understanding Your Reports
Importance / Performance Grid
80
Importance / Performance Grid
Understanding Your Reports
Importance / Performance Grid
High Importance / Low Performance
High Importance / High Performance
2. Managing Conflict 7. Setting Goals and
Planning 8. Team Building 9. Coaching
Employees 11. Setting Performance Standards 12.
Performance Appraisal 14. Conducting Selection
Interviews
1. Managing Change 3. Building Trust and
Integrity 4. Oral Communication 5. Problem
Solving 6. Making Decisions 10. Giving
Positive Feedback 13. Adaptability and
Innovation
Low Importance / High Performance
Low Importance / Low Performance
15. Handling Employee Complaints 16. Taking
Disciplinary Action 17. Persuading and
Influencing 18. Delegation 19. Handling Emotional
Situations 20. Handling Employee Grievances 21.
Conducting Meetings 22. Time Management
23. Managing Diversity
81
Importance / Performance Grid
Understanding Your Reports
Importance / Performance Grid
High Importance / Low Performance
High Importance / High Performance
High Importance High Performance
Strength
Low Importance / High Performance
Low Importance / Low Performance
82
Importance / Performance Grid
Understanding Your Reports
Importance / Performance Grid
High Importance / Low Performance
High Importance / High Performance
High Importance Low Performance
Need
Low Importance / High Performance
Low Importance / Low Performance
83
Knowledge / Performance Grid
Understanding Your Reports
Knowledge / Performance Grid
Knowledge Improvement Opportunity
Strength
Low Knowledge / High Performance
High Knowledge / High Performance
Giving Positive Feedback
Building Trust and Integrity Making
Decisions Oral Communication Managing
Diversity Adaptability and Innovation Managing
Change Problem Solving
Coaching Need
Training Need
Low Knowledge / Low Performance
High Knowledge / Low Performance
Taking Disciplinary Action Handling Emotional
Situations Coaching Employees Setting Goals and
Planning Assigning Work
Counseling Employees Delegation Conducting
Selection Interviews Team Building Setting
Performance Standard Time Management
84
Knowledge / Performance Grid
Understanding Your Reports
85
Knowledge / Performance Grid
Understanding Your Reports
86
Knowledge / Performance Grid
Understanding Your Reports
87
Knowledge / Performance Grid
Understanding Your Reports
88
Knowledge / Performance Grid
Understanding Your Reports
89
Knowledge / Performance Grid
Understanding Your Reports
90
Knowledge / Performance Grid
Understanding Your Reports
Strength
High Knowledge / High Performance
Building Trust and Integrity Making
Decisions Oral Communication Managing
Diversity Adaptability and Innovation Managing
Change Problem Solving
91
Strengths / Needs Report
Understanding Your Reports
92
Strengths / Needs Report
Understanding Your Reports
Strengths / Needs Report
1 Strength - Item 55 - Building Trust and
Integrity 2 Strength - Item 1 - Oral
Communication 3 Strength - Item 29 -
Adaptability and Innovation 4 Strength - Item
8 - Managing Diversity
Has personal integrity, is open,
honest, non-political and can be
trusted. Communicates clearly and
effectively Learns from
experiences and is committed to continuous
learning and growth. Effectively
works with people of diverse backgrounds and
understands the value of working in a
diversity-rich environment.
93
Strengths / Needs Report
Understanding Your Reports
Strengths / Needs Report
1 Strength - Item 55 - Building Trust and
Integrity 2 Strength - Item 1 - Oral
Communication 3 Strength - Item 29 -
Adaptability and Innovation 4 Strength - Item
8 - Managing Diversity
Has personal integrity, is open,
honest, non-political and can be
trusted. Communicates clearly and
effectively Learns from
experiences and is committed to continuous
learning and growth. Effectively
works with people of diverse backgrounds and
understands the value of working in a
diversity-rich environment.
94
Strengths / Needs Report
Understanding Your Reports
Strengths / Needs Report
1 Strength - Item 55 - Building Trust and
Integrity 2 Strength - Item 1 - Oral
Communication 3 Strength - Item 29 -
Adaptability and Innovation 4 Strength - Item
8 - Managing Diversity
Has personal integrity, is open,
honest, non-political and can be
trusted. Communicates clearly and
effectively Learns from
experiences and is committed to continuous
learning and growth. Effectively
works with people of diverse backgrounds and
understands the value of working in a
diversity-rich environment.
95
Strengths / Needs Report
Understanding Your Reports
Strengths / Needs Report
1 Strength - Item 55 - Building Trust and
Integrity 2 Strength - Item 1 - Oral
Communication 3 Strength - Item 29 -
Adaptability and Innovation 4 Strength - Item
8 - Managing Diversity
Has personal integrity, is open,
honest, non-political and can be
trusted. Communicates clearly and
effectively Learns from
experiences and is committed to continuous
learning and growth. Effectively
works with people of diverse backgrounds and
understands the value of working in a
diversity-rich environment.
96
Item Detail / Frequency Distribution Report
Understanding Your Reports
97
Item Detail / Frequency Distribution Report
Understanding Your Reports
98
Item Detail / Frequency Distribution Report
Understanding Your Reports
99
Item Detail / Frequency Distribution Report
Understanding Your Reports
100
Item Detail / Frequency Distribution Report
Understanding Your Reports
101
Item Detail / Frequency Distribution Report
Understanding Your Reports
102
Item Detail / Frequency Distribution Report
Understanding Your Reports
Item Detail / Frequency Distribution Report
Adaptability and Innovation
Item 26
Adapts to new situations and demands of the job.
103
Item Detail / Frequency Distribution Report
Understanding Your Reports
Item Detail / Frequency Distribution Report
Adaptability and Innovation
1 2 3 4 5 6
Self Supervisor(s) Subordinates Peers Customers A
vg Others Avg All
6.00
4.72
5.06
5.14
Item 26
Adapts to new situations and demands of the job.
104
Item Detail / Frequency Distribution Report
Understanding Your Reports
Item Detail / Frequency Distribution Report
Adaptability and Innovation
1 2 3 4 5 6
Self Supervisor(s) Subordinates Peers Customers A
vg Others Avg All
6.00
4.72
5.06
5.14
Item 26
Adapts to new situations and demands of the job.
105
Item Detail / Frequency Distribution Report
Understanding Your Reports
Item Detail / Frequency Distribution Report
Adaptability and Innovation
1 2 3 4 5 6
Self Supervisor(s) Subordinates Peers Customers A
vg Others Avg All
6.00
4.72
5.06
5.14
Self (1) Supervisor (1) Subordinates (3) Peers
(3) Customers (3) Avg Others (10) Avg All (11)
Item 26
Adapts to new situations and demands of the job.
5.3
4.7
4.7
5.0
5.1
106
Item Detail / Frequency Distribution Report
Understanding Your Reports
Item Detail / Frequency Distribution Report
Adaptability and Innovation
1 2 3 4 5 6
1 2 3 4 5 6
n/a
Self Supervisor(s) Subordinates Peers Customers A
vg Others Avg All
6.00
4.72
5.06
0 2 1 14 24 19
6
5.14
Self (1) Supervisor (1) Subordinates (3) Peers
(3) Customers (3) Avg Others (10) Avg All (11)
Item 26
Adapts to new situations and demands of the job.
5.3
4.7
4.7
5.0
5.1
107
Item Detail / Frequency Distribution Report
Understanding Your Reports
Item Detail / Frequency Distribution Report
Adaptability and Innovation
1 2 3 4 5 6
1 2 3 4 5 6
n/a
Self Supervisor(s) Subordinates Peers Customers A
vg Others Avg All
6.00
4.72
5.06
0 2 1 14 24 19
6
5.14
Self (1) Supervisor (1) Subordinates (3) Peers
(3) Customers (3) Avg Others (10) Avg All (11)
Item 26
Adapts to new situations and demands of the job.
5.3
4.7
4.7
5.0
5.1
108
Item Detail / Frequency Distribution Report
Understanding Your Reports
Item Detail / Frequency Distribution Report
Adaptability and Innovation
1 2 3 4 5 6
1 2 3 4 5 6
n/a
Self Supervisor(s) Subordinates Peers Customers A
vg Others Avg All
6.00
4.72
5.06
0 2 1 14 24 19
6
5.14
Self (1) Supervisor (1) Subordinates (3) Peers
(3) Customers (3) Avg Others (10) Avg All (11)
Item 26
Adapts to new situations and demands of the job.
5.3
4.7
4.7
5.0
5.1
109
Written Comments
Understanding Your Reports
110
Written Comments
Understanding Your Reports
111
Written Comments
Understanding Your Reports
112
Written Comments
Understanding Your Reports
113
Action Plans
Understanding Your Reports
114
Action Plans
Understanding Your Reports
115
Action Plans
Understanding Your Reports