Associates for Professional Development's Latest Articles:

Selecting the Right 360 for Your Organization

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Assessments can be on of the most meaningful experiences in an employee’s career. There are myriads to choose from now. How do you select the right one for your team?

Over the years I have been surprised at the methodology I have seen applied to selecting 360 assessments in organizations. Sometimes the selection is based on a referral; sometimes the selection is based on familiarity, “I took that in my last job”. It might be published by a well known organization or an internet search may have turned it up.

Here are some important criteria to keep in mind as you are selecting a 360 Assessment for your team or organization.

Know who you want to measure. What level of employee are you measuring? Do you want to assess senior executives or first-line supervisors?

Know what you want to measure. What are the skills or behavioral competencies that you want to measure? If you have corporate leadership competencies articulated, analyze how many of those are addressed on the assessment tool.

The tool should be convenient. Ease of use will determine how many raters actually complete the survey. If it is complicated or too lengthy the quality and quantity of respondents will suffer.

Results should be clear and easy to understand. The results should be clear and logical. Participants shouldn’t need a degree in statistics to understand their report.

If you want your organization to have the best return on the investment of time and money for 360 assessments, analyze and choose carefully.

Northern Hospital Whitepaper

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Development and implementation of a feedback process for employee evaluation

In June, 1998, Northern Hospital of Surry County implemented a new process for conducting employee evaluations organization-wide. This process, called a feedback process, was implemented as a result of extensive study of the needs of the organization, its employees, and the community it serves. The decisions to design, develop, pilot test, and implement an innovative form of evaluation were made in order to improve the congruence between the organization’s mission, vision, and values and the structures which communicate the mission, vision, and values to employees and which influence their understanding of and perspective concerning their work.

download the whitepaper (pdf)