Chris Sample Feedback Providers Total including self: 12 Group A: 6 People who directly or indirectly report to you Group B: 4 Your Colleagues, Peers, and/or Customers Group C: 1 Your Supervisor Self: 1 Groups A, B and C are normally defined as above. You may have made a different selection of providers when you sent your feedback invitations. Table of Contents HI-LO ANALYSIS GROUP ANALYSIS GAP ANALYSIS Profile Summary 3 7 14 17 Statistical Analysis Comments by Feedback Providers 20 18
HI/LO ANALYSIS UNDERSTANDING THIS REPORT The HI/LO Analysis provides your first look at your consolidated feedback results. It gives the average scores from the Total Group (Direct Reports, Peers, and your supervisor) and compares these figures against your self scores. The behaviors are ranked in order from the highest to lowest Total Group score. Your self scores have no bearing on the ranking. In the margin to the right of each set of bars you ll find two numbers labeled HI and LO. HI is the highest score you received for that behavior given by one or more of your Total Group feedback providers. LO is the lowest score you received for that behavior also given by one or more of your Total Group feedback providers. HOW TO INTERPRET AND USE THIS INFORMATION Use this report to identify significant differences between your self perception versus the perceptions of your Total Group feedback providers. Then, examine three or four behaviors for which you received the highest scores and three or four that produced the lowest scores. Check for similar characteristics within each of the groupings. For example, are they action-oriented behaviors? Do they address communication issues? Are they a reflection of interpersonal skills? Page - 3
HI/LO ANALYSIS Feedback Receiver Chris Sample TOTAL GROUP 19. APPLIES DISCIPLINE 10 5 SELF HI Score LO Score 18. ADDRESSES DEFICIENCIES 10 6 22. ACCEPTS & MEETS RESPONSIBILITY 10 5 8. SOLVES PROBLEMS 10 4 6. COMMITTED TO SELF-DEVELOPMENT 10 4 23. HANDLES AUTHORITY 10 5 21. SUPPORTS ORGANIZATIONAL VALUES 10 5 2. ORIENTED TO ACTION & RESULTS 10 3 24. EMPOWERS OTHERS 10 4 20. PERFORMS WITH INTEGRITY 10 5 10. SUPPORTS RISK TAKING 10 4 1. DISPLAYS TECHNICAL KNOWLEDGE 10 3 3. EXPECTS TOP PERFORMANCE 10 2 0 1 2 3 4 5 6 7 8 9 10 DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 4
HI/LO ANALYSIS Feedback Receiver Chris Sample TOTAL GROUP 7. MAKES DECISIONS 10 4 SELF HI Score LO Score 26. ENHANCES WORK ENVIRONMENT 10 4 25. SUPPORTS TEAMWORK 10 3 34. COMMUNICATES 10 2 4. COMMITTED TO QUALITY & CONTINUOUS IMPROVEMENT 10 3 9. DEMONSTRATES FLEXIBILITY 10 4 5. CUSTOMER DRIVEN 9 3 31. SOLICITS AND APPLIES FEEDBACK 10 1 29. DISPLAYS RESILIENCE 10 2 17. APPLIES RULES & POLICIES 10 3 14. COACHES OTHERS 10 2 13. PROVIDES RECOGNITION 10 1 11. RESOLVES DISPUTES 10 2 0 1 2 3 4 5 6 7 8 9 10 DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 5
HI/LO ANALYSIS Feedback Receiver Chris Sample TOTAL GROUP 12. MANAGES THROUGH CRISIS 9 2 SELF HI Score LO Score 36. LISTENS 10 2 35. INFORMS OTHERS 10 1 30. SHOWS CONCERN FOR OTHERS 10 1 28. DISPLAYS ENTHUSIASM 9 2 27. SEES "THE BIG PICTURE" 10 3 33. MANAGES MEETINGS 10 1 16. PROVIDES FEEDBACK 10 3 32. MANAGES TIME 10 1 15. MINIMIZES OBSTACLES 10 3 0 1 2 3 4 5 6 7 8 9 10 DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 6
GROUP ANALYSIS UNDERSTANDING THIS REPORT The GROUP ANALYSIS offers an opportunity for more in-depth review of your consolidated feedback results. Average scores from your direct reports, peers, and your supervisor are shown separately. The 360 behaviors are listed from the highest to the lowest Total Group scores that you received. The Total Group score is the average of all provider scores. Your self score is also shown for comparison purposes. HOW TO INTERPRET AND USE THIS INFORMATION Use this report to analyze and compare specific feedback given by all groups. Examine overall differences between the groups. Does one group score you consistently higher or lower than the other group? Is there a slight or significant difference in the way you are perceived by the two groups? Compare the group scores to your self scores. Does one group rate you significantly higher or lower than you see yourself? Is one typically higher while the other is lower? Page - 7
GROUP ANALYSIS Feedback Receiver Chris Sample DIRECT REPORTS PEERS SUPERVISOR TOTAL GROUP SELF 19. APPLIES DISCIPLINE 18. ADDRESSES DEFICIENCIES 22. ACCEPTS & MEETS RESPONSIBILITY 8. SOLVES PROBLEMS 6. COMMITTED TO SELF-DEVELOPMENT 23. HANDLES AUTHORITY 0 1 2 3 4 5 6 7 8 9 10 DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 8
GROUP ANALYSIS Feedback Receiver Chris Sample DIRECT REPORTS PEERS SUPERVISOR TOTAL GROUP SELF 21. SUPPORTS ORGANIZATIONAL VALUES 2. ORIENTED TO ACTION & RESULTS 24. EMPOWERS OTHERS 20. PERFORMS WITH INTEGRITY 10. SUPPORTS RISK TAKING 1. DISPLAYS TECHNICAL KNOWLEDGE 0 1 2 3 4 5 6 7 8 9 10 DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 9
GROUP ANALYSIS Feedback Receiver Chris Sample DIRECT REPORTS PEERS SUPERVISOR TOTAL GROUP SELF 3. EXPECTS TOP PERFORMANCE 7. MAKES DECISIONS 26. ENHANCES WORK ENVIRONMENT 25. SUPPORTS TEAMWORK 34. COMMUNICATES 4. COMMITTED TO QUALITY & CONTINUOUS IMPROVEMENT 0 1 2 3 4 5 6 7 8 9 10 DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 10
GROUP ANALYSIS Feedback Receiver Chris Sample DIRECT REPORTS PEERS SUPERVISOR TOTAL GROUP SELF 9. DEMONSTRATES FLEXIBILITY 5. CUSTOMER DRIVEN 31. SOLICITS AND APPLIES FEEDBACK 29. DISPLAYS RESILIENCE 17. APPLIES RULES & POLICIES 14. COACHES OTHERS 0 1 2 3 4 5 6 7 8 9 10 DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 11
GROUP ANALYSIS Feedback Receiver Chris Sample DIRECT REPORTS PEERS SUPERVISOR TOTAL GROUP SELF 13. PROVIDES RECOGNITION 11. RESOLVES DISPUTES 12. MANAGES THROUGH CRISIS 36. LISTENS 35. INFORMS OTHERS 30. SHOWS CONCERN FOR OTHERS 0 1 2 3 4 5 6 7 8 9 10 DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 12
GROUP ANALYSIS Feedback Receiver Chris Sample DIRECT REPORTS PEERS SUPERVISOR TOTAL GROUP SELF 28. DISPLAYS ENTHUSIASM 27. SEES "THE BIG PICTURE" 33. MANAGES MEETINGS 16. PROVIDES FEEDBACK 32. MANAGES TIME 15. MINIMIZES OBSTACLES 0 1 2 3 4 5 6 7 8 9 10 DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 13
GAP ANALYSIS UNDERSTANDING THIS REPORT The GAP ANALYSIS focuses specifically on the differences (gaps) between your Total Group scores versus your self scores. The 360 behaviors are listed in order from the largest negative gap (where your Total Group feedback providers scored you lower than you scored yourself) to the largest positive gap (where the Total Group scored you higher than you scored yourself). The center line on each page represents your self score. Bars to the left of the center line show negative gaps and bars to the right of the center line show positive gaps. The number next to each bar indicates the point value of the difference as it relates to the feedback scale used on the Profile Instrument. (Example: -2.50 indicates the Total Group scored you two and one-half points lower on the scale than you scored yourself.) Behaviors that show no bars and have a numeric value of 0.00 indicate that the Total Group scores and self scores were the same. HOW TO INTERPRET AND USE THIS INFORMATION This report highlights the areas where the largest differences in perception exist. Analyze the information presented here for patterns. In which behaviors did you typically score yourself higher or lower than others scored you? Pay attention not only to the number of gaps that were higher or lower, but also the size of the gaps. A large gap, whether positive or negative, suggests that your attention to this behavior may be disproportionate to your actual needs. For example, if you scored your performance significantly higher than the group scored it, you may be overlooking needed development in a specific area. Conversely, if you scored yourself much lower than the group, you may discover an unrecognized strength. It s important to understand that underutilizing strengths can be equally as damaging as overlooking developmental opportunities. Page - 14
GAP ANALYSIS Feedback Receiver Chris Sample 34. COMMUNICATES 20. PERFORMS WITH INTEGRITY 18. ADDRESSES DEFICIENCIES 8. SOLVES PROBLEMS 5. CUSTOMER DRIVEN 2. ORIENTED TO ACTION & RESULTS 21. SUPPORTS ORGANIZATIONAL VALUES 6. COMMITTED TO SELF-DEVELOPMENT 23. HANDLES AUTHORITY 27. SEES "THE BIG PICTURE" 28. DISPLAYS ENTHUSIASM 35. INFORMS OTHERS 36. LISTENS 13. PROVIDES RECOGNITION 14. COACHES OTHERS 17. APPLIES RULES & POLICIES 22. ACCEPTS & MEETS RESPONSIBILITY 29. DISPLAYS RESILIENCE Total Group perceived me lower Self Perception Page - 15 Total Group perceived me higher
GAP ANALYSIS Feedback Receiver Chris Sample 19. APPLIES DISCIPLINE 25. SUPPORTS TEAMWORK 26. ENHANCES WORK ENVIRONMENT 3. EXPECTS TOP PERFORMANCE 15. MINIMIZES OBSTACLES 32. MANAGES TIME 24. EMPOWERS OTHERS 16. PROVIDES FEEDBACK 33. MANAGES MEETINGS 12. MANAGES THROUGH CRISIS 31. SOLICITS AND APPLIES FEEDBACK 9. DEMONSTRATES FLEXIBILITY 4. COMMITTED TO QUALITY & CONTINUOUS IMPROVEMENT 7. MAKES DECISIONS 1. DISPLAYS TECHNICAL KNOWLEDGE 30. SHOWS CONCERN FOR OTHERS 11. RESOLVES DISPUTES 10. SUPPORTS RISK TAKING Total Group perceived me lower Self Perception Page - 16 Total Group perceived me higher
Highest Scores Question WALK THE TALK 360º Profile PROFILE SUMMARY Chris Sample Group Number of Providers Average Score Direct Reports 6 6.5 Peers 4 7.6 Supervisor 1 7.0 Group Total 11 7.0 Self 1 6.1 Score 19. APPLIES DISCIPLINE 7.9 18. ADDRESSES DEFICIENCIES 7.8 22. ACCEPTS & MEETS RESPONSIBILITY 7.7 8. SOLVES PROBLEMS 7.5 6. COMMITTED TO SELF-DEVELOPMENT 7.5 23. HANDLES AUTHORITY 7.5 Lowest Scores Question Score 15. MINIMIZES OBSTACLES 6.2 32. MANAGES TIME 6.2 33. MANAGES MEETINGS 6.4 16. PROVIDES FEEDBACK 6.4 36. LISTENS 6.5 35. INFORMS OTHERS 6.5 I See Myself Higher Question 34. COMMUNICATES 20. PERFORMS WITH INTEGRITY 18. ADDRESSES DEFICIENCIES 8. SOLVES PROBLEMS 5. CUSTOMER DRIVEN 21. SUPPORTS ORGANIZATIONAL VALUES I See Myself Lower Question 10. SUPPORTS RISK TAKING 11. RESOLVES DISPUTES 30. SHOWS CONCERN FOR OTHERS 1. DISPLAYS TECHNICAL KNOWLEDGE 7. MAKES DECISIONS 4. COMMITTED TO QUALITY & CONTINUOUS IMPROVEMENT Difference -2.0-1.7-1.2-0.5-0.3 0.4 Difference 3.3 2.7 2.5 2.3 2.1 1.9 Largest Gap Between Group A and Group B Question 14. COACHES OTHERS 1. DISPLAYS TECHNICAL KNOWLEDGE 13. PROVIDES RECOGNITION 11. RESOLVES DISPUTES 12. MANAGES THROUGH CRISIS 2. ORIENTED TO ACTION & RESULTS Difference 2.4 2.0 2.0 1.9 1.9 1.8 Page - 17
STATISTICAL ANALYSIS UNDERSTANDING THIS REPORT The STATISTICAL ANALYSIS provides the most definitive summary of your consolidated feedback results. Designed for the statistically-minded, this two page report allows in-depth examination of each behavioral characteristic in the 360º profile. The STATISTICAL ANALYSIS lists the behaviors in order from the highest to the lowest average scores given by your Total Group feedback providers. You will find a wealth of comparative data for each behavior. Use this report to further analyze specific areas of concern that you may wish to target for action. STATISTICAL ANALYSIS DEFINITIONS HI LO SS TGA A B C Gap T Gap A Gap B Gap C SD #Prov Highest score received from one or more feedback providers Lowest score received from one or more feedback providers Self score Total Group Average (average of all providers combined) Group A Average Scores (Direct Reports) Group B Average Scores (Peers) Group C Average Scores (Supervisor) Difference (GAP) Self score and Total Group Average Difference (GAP) Self score and Group A Average Score (Direct Reports) Difference (GAP) Self score and Group B Average Score (Peers) Difference (GAP) Self score and Group C Average Score (Supervisor) Standard Deviation of all provider scores, excluding self, for this behavior (the standard deviation is a measure of how spread out the data is; lower values represent greater similarity between individual provider scores) Total number of providers responding, excluding sel HOW TO INTERPRET AND USE THIS INFORMATION As mentioned above, this report is designed for the "statistically minded." We welcome you to review this information...but we encourage you to devote more time to application than extensive analysis. Page - 18
- STATISTICAL ANALYSIS for: Chris Sample Question HI LO SS TGA A B C GapT Gap A Gap B Gap C SD #Prov 1. DISPLAYS TECHNICAL KNOWLEDGE 10 3 5 7.3 6.5 8.5 7.0 2.3 1.5 3.5 2.0 2.41 11 2. ORIENTED TO ACTION & RESULTS 10 3 7 7.4 6.7 8.5 7.0 0.4-0.3 1.5 0.0 2.07 11 3. EXPECTS TOP PERFORMANCE 10 2 6 7.2 6.7 8.0 7.0 1.2 0.7 2.0 1.0 2.62 11 4. COMMITTED TO QUALITY & CONTINUOUS IMPROVEMENT 10 3 5 7.0 6.5 7.8 6.0 2.0 1.5 2.8 1.0 2.21 11 5. CUSTOMER DRIVEN 9 3 7 6.7 6.5 7.0 7.0-0.3-0.5 0.0 0.0 2.00 11 6. COMMITTED TO SELF-DEVELOPMENT 10 4 7 7.5 7.2 8.0 7.0 0.5 0.2 1.0 0.0 2.01 11 7. MAKES DECISIONS 10 4 5 7.2 6.7 8.0 6.0 2.2 1.7 3.0 1.0 1.81 11 8. SOLVES PROBLEMS 10 4 8 7.5 7.2 8.0 7.0-0.5-0.8 0.0-1.0 2.12 11 9. DEMONSTRATES FLEXIBILITY 10 4 5 6.8 6.3 7.5 7.0 1.8 1.3 2.5 2.0 2.20 11 10. SUPPORTS RISK TAKING 10 4 4 7.2 6.8 7.8 8.0 3.2 2.8 3.8 4.0 2.15 11 11. RESOLVES DISPUTES 10 2 4 6.6 5.8 7.8 8.0 2.6 1.8 3.8 4.0 2.46 11 12. MANAGES THROUGH CRISIS 9 2 5 6.6 5.8 7.8 7.0 1.6 0.8 2.8 2.0 2.32 11 13. PROVIDES RECOGNITION 10 1 6 6.8 6.0 8.0 6.0 0.8 0.0 2.0 0.0 2.90 11 14. COACHES OTHERS 10 2 6 6.8 5.8 8.3 6.0 0.8-0.2 2.3 0.0 2.66 11 15. MINIMIZES OBSTACLES 10 3 5 6.1 5.5 7.0 7.0 1.1 0.5 2.0 2.0 2.33 11 16. PROVIDES FEEDBACK 10 3 5 6.2 5.7 7.0 8.0 1.2 0.7 2.0 3.0 2.35 11 17. APPLIES RULES & POLICIES 10 3 6 6.6 6.0 7.5 8.0 0.6 0.0 1.5 2.0 2.46 11 18. ADDRESSES DEFICIENCIES 10 6 9 7.8 8.0 7.5 8.0-1.2-1.0-1.5-1.0 1.81 11 19. APPLIES DISCIPLINE 10 5 7 7.9 7.7 8.3 8.0 0.9 0.7 1.3 1.0 1.85 11 20. PERFORMS WITH INTEGRITY 10 5 9 7.3 6.8 8.0 7.0-1.7-2.2-1.0-2.0 1.49 11 21. SUPPORTS ORGANIZATIONAL VALUES 22. ACCEPTS & MEETS RESPONSIBILITY 10 5 7 7.4 7.0 8.0 7.0 0.4 0.0 1.0 0.0 1.71 11 10 5 7 7.7 7.5 8.0 8.0 0.7 0.5 1.0 1.0 1.89 11 23. HANDLES AUTHORITY 10 5 7 7.6 7.7 7.5 6.0 0.6 0.7 0.5-1.0 2.22 11 24. EMPOWERS OTHERS 10 4 6 7.3 6.8 8.0 7.0 1.3 0.8 2.0 1.0 1.83 11 25. SUPPORTS TEAMWORK 10 3 6 7.1 6.7 7.8 7.0 1.1 0.7 1.8 1.0 2.28 11 Page - 19
- STATISTICAL ANALYSIS for: Chris Sample Question HI LO SS TGA A B C GapT Gap A Gap B Gap C SD #Prov 26. ENHANCES WORK ENVIRONMENT 10 4 6 7.1 6.8 7.5 7.0 1.1 0.8 1.5 1.0 2.08 11 27. SEES "THE BIG PICTURE" 10 3 6 6.5 6.3 6.8 6.0 0.5 0.3 0.8 0.0 2.22 11 28. DISPLAYS ENTHUSIASM 9 2 6 6.4 6.3 6.5 8.0 0.4 0.3 0.5 2.0 2.27 11 29. DISPLAYS RESILIENCE 10 2 6 6.6 6.5 6.8 8.0 0.6 0.5 0.8 2.0 2.63 11 30. SHOWS CONCERN FOR OTHERS 10 1 4 6.5 6.0 7.3 7.0 2.5 2.0 3.3 3.0 2.76 11 31. SOLICITS AND APPLIES FEEDBACK 10 1 5 6.7 6.2 7.5 7.0 1.7 1.2 2.5 2.0 2.87 11 32. MANAGES TIME 10 1 5 6.2 5.7 7.3 6.0 1.2 0.7 2.3 1.0 3.03 10 33. MANAGES MEETINGS 10 1 5 6.3 5.8 7.0 7.0 1.3 0.8 2.0 2.0 2.71 11 34. COMMUNICATES 10 2 9 7.0 6.5 7.8 7.0-2.0-2.5-1.3-2.0 2.71 11 35. INFORMS OTHERS 10 1 6 6.5 5.8 7.5 7.0 0.5-0.2 1.5 1.0 2.92 11 36. LISTENS 10 2 6 6.6 6.5 6.7 6.0 0.6 0.5 0.7 0.0 2.96 10 Page - 20
Comments by Feedback Providers Receiver: Chris Sample Following are comments made by feedback providers. These have been recorded verbatim. Please comment on Decision Making & Problem Solving for this person. Not only can I approach Chris when I need support with a solution or with an issue/concern I may be having, she always makes me comfortable coming to her! Chris addressed many "crisis" issues this past year. Hopefully there will be fewer of them this year which will enable less crisis management and more creative management Very level headed, good decision maker - always fair. Please comment on Performance Management for this person. In my opinion, Chris has made great progress in this area. She is a role model for others. Acknowleding "good work or performance" is an area I've seen improvement. Chris expects her staff to do their job and do it well and we know her expectations. She has gone out of her way to send notes, small gifts (like popcorn) flowers or gift certificates to staff that she felt have gone above and beyond. As a staff person - those gestures are much appreciated. Please comment on Technical Competence & Achievement Orientation for this person. She could spend a little more time understand the product line better! Technically, Chris has some shortcomings in product knowledge but makes up for this by surrounding herself with staff that knows it well. This past year has been one of assimilation. Chris should really hit her stride this year. She is a veteran director and is open and interested in new learnings. Chris is committed to top notch achievement - she expects a lot from her staff, but no more than she expects from herself. Chris does a great job regarding staff development and training. She has also made us a great "team" we work well together and have also learned how to "play together". Please comment on this persons Ethics & Leadership Orientation. One should not have to question their ethics when carrying out a task, and sometimes with Chris I feel this is not always the case. Chris has one of the strongest understanding of the mission. She is very aware of displaying it to everyone she works alongside. She has brought the "Big Picture" to many here! Chris has been a great addition to our team. She has handled several difficult issues with poise and calm leadership. Page - 21
Following are comments made by feedback providers. These have been recorded verbatim. Chris is truly a great leader and she believes in the mission of the company and the work that we do. She does a good job empowering staff to make decisions, and has done her best to increase moral of staff. Please comment on this persons Interpersonal & Communication Skills. I think the position that Chris has been elvated to has affected her face to face contact with her staff, however, I feel that she has done an excellent job at continuing to be a resource and a great ear to all she supervises. Sometimes information is discussed that may be of a personal issue that is not needed to be known, that's how gossip is started if discussed by the wrong indivual or group of people. Time management is key with Chris and she handles it very carefully, she has good teams in place at each center that she oversees. Chris is a skilled communicator. Dealing face to face on important topics rather than email. At times Chris may ask your opinion, but she's already made up her mind. Regarding priorities, I feel she forgets to take into consideration priorities we might have within our department. Her priorities and deadlines is what matters. Page - 22