Eighty-seven percent of the approximately 1,500 people who were asked to provide feedback on their colleagues through the 360 tool did so, and nearly every one of the 1,300 or so participants completed the entire feedback form.
�That�s an excellent response,� for the first-year 360-degree process, says Nicole Tefft, director of Human Resources.
The 360-degree tool is a part of the revised evaluation process for administrators that was approved by the Council of Administrators and President�s Cabinet in April 2012.
All administrative employees were required to provide a minimum of six raters, a group that can include a combination of peers, subordinates and/or external community members.
Among other categories, the 360-degree form asks the rater to provide feedback on employee�s performance in areas such as job knowledge, quality of work and communication skills on a scale ranging from excellent to very poor or cannot judge.
The purpose, according to the feedback form, is to help individuals become more aware of their strengths and weaknesses; to help identify development areas and facilitate changes in work style or effectiveness; to communicate the perceptions or expectations of co-workers related to competencies and performance; and to plan employee training and development.
Responses are anonymous and compiled into a report provided to supervisors by March 18.
Top of Page