Based on more than 30 years of working with companies on 360 degree feedback projects, Censeo has developed four established 360 degree feedback surveys – executive, manager, supervisor, and individual contributor. These 360 surveys are ready to implement immediately, and meet the needs of many clients. Some clients, on the other hand, use one of these surveys as the basis for developing their own custom 360 degree feedback survey, and other clients want to develop a custom survey from scratch based on their competency model.

Yes, in two respects. First, the items are based on competency models developed in world class organizations. Second, the items have been used repeatedly in many companies in different industries, so we know they are important to job performance, and they can be reliably rated.

The best way to learn about the steps is to take the short tour that explains the steps and Censeo’s innovative platform and reports. But here are the basic steps and an approximate timeline:

• 1 Week: Communications to participants in advance
• 1 Day: Post and launch a custom survey after it is developed (established surveys are ready immediately)
• 2-3 Weeks: Survey administration
• 1 Day: Generate individual and group 360 feedback reports
• 2-3 Weeks: 360 degree feedback and action planning

Yes, although most clients don’t require consulting services during this phase. The 360 degree feedback reports are very easy to understand, and each section is preceded with an clear explanation page, so “training” participants really isn’t an issue. The big question participants have is, “What can I do to improve?” and the development suggestions section gets them started down the right path on that. We also provide clients, at no cost, a 360 Degree Feedback Development Planning Action Guide for participants, and a presentation template for reporting the results to management.

Some clients would still like the feedback to be professionally handled, and feel it adds credibility to have one of our Industrial-Organizational Psychologists conduct feedback sessions – sometimes individually face-to-face (or via conference calls), and sometimes in group meetings. Fees are changed on a per diem basis.

That depends on the purpose of the survey and the kinds of items it contains. There is no “one best rating scale.” Click here for a white paper on 360 degree feedback rating scales.

There are three possible scenarios. First, participants are given guidelines on who and how many raters to select, and they select their own raters using the online platform. Second, same as the first, except that the participant’s manager approves the selection of raters before the surveys go out. Third, some companies want complete control over the process and they send Censeo a list of all participants and raters, which is uploaded into the system. Click here for a white paper on selecting raters in a 360 degree survey process.

Several things can be done to increase the response rate during a 360 degree feedback initiative:

• First, good communications to participants and raters in advance of the 360 survey. Censeo provides templates clients can modify and use.
• Second, clear communications about what people should do. Censeo’s 360 degree feedback platform automatically sends out email messages which contain instructions and a link to the site.
• Third, remind raters who haven’t responded. Censeo’s 360 degree feedback platform automatically sends up to three reminder messages to raters who haven’t responded by pre-determined dates.
• Finally, and most importantly, make everything absolutely as simple and easy as possible. Censeo does that, too.

When these actions are taken, the response rate can be 90% or greater.

In most cases, yes, for two reasons. First, raters appreciate the opportunity to make qualitative comments. Second, the written comments contain valuable information to help participants understand their strengths and development needs, and raters often make specific suggestions on what the participant might do to improve.

That’s a tough question, and there’s a lot of debate on the issue. Most companies conduct 360 degree feedback for development purposes only, and participants are explicitly told that the results won’t impact their appraisal ratings or compensation. But other companies use the 360 degree feedback as one of the factors to consider in the appraisal process, especially with respect to setting goals for development. Our general advice to clients is to proceed with caution in this area – perhaps starting out using 360 degree feedback only for development, and then gradually working it into the appraisal process as the concept of 360 degree feedback becomes more accepted in the organization.