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index examples
interviews
leadership tips
motivational posters
william moulton marston's DISC personality theory (Inscape, Thomas Int., etc)
puzzles answers
See main subjects index for more materials, ideas and resources.
Feedback Form headings and instructions: appraisee name, date, feedback respondent
name, position (if applicable) plus local instructions and guidelines for completion, etc.
key
skill/capability question feedback
skill/capability feedback question
element number score
area
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
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20
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Optional section: for additional feedback comments about the appraisee (if you provide
this option it is advisable to ask respondents to be as constructive as possible.....)
You can see from this that the process of designing the feedback
document (essentially a questionnaire) is to build it from the role's
key skill areas, break down these into elements, and measure each
via carefully worded questions, which the respondents answer and
thereby grade the performance - ie., give feedback - in respect of
the person in question.
The question as to anonymity of respondents is up to you. A grown-
up organization with grown-up people should be able to cope with,
and derive more benefit from, operating the process transparently -
but you need to decide this. Some people are happier giving
feedback anonymously. And some people are not able to deal
particularly well with criticism from a named person. For more
information and guidance about handling and explaining this
particular aspect refer to the Johari Window model - it's a powerful
and helpful concept to use alongside the 360 degree
feedback/appraisal process.
As mentioned above, workshops are a good way to devise these
questionnaires, especially the questions to assess each skill or
behavioural element.
Analysis of group results is much easier if you use a numerical rating
system. The sample free training needs analysis spreadsheet
tool can easily be adapted for analysis of 360 degree feedback
results, which can then feed into the analysis of training needs. The
same training needs analysis tool is also available in pdf format.
see also
Other tools and materials related to appraisals, individual
assessments, and learning and development, including:
• job interviews and interviewing - the
processes are similar to appraisals -
many of the questions are useful and
can be adapted for the appraisal
meeting or the appraisal form itself -
the information and ideas for group
selections and assessment
centres also relate potentially to
performance appraisals
• personality theory and models
• multiple intelligence theory and
learning styles
• coaching and training process flow
diagram
• delegation/objectives SMART tool
• training planner tool
• Kolb learning styles theory and
diagram
• empathy to build trust and diffuse
conflict
• transactional analysis - for better
communicating and understanding
• delegation - how to
• Adams equity theory on job
motivation and diagram
• leadership tips
• job descriptions - structure and
examples - it's helpful to have the
person's job description at appraisals,
or to take yours along if it's your own
appraisal...
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e.g. swot analysis, change management, cv template, team building...
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