State of Colorado 360-Degree Feedback Program
Research has shown that 360-degree feedback can be very effective in assisting employees in meeting development goals. Generally, the benefits come from an understanding of how others view the person's behaviors. 360-degree feedback is a great way for a person to determine whether or not he or she is meeting his or her own development goals.
We all know that supervisors do not see all of the performance that their direct reports exhibit. Peers will see some behaviors, direct reports will see some behaviors, and customers will see some behaviors, that supervisors don't have access to. One way to get a more complete picture of a person's behavior at work is to gather ratings from the full circle of a person's workplace network. This is where the name 360-degree feedback orignated. We are taking a look at a person's performance from various different perspectives.
Participant (ratee): This role is the person who is going to have his or her peers, supervisors, and direct reports provide ratings of his or her behavior. This person will receive a report of how others view him or her with regard to several competencies.
Rater: This role is the person who will be conpleting ratings of the participant. A rater might be the participant's supervisor, direct report, peer, or client.
Feedback provider: This role is the person who will be going over the final 360-Degree Feedback report with the participant. This role may be occupied by the participant's supervisor or mentor, the program administrator, or another designated person within the organization.
Program Administrator: This role is the person who is responsible for identifying participants and raters as well as making certain decisions with regard to how the project will proceed within his or her own department or unit.
For more information please contact:
Nicole Olsen, Continuing Education, Colorado State University ( firstname.lastname@example.org )