PERR 360 (Performance Review)

Description

A 360 feedback system is a major step-up from standard, one-on-one performance reviews. Whereas the latter typically consists of only a manager’s or supervisor’s perspective of an employee’s performance, a 360 feedback benefits from the input of multiple raters, including colleagues, customers and direct reports. This provides a more well-rounded review of a person’s performance.

The goal of the PERR 360 is to evaluate 31 different aspects of your performance, including your ability to work with others, the degree of effort you put into your work, and the degree to which you are committed to achieving your full potential.

Review your results carefully. If there are areas where your performance was not rated as high as you had hoped, do not allow this to discourage you. Your raters have offered you this insight in the hopes of helping you improve and grow. See this as an opportunity to expand your skills and bring out the best in yourself. Make sure to review your results in detail, paying close attention to skills and traits in which others recommend improvement, and any areas in which there are clear gaps between your personal ratings and the ratings of others.

Purpose: LEAP 360 is designed to allow direct reports, peers, and group members to assess the performance of their leader on a variety of traits and competencies.

Vitals 
No. of questions: 70
Question type: Self-assessment and rating scale
Estimated completion time: 20-30 minutes per rater
Shorter versions of assessment available: N/A
Recommended age level: 18+
Qualification Level: Class A
Compliance: APA standards
Group Comparisons: Available

Features
This 360 feedback system consists of a self-assessment for the
target and a rating survey for those who are offering their feedback
(e.g. managers, direct reports, customers, and colleagues). A team report can be generated for a
group of targets to assess the performance of the group as a whole.

Individual report Includes:
● Introduction
● Graphs
● Detailed narrative interpretation
● Rater comments (optional)
● Advice
● Suggestions for learning materials

Team comparison report Includes:
● Introduction
● Graphs
● Detailed narrative interpretation
● Rater comments (optional)
● Coaching tips for managers
● Suggestions for learning materials

Factors and Scales:
PERR 360 provides an overall performance rating, in addition to ratings for 5 overarching
factors, broken down into 31 competencies:
● Work Ethic: Assesses the manner in which a person completes tasks and conducts
himself/herself in the workplace. Includes Diligence, Dedication to Self-Improvement,
Attendance, Integrity, Accountability, Productivity, Quality of Work, Results Orientation, and
Resourcefulness.
● Work Attitudes: Assesses attitudes towards one`s job. Includes Engagement, Proactiveness
and Initiative, Flexibility, Customer Orientation, Coping with Stress, and Self-motivation.
● Interpersonal Skills: Ability to interact effectively with others. Includes Communication Skills,
Listening Skills, Conflict-Resolution Skills, Agreeableness, Assertiveness, and Helpfulness.

● Organization Skills: Assesses whether an individual has a systematic and organized work
approach. Includes Time Management, Orderliness, Organized Work Approach, GoalSetting, and Prioritizing.
● Competencies: Assesses various work skills that contribute to an individual’s job success
in the short and long-term. Includes Technical Skills, Team Player, Leadership Behavior,
Decision-making, and Job Proficiency.