Original Date: 01/26/1998
Revision Date: 01/18/2003
Information : 360 Degree Assessment
As part of Corpus Christi Army Depot’s (CCAD’s) plan to develop into a High Performing Organization (HPO), the 360 degree assessment on individual performance is being piloted in the Corporate Performance Office (CPO). This method of feedback to an individual (by peers, customers, and supervisors) is designed to provide more accurate feedback about an individual’s performance. Implementation of 360 degree assessment is intended to provide the organization with a measurement tool that identifies individual, team, and organizational strengths and weaknesses, as well as areas for development.
Prior to implementing this program in the CPO, performance feedback came from two possible sources. The first source was the traditional supervisor/subordinate performance appraisal, and the second source was a limited feedback form provided by the individual’s customers. The limited feedback form involved ten questions in areas of general competencies; however, a subsequent action plan was not developed as a result of this feedback.
With the 360 degree assessment program, six people (four peers selected by the rated individual, the supervisor, and a self assessment by the individual) assess the individual in the six general areas of Mission/Vision/Value, Team Work, Managing Resources, Professional/Technical Knowledge, Business Skills, and Customer Service. There are 45 measurable elements in these six areas as well as narrative comments. Each element is measured on a scale of one to ten.
Confidential feedback is received only by the individual on which he or she can analyze strengths and weaknesses. The individual uses this feedback as the basis to develop a personal action plan. The personal action plan can be used at the individual’s option as a point of discussion to develop performance factors for official evaluation.
The benefits of this feedback in pursuing an HPO are already being recognized. The CPO completed the first surveys in July 1997, and scoring took place in September. Feedback reports were reviewed with the individuals involved in the pilot program during a workshop in December 1997. As a result of the first survey, the team scores identified Customer Service as a combined strength, and Managing Resources as an overall weakness. In support of becoming an HPO, CCAD is planning to implement the 360 degree assessment program throughout all areas of the Depot.
For more information see the
Point of Contact for this survey.