Your 360 degree feedback - Quick Start Guide
Advice for 360 appraisees (i.e. you are compiling a 360 degree feedback report on yourself).
1. Initialising your account
You will start your 360 degree feedback by receiving an email from the person managing your 360. You may even be reading this page because you clicked the <Quickstart> link in your invitation email.
Your first task is to create a username and password. Follow the <Control Panel Link> in your email and you will reach a page where you can create a username and password for yourself. Remember these because you will need them to access the system in the future. Click the <Save> button to store them and then log into the system.
2. Completing your questionnaire
Having logged in, your control panel will contain a message telling you to click a link to start the process. Click the <start> link and you will see a list of the competencies that your questionnaire covers. Click the <submit> button at the bottom of the screen and once your questionnaire has been built you will be taken to your control panel
Now follow the link to <fill in> your self perception questionnaire. You don't have to fill in all questions at one sitting, but you must complete them all before your report can be generated. This includes the free text questions at the end. You do, however, have the option to answer 'Don't Know' to any question you feel unable to answer.
3. Choosing your respondents
You need to choose a number of people to invite to give feedback. It is recommended that 8-11 is about right but if you want to choose more you should discuss this with a Leadership Development Advisor. The most important factor is that you choose people a) who really have had the opportunity to observe you sufficiently to have a realistic idea of how you behave and b) who you trust to give honest helpful feedback.
In your control panel you will see a space to add your respondents. These are the people you wish to ask to give feedback on you. The respondents you choose must include your direct line manager, some direct reports and others i.e. peers/colleagues. It may also include others who you work with closely within or outside the organisation. Other than your line manager it is recommended that you choose 3 or more people to respond from each category to protect confidentiality of respondents. This will also ensure that if everyone responds to the questionnaire the full range of respondent groupings are able to appear in your 360 feedback report.
4. Inviting Respondents
Click on the <add> link next to the Add another respondent and you will be asked to give the name and email address of each of your chosen respondents. They will then each get an email containing a personalised link to your questionnaire.
If you need to correct an email address then click on <resend email> and you will be given the opportunity to edit the address.
IMPORTANT: please make sure that you enter email addresses accurately.
IMPORTANT: make sure that you do not use accents, or other non-UK characters when filling in names and email addresses
If the respondent loses the email you can resend it by clicking the <resend email> link, this will also give you the opportunity to edit an incorrect email address if you need to. If you change your mind about your choice of respondent you can choose a different one by using the <remove> link (as long as they have not already started the questionnaire) and adding a new one.
5. Reviewing progress
The progress of your 360 work set is shown in the Control Panel Alerts section.
Once your respondents start to fill in your question set their status on the control panel will change to <In Progress>. At this point you can no longer change your mind and choose a different respondent. As each respondent completes all the questions their status will change to <Completed>. Once all your respondents have completed and submitted their results and you have filled out your own self perception a link to your report will appear in a highlighted panel at the bottom of the control panel ready for you to view.
Not Started – means that the respondent has not yet started to fill in the questionnaire. You can still cancel the invitation and send it to someone else.
In Progress - means that the respondent has started to fill in the questionnaire but there still remain one or more unanswered questions. All questions must be answered including any free text questions.
Completed - means that the respondent has finished filling in the questionnaire and can no longer access it or change their answers.
You will be able to send your respondents reminders from the control panel if they are not responding. It is important that as many of the respondents reply as possible in order for your feedback report to give you data from as many groupings of respondents as possible.
Your account will normally close 3 weeks after the activation date unless you contact your Leadership Development Advisor to agree otherwise. An extension to the 3 week period will only be agreed in exceptional circumstances.
6. Viewing and reading your report.
As soon as your report is ready a new link will appear in the control panel. This will allow you to look at your report. You can download and print out an A4 PDF version of your report by selecting the <Export to PDF> option from the control menu.
The top part of your report shows a summary of the competencies in the questionnaire and how overall your self perception compares to the scores you got through feedback. Your highest scoring competency (based on feedback scores) is shown at the top and the lowest scoring is at the bottom.
In the second part of the report each competency is broken down into its component questions showing how you scored yourself and how your respondents scored you scored you. If you chose to allocate relationships to your respondents (e.g. manager, direct report, other) when you assigned them then these will be shown by the different colours in the report figures. The first figure in the individual feedback scores always represents the same person, the second and so on so that you can see if one person consistently scored you high/low or whatever.
A summary of respondent’s comments to the free text questions will be shown at the end of your report.
7. Using your report and your appraisal 360 workbook to identify your strengths and development areas
You should use the 360 workbook (available by clicking here) to help you examine your 360 report and interpret the results.
The 360 report will highlight differences between your self perception of how you operate in your role and how others see you. Critical areas for self-development are often highlighted.
The CFRS appraisal360 workbook will help you to consider the findings in your report and prepare some thoughts for discussion with your feedback facilitator.
The workbook will also give you some advice on managing your personal reaction to feedback as well.
Help with interpreting the findings in the 360 Feedback Report
A member of CFRS Learning and Development Department will have already been in contact with you to set up a meeting with an appropriate feedback facilitator. When you meet with them the feedback facilitator they will help you reflect further on the findings of the report. You can then start to consider any personal development needs that arise. These needs will then form the basis for a personal development plan to be discussed further with your line manager as part of the ongoing appraisal process. This meeting will take place normally within 1-2 weeks of your account closing.