Narrative 360

Select Performance Insight™

Select International’s approach to 360 feedback is very different from the traditional approach. Traditional 360s usually ask raters to measure a person’s particular behavior using a 1-10 scale. Raters can have more than 250 behaviors to rate, not providing a strong picture of how the individual is perceived in any given competency area.

This traditional approach has a couple of additional drawbacks:

• The scales are typically not useful, as respondents often use the ratings from 6 – 9 because they don’t want to “hurt” the individual about whom they’re providing feedback. This greatly limits the tool’s effectiveness.
• Reports are typically numeric, providing systemic interpretations of the scores, not actual feedback from respondents as to how they perceive the individual’s behavior.

Select International’s web-based Performance Insight™ gives raters the opportunity to use detailed narrative to measure an individual’s potential and perception. Often used as part of an Assessment Report, Select International’s Performance Insight is best utilized when combined with the assessment data to provide a more robust personnel evaluation of potential (what he/she is capable of) and perceptions (how people perceive the individual’s behavior). These two data points, in combination with actual performance data, provide the most complete evaluation possible for on-the-job behavior. Performance Insight:

• Provides detailed, narrative feedback to the individual, with specific suggestions from the individuals as to how the person could improve his/her effectiveness. Respondents no longer need to rate the behaviors, they simply have to describe them.
• Allows respondents to enter their comments into a web-based tool, and responses are completely confidential (paper and pencil administration is also available). The data is housed on a server that only Select International can access. Respondent comments (with the exception of the supervisor) are all displayed together.

Trained assessors provide the ratings to the overall responses for each competency category, eliminating the “halo effect,” and increasing rater consistency. Assessors will also paraphrase responses if the information is so specific it can be traced back to a respondent.

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