| 360° -Feedback Service |  | The Office of Leadership Development sponsers an Individual Leadership Development Plan that we call 360° -Feeback.
The 360°-feedback service provides individual learners with clear data from trusted raters regarding their performance as positional leaders. After the collection, analysis, and interpretation of the data, the Office can help construct tailored leadership development plans to help learners increase their leadership capacity.
Key elements of 360°-feedback:
Used only for development planning and not connected with performance evaluation in terms of compensation, retention, or tenure.
Collected using a proven, industry standard tool which obtains in a standard format from raters (other than self and boss) selected by the leaner.
Covers two critical facets for each of 67 competencies: current skill level of the learner and the importance of the competency in the learner’s current position.
Analyzed and interpreted with the aid of a certified facilitator.
Belongs to the learner; with the facilitator’s copy destroyed after the interpretation session.
Provides a reliable baseline, highlighting strengths and weaknesses.
Used in conjunction with the District’s Leadership Model, helps identify the ‘current state’ and ‘desired state’ for critical leadership competencies.
Outline of steps in the 360°-feedback process:
Learner contacts the Office to express interest in participating.
The Office periodically assembles a group of learners, based on criteria such as seniority, balance of learners across the District’s administrative population, etc..
Selected learners notify the Office of the names of the raters they’ve selected.
The survey-provider notifies the raters of the steps needed to complete the internet-based survey.
At the conclusion of the response period, the provider consolidates the data for each learner into a comprehensive personal report.
The Office arranges an interpretation session.
The Office helps create a customized leadership development plan.
The learners checks in periodically to indicate level of follow-through.
Since 70% of learning occurs on-the-job, the Office encourages each learner to work closely with her/his boss to look for development opportunities that arise during normal activities.
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