Managing the 360 Review Process

The Process Owner or the Manager typically can oversee the 360 evaluation progress from the Evaluation Summary section.

Content can be anonymized if the 360 Review is anonymous and the results from the 360 Detailed Report. Categories of participants can roll up together as needed to protect raters’ identities.

From the Evaluation Summary, actions like adding or removing participants, sending back evaluations to participants, recalling the form, or sending reminders will be available, depending on your template configurations.

The Detailed 360 Report link is accessible from the employee’s 360 Review form after reviews have been submitted.

Typically, the employee’s manager or process owner can access this report. It can be accessed from the manager’s En Route folder once the manager provides their evaluation.

Once all participants have submitted their evaluations (or declined to participate), the form is accessible in the manager’s Completed folder.

Upon opening the Detailed 360 Report, you will see the 360 Summary Report. This is just one of the views available. The views you turn on or off for your users will depend on your needs.

The Overall Rating section displays the average overall rating and ratings categorized by rater type. There are also minimum and maximum ratings.

In the Competency Feedback section, all of the raters’ ratings and comments are displayed by competency. Depending on whether you configure your 360 Review to be anonymous or not, you may or may not see the names of the employees who have provided each comment.

The Gap Analysis View Report identifies differences in employee and participant performance ratings.

If participants rate the employee’s performance higher than the employee, the employee should be notified of strengths they might not be aware of. If they rate performance lower than the employee, this could be an area for the employee to develop.

The Hidden Strength and Blind Spot Report identifies performance ratings that the employee rated higher or lower than all the other raters.

With this type of report, we can identify if the employee’s perception of a particular competency is too high (Blind Spot) or too low (Hidden Strength) compared to the ratings provided by all the other raters and take the appropriate actions.

The Rank View Report displays the employee’s competency rankings from highest to lowest and lowest to highest to easily identify the employee’s strengths and development opportunities. However, the Rank View Report does not display comments.

The expected rating per each competency, if defined, will also be displayed in the report.

The Generate button allows users to gain synthesized generative AI insights from participant feedback, both overall and for individual skills or competencies. Users can also select to include AI-generated insights on a printout of the form.

The generative AI in the Detailed 360 Report can be used in two scenarios:

• Overall understanding of a Detailed 360 Report: Users can access an employee summary, key points, and suggestions for improvement.
• Consolidated analysis of a specific skill or competency: Users can access insights with an in-depth analysis of the employee's performance in a specific area and recommendations for improvement.