assessment - theimi.org.uk · • feedback summaries - a summary of performance against the...

Realise your potential with the IMI’s 360 Management Assessment Tool

The Institute of the Motor IndustryFanshaws, Brickendon Hertford SG13 8PQTel: 01992 511521 Fax: 01992 511548

www.motor.org.uk/360 www.motor.org.uk/360

360assessment

Contents:: Introduction to the IMI’s 360 Assessment

Page 4: Summary of key features and benefits

Page 5: The next steps

Page 6: Price list

Page 7: 360 Assessment report example

Page 11: Frequently asked questions

360assessment01 I The Institute of the Motor Industry

The IMI’s 360 Assessment Tool provides:• Powerful manager development experiences

• Insight into your managers’ personal style, strengths and development needs

• Opportunities to create a personal development plan

• Rigorous feedback based on real workplace situations

– recognised as ‘fair’ by managers

• Effective motivation for managers

• Methods to implement lasting behavioural change

• Management data storage and interrogation technology

• Analysis of current training and development needs

• Foundations for building an effective “management

development strategy” for the future.

Return on investment?Invest in developing a worker and youincrease their performance. Invest indeveloping your managers and youincrease the business performance.

From just £37.50* per survey 360s are cost effective and affordable*Price excludes VAT – terms and conditions apply

www.motor.org.uk/360 I 02

The 360 is a flexible assessment tool that provides an impartial insight into a manager’s current working competence, performance and behaviour.

Each report contains the following:

• Spidergram - A visual representation of the candidate’s scores, linking their own performance in key competencies in relation to how their colleagues’ score them.

• Highlights - A summary of the areas in which the candidate scored highest.

• Lowlights - A summary of the areas in which there is an opportunity for professional development.

• Feedback summaries - A summary of performance against the individual key competencies.

• The 360: Assessor Feedback - This is a real opportunity to begin to create a development plan for the candidate. Here, the assessor is invited to feedback on: • What’s working well • What the candidate could do differently or better

Engaging all levels of management

Delivering feedback to increase performance

03 I The Institute of the Motor Industry

Measuring key management competencies

Stand-alone or part of Automotive Management Accreditation (AMA)The 360 assessment tool can either be used as a single appraisal solution or as part of a wider AMA assessment.

Appraisals are completed by the candidate, their line manager and a selected number of colleagues. Aside from the candidate’s line manager, the sources of feedback remain confidential.

The 360 assessment tool measures the candidate’s current performance against the following competencies:

• Creating a winning culture • Leading the team• Engaging the workforce • Using ‘joined up’ thinking• Acting decisively • Operating with ‘can do’ attitude• Actively engaging in self developmentOnce complete, the all survey data is collated, drawing a comparisons between the candidate’s view of their own performance and their colleagues’ view.

Appraisals using The 360 are effective for management;• LEVEL 3 – First line managers • LEVEL 5 – Middle managers • LEVEL 7 – Senior managers

A targeted version of The 360 assessment tool is used for each management level.

Once The 360 assessment is completed, a clear, detailed report is generated. The candidate will then receive feedback from an appropriate individual within their business e.g. their Line Manager using the content of the report as the basis for the discussion.

Summary of key features & benefitsKey features Key benefits

Measures current competence and behaviour

• Offers a unique and impartial source of data for analysis at strategic level

Personal Insight • An unbiased objective insight into a candidate’s needs

• Management style

• Development needs

Aligned to AMA • Represents the opportunity to install bespoke measures for training/professional development

• Provides an opportunity to embrace AMA at any point

• In total alignment and updated with AMA

Very competitively priced • Cost effective for the organisation

• Encourages greater coverage across the management team

Bespoke solution according level of management

• Offers the opportunity to develop existing qualities without de-motivating staff

• An appropriate solution for each tier of management facilitates engagement with the assessment and reduces “fear factor”

• The 360 helps highlight areas of current competence and areas where improvements can be gained

• Offers an insight into your management skills

Industry designed and approved

• Relevant and recognised by the industry

• Impartial

An Investment in your people

• Helps your managers grow within their role - they will be more confident, self aware and far more likely to be retained

• Savings in recruitment costs, poor working practice – a positive effect upon the rest of the team

• Enables your managers to demonstrate current competence and professionalism

• Helps drive business efficiency by highlighting areas of need

• An “easy to deliver” solution for senior management team, HR and M&L professionals who need to grow management and leadership capability within their organisation



What happens now?Organisations interested in using The IMI’s 360 assessment tool, should contact a representative of The Accreditation Academy at The IMI in order to request that a draft Service Level Agreement t be drawn up – the latter will include relevant time scales.

Once numbers, options and the duration (if applicable) are agreed, an appropriate Service Level Agreement is signed – 50% of the total cost is payable at this point . A further 25% is due upon completion of the first 360 reports and the final 25% on completion of the project. If the survey will be ongoing and is “employer branded”, a “follow-on agreement” is required – this is due to on-going annual hosting charges.

Agreement signed – 50% payment required

Client supplies names of the participants to be entered on the template spreadsheet•· Integrity of the data is the responsibility of the client

Client details entered on the system, along with their raters ·• If IMI administered, as per time scales agreed

As soon as the candidate is saved, emails go to raters with link to survey•· Reminders are sent automatically 2 weeks later to those who have not completed the survey

As soon as the candidate’s report is complete, a pdf version is generatedand emailed to the administrator


Note 1: A concession of £10 per survey applies for orders of over 1,000 Note 2: It is possible to arrange a fully bespoke version – please contact the centre coordinator at the Accreditation Academy (IMI)

VARIANT QUANTITY INVESTMENT

IMI branded and administered

Employer branded, coordinated and administered

Employer branded - IMI coordinated & administered

Up to 100 appraisals

100 + appraisals

100 + appraisals

£37.50 +VAT per appraisals

£40 +VAT per appraisals in 1st year £35 +VAT per appraisals thereafter

£50 +VAT per appraisals in 1st year £45 +VAT per appraisals thereafter

Price List June 2011

360assessment

360AssessmentReportExample

360assessment07 I The Institute of the Motor Industry

360 Assessment Report Example (Level 3)

Summarises graphically your self perception and compares it with the feedback you received

Spidergram

4

3

2

1

Creates a Winning culture• Does the candidate?

Leads the team• Does the candidate?

Develops self• Does the candidate?

Joined up thinking• Does the candidate?

Acts decisivley• Does the candidate?

Can do attitude• Does the candidate?

Engages the workforce• Does the candidate?

Own score

Average Feedback

360assessment

360 AssessmentReport Example(Level 3)




360assessment

Creates a winning culture - Does the Candidate?

Leads the team - Does the Candidate?

Acts decisively - Does the Candidate?

Develops self - Does the Candidate?

Joined up thinking - Does the Candidate?

Engages the workforce - Does the Candidate?

Can do attitude - Does the Candidate?

3.883.623.674.33

AverageColleagues

ManagerSelf

3.483.243.444.44

AverageColleagues

ManagerSelf

3.63.613.174

AverageColleagues

ManagerSelf

3.763.793.44

AverageColleagues

ManagerSelf

3.773.873.53.63

AverageColleagues

ManagerSelf

3.823.594.54

AverageColleagues

ManagerSelf

3.83.6944

AverageColleagues

ManagerSelf

Summary of competencies

Measuring Scale

Always Nearly Always Sometimes Rarely Never Don’t Know

5 4 3 2 1 0


Your ten highest scoring behaviours

Please identify three attributes/skills which the candidate does well:

Gets along with everyone

Liaises with higher management

Organised

Strong in conviction

Takes Ownership

Communication

Minute taking

Encourages regular tea breaks

Brings in snacks

Takes good minutes

Lots of things

Organises the team, identifies business opportunities, motivates people

Please Identify three attributes/skills which the candidate could consider doing differently:

Understand figures better

Learn about recruitment in the business

Taking open and honest criticism

Managing peoples expectations

Confirming people understand direction

Computer skills

Managing meetings, identifying sensible targets/objectives, team building

Other areas

Walk slower around the block

Come to lunch more often

Highlights

In detail: 360 Feedback


Self Manager Colleagues Average

Build positive relationships in their area of responsibility 4 5 4, 5, 5, 5 4.67

Maintain a current level of competence 3 5 4, 5, 5, 5 4.67

Demonstrate a clear thought process when considering problems and making judgements 3 5 4, 5, 5, 5 4.50

Consider issues by collecting information from a range of sources including hard facts and anecdotal feedback 4 5 4, 4, 4, 5 4.33

Demonstrate a positive attitude when tackling issues and people 4 3 4, 5, 5, 5 4.33

Demonstrate open, two way communication in a language that can be clearly understood by everyone concerned 4 5 4, 3, 5, 5 4.33

Demonstrate professional and ethical behaviour 4 4 5, 4, 4, 5 4.33

Find workable solutions to everyday problems 3 4 4, 5, 5, 5 4.33

Set standards and pace for the team 4 4 3, 5, 5, 5 4.33

Assess options and consider the impact of decisions on other aspects of the business 5 4 4, 0, 0, 4 4.25

FrequentlyAskedQuestions

11 I The Institute of the Motor Industry360assessment


Q: What is the definition of “a 360”?A: 360-degree feedback, also known as multi-rater feedback, multisource feedback, or multisource assessment, is feedback that

comes from all around an employee/candidate. “360” refers to the 360 degrees in a circle, with an individual figuratively in the centre of the circle. Feedback is provided by subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders.

Q: Is the IMI’s 360 assessment tool flexible and can it be bespoke?A: Yes – in line with AMA, our 360 is designed to accommodate three levels of management: • First Line • Middle • Senior In certain models, it is possible to use vocabulary and logos to reflect your organisation.

Q: Is The 360 feedback process confidential?A: Yes - The data displayed in feedback reports for all multiple rater categories e.g. colleagues, is averaged and shown as one

result - only the “Self” and “Manager” ratings are obvious to the subject.

Q: Is the IMI’s 360 assessment tool user friendly?A: We believe that our product is not only effective but very “user friendly” to boot. The site is designed to take you through

the stages one at a time and keep you in control of your 360 feedback survey.

Q: What are “raters” in a 360?A: In this survey, the term “Raters” refers to all participants, other than the subject, providing the feedback by completing

the on-line questionnaire.

Q: Can I see if my raters have completed their questionnaires?A: Not directly. Coordinators will have access to a monitor page displaying which of your raters have completed their

questionnaires and who is still outstanding – you will then have the option to chase them up!

Q: How long does it take to complete The 360 on-line?A: This will depend upon your competency model and how many behaviour statements there are in your questionnaire

- the norm is about 50 statements. NB. • There is no provision to “save for later” during the assessment. • You should always ensure that you have allocated sufficient time to complete the assessment.

Q: Is The 360’s feedback report easy to understand?A: The feedback report is designed to be self-explanatory. That said it is advisable to work through it with your line manager,

a member of your HR team or external coach as applicable, The report is designed to help you to recognise your strengths as well as areas for development – from it, you should be able to produce a development plan (see our sample feedback report at www.motor.org.uk/360).

Q: Can I compare my results with my colleagues or a previous report?A: The report generated by The 360 enables you to compare your performance in competencies and behaviour categories with

your previous report. It is also possible to set the system to show the average scores for the group currently undertaking a survey NB. In order to activate this feature, feedback reports must be generated at the same time at the end of a project.

Frequently Asked Questions


“Close the gaps” : Refer to IMI CPD and Training Partner offer for

upskilling and/or coachingor

Contact The Accreditation Academy at The IMI – discuss engagement

with the full AMA solution

Q: What are the key stages of the process?

Frequently Asked Questions Continued...

Select the appropriate management level i.e. 3,5 or 7

Completion of The 360 by the candidate

RATERS FEEDBACK

Good feed-back and communication of development needs by The Line Manager or Development Team / expert

Contact The Accreditation Academy at The IMI – choose a 360 solution

360assessment


Q: Is there an opportunity to include free-text responses in the reports?

A: Yes there is. The system can be set to ask specific (editable) open questions after each competency and/or at the end of the assessment e.g. “What should the candidate to do in order to stop / start / continue to improve their performance?”

Q: Is it possible for “raters” to provide development comment?A: Yes it is. Having completed the assessment, raters will be afforded the opportunity to comment on three areas in which

the subject performs well and three in which they could improve / need development.

Q: As a senior manager, can I check if my staff are selecting a wide range of raters from their colleagues...and not just their friends?

A: Yes you can – nevertheless, it is the responsibility of the survey administrator at your organisation to ensure that chosen raters are appropriate to the subject and that the personal details supplied are correct before the test can begin.

Q: Can our company outsource the whole process to The IMI?A: Yes. By opting for our “IMI Branded & Administered” model we will set up your project, input your competency model (or our

generic version), customise the site, edit all the web pages and emails, send out invitations to your subjects, monitor progress of the project including chasing up late questionnaire raters, keep you updated on progress, generate feedback reports and send them to whoever you specify.

Q: Is there an option for us to manage our own “360 feedback” projects?A: Yes there is. By selecting our “Employer branded, coordinated and administered” version, we will set up a bespoke 360 site,

providing an operational briefing and ongoing telephone and email support during normal working hours. The site is effectively managed by you – in doing so, you can provide your own service to your organisation. The latter could, for example, include a link to your intranet enabling your staff to register and take responsibility to manage their own 360 surveys as required.

Q: If we wish to manage our own 360 projects, can The IMI provide training to help us to correctly interpret the results?A: Whilst the IMI does not provide training of this sort, we can refer you to appropriate help. We can, however, offer you some

mentoring regarding the administrative procedures involved in managing your own 360.

Q: Are there any hidden costs?A: None at all – our price list is clearly set out and transparent. The cost applicable is on a “per report” basis – this is based

upon the number in each project including all set-up and customisation costs (see our price list for available options). Our “self-managed” version includes an initial one off set-up fee and then are based on the number of credits (feedback reports) purchased in advance.

Q: Is someone there to help if we encounter problems ?A: Yes. During normal office hours, our customer support service is there to answer any queries by phone or email.

Q: Does The IMI offer help to candidates and their organisations before and after they engage with The 360?A: The IMI does not offer in-house training solutions. We can, however, help you by offering appropriate advice e.g. we could refer

you to our CPD offer – the latter is made up of our CPD Partner organisations who will be able to advise you further and offer bespoke solutions. For further details, visit: www.motor.org.uk/360

Frequently Asked Questions Continued...

The Institute of the Motor IndustryFanshaws, Brickendon Hertford SG13 8PQTel: 01992 511521 Fax: 01992 511548

www.motor.org.uk/360 www.motor.org.uk/360

360assessment

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