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Profiles CheckPoint 360°
Competency Feedback System

Checkpoint 360 Special Annoucement -- Organizational Management Analysis

Click here to read about the new Organizational Management Analysis.

Sample Report Download Instructions:

Click here to download a CheckPoint 360 Competency Feedback System sample report in PDF Format.

On-Line Demonstration Program Instructions

Click here then follow the four steps below to access the Demonstration Program which works for all Modes but the Administrator's mode.

  1. Enter 1 in the first box after Entry Key.
  2. Enter Boss, Direct, Peer, or Self into the second box after Entry Key.
  3. Click on Begin button.
  4. Click the "Continue" button (you do not need to enter a password) at the end of each screen, without entering any information and you may proceed through the assessment until you have moved through the instructions and survey.
Click here to read about the CheckPoint Skill Builder Series that helps get the most out of a CheckPoint 360°.
If you don't know the web address of our private, on-line pricing page, you must click here and be sure to read the subject and request by email the address of our hidden on-line pricing page or call 1-508-634-7748.

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"I predict that within five years everyone will have to do a '360-degree review'."

Stephen Covey
USA Weekend
August 29-31,1997

"It used to be simple. Employees met with a boss for a performance review — and either got a raise or didn't. But times change. Now, with the latest evolution — 360 reviews — the performance evaluation has come full circle."

Stephanie Gruner
INC. Magazine
February, 1997

"That makes multi-rater feedback — where employees get formal insights on their performance from multiple sources such as peers, their subordinates and their boss — the hottest human resources trend around."

Robert McGarvey
Entrepreneur Magazine
December, 1996

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Profiles CheckPoint 360°
Competency Feedback System

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A -- What is a 360° assessment?

It's a full-circle overview of a person's performance on the job. Instead of a single evaluation from the boss, a person receives feedback from many workplace sources. Sometimes 360°s are called multi-source or multi-rater assessments.

The boss still gives input, but peers and direct reports (people who report to the participant) also get involved in the evaluation process. The person participating in a 360° gets to rate his or her performance, too. Applying their individual observations and experiences, everyone involved brings different perspectives to the assessment.

For participants, the feedback from multiple work associates is highly motivating. Used as a springboard for professional growth, the assessment can make a powerful impact on an individual's career and a company's success.

The 360° assessment process is designed as an ongoing process that can be used at key intervals, usually annually, to monitor the progress of professional growth.

B -- How does the CheckPoint 360° system work?

  1. Surveys are filled in by the participant and his or her boss, peers and direct reports. Responses of the peers and direct reports are kept entirely anonymous.

    The standard CheckPoint survey has 70 items and takes approximately 15 minutes to complete. It covers competencies in the areas of Communications, Leadership, Adaptability, Relationships, Task Management, Production, Development of Others and Personal Development.

  2. Results from all of the surveys are compiled in a confidential feedback report. Graphs and charts relate the data in a detailed, easy-to-understand format. The report presents a balanced picture of perceptions about a person's skills.

  3. Participants use the information from the feedback report to establish goals and ongoing action plans, aimed at better utilizing their strong points and improving their weaker skills. They can use the 360° process before and after training opportunities to measure their effectiveness and measure gains.

C -- Why should a company implement a 360° process?

The process leads to better job performance, as participants use the 360° to sharpen their skills. As a consequence, productivity in the workplace increases, and a company enjoys more success.

Groups have found that the 360° process is an excellent method for establishing specific training needs.

When a business has a clear objective to accomplish or a specific mission to carry out, a 360° assessment can be a valuable tool. It can help everyone to focus on skills consistent with the company's goals and to target their development plans to fit the direction the business is taking.

If a business is struggling in a particular area, a 360° system can help identify the skills requiring attention. Participants can then make the chances necessary to remove obstacles to success.

D -- What are the advantages of a 360° feedback system?

Everybody involved in the process benefits:

Participants get a fairer, well-rounded impression of how their work is viewed by others. Applying this valuable information, they can take steps to continuously improve their effectiveness on the job.

Bosses get an overall perspective about a person's skills and, consequently, develop a more accurate, on-target training plan for each individual.

Peers and Direct Reports get an opportunity to share concerns, which helps them contribute to constructive changes in their work environment. At the same time, they can confirm positive behaviors that do not need attention.

Team members can use the information to identify and prioritize team development needs. The process can improve their teamwork, increasing their ability to solve problems together.

The organization can develop appropriate skills to consistently reflect company values. Continuous progress can be achieved through periodic reevaluations using the 360° system.

E -- How do companies use the 360° results?

Most businesses initially use the 360° feedback for employee development. Some begin by using it for development planning and then expand to use the 360° system for appraisal and pay decisions. Later, they may also use it in promotion and succession planning.

When the initial use is for development only, everyone has a chance to become familiar with the process and make any necessary adjustments. It also allows time to build trust in the value of the 360°. For uses other than development, specific legal guidelines must be followed.

When implementing a 360° system, its use must be taken into account. For instance, companies will need to have a policy about who sees the 360° survey results. When the feedback will be used solely for development, the participant might be the only person to see the report. If the results will be used for performance management, both the participant and his or her boss will review the report.

F -- What kinds of companies use 360° systems?

It's a proven system for the periodic measurement of professional progress. As you can see from this list, any company can use it.

G -- Why should you choose the CheckPoint 360°
Competency Feedback System?

The CheckPoint 360° Competency Feedback System™ includes 8 Skill Clusters and 18 Skill Groups as listed below.

I -- Communication

1 - Listens to Others
2 - Processes Information
3 - Communicates Effectively

II -- Leadership

4 - Instills Trust
5 - Provides Direction
6 - Delegates Responsibility

III -- Adaptability

7 - Adjusts to Circumstances
8 - Thinks Creatively

IV -- Relationships

9 - Builds Personal Relationships
10 - Facilitates Team Success

V -- Task Management

11 - Works Efficiently
12 - Works Competently

VI -- Production

13 - Takes Action
14 - Achieves Results

VII -- Development of Others

15 - Cultivates Individual Talents
16 - Motivates Successfully

VIII -- Personal Development

17 - Displays Commitment
18 - Seeks Improvement

The scores for each of the 8 Skill Clusters and the
18 Skill Groups are shown as follows:

Profiles CheckPoint Feedback

Summary of the 70 CheckPoint Survey Items. The Participant (Self), Boss, Peers and Direct Reports rank the 70 survey items from 1 to 5. (The Participant exhibits the behavior:1 = Never, 2 = Seldom, 3 = Sometimes, 4 = Usually or 5 = Always)

I -- Communication

1 - Listens to Others

  1. Solicits ideas, suggestions and opinions from others
  2. Creates a comfortable climate for airing concerns
  3. Listens to all points of view with an open mind
  4. Listens carefully without interrupting
  5. Summarizes input, then checks for understanding

2 - Processes Information

  1. Identifies the core elements of an issue
  2. Considers the pros and cons, as well as short and
    long term consequences of decisions
  3. Arrives at logical, clear conclusions

3 - Communicates Effectively

  1. Expresses thoughts clearly in writing
  2. Is an effective, articulate speaker
  3. Covers an issue thoroughly without overdoing it
  4. Communicates in a straightforward manner,
    even when dealing with sensitive topics
  5. Makes current job-related information readily available to others

II -- Leadership

4 - Instills Trust

  1. Keeps promises
  2. Can be trusted with confidential information
  3. Is honest in dealing with others
  4. Demonstrates high ethical standards

5 - Provides Direction

  1. Makes expectations clear
  2. Establishes a manageable workload
  3. Accomplishes long-term objectives
    by planning incremental steps
  4. Keeps focus on big picture while implementing details

6 - Delegates Responsibility

  1. Knows when to delegate and when
    to take personal responsibility
  2. Gives others authority to independently fulfill irresponsibilities
  3. Gives others the right jobs top the right people
  4. Empowers others to find creative solutions to problems

III -- Adaptability

7 - Adjusts to Circumstances

  1. Is flexible in dealing with people with diverse work styles
  2. Is comfortable in a variety of environments
  3. Reacts constructively to setbacks
  4. Anticipates and plans for changing situations

8 - Thinks Creatively

  1. Approaches job with imagination and originality
  2. Inspires innovation in the organization
  3. Willing to take bold, calculated risks
  4. Views obstacles as opportunities for creative change

IV -- Relationships

9 - Builds Personal Relationships

  1. Shows consideration for the feelings of others
  2. Shows absence of prejudicial and stereotypic thinking
    in words and actions
  3. Delivers criticism tactfully and constructively
  4. Maintains composure in high-pressure situations

10 - Facilitates Team Success

  1. Resolves conflicts fairly
  2. Creates an atmosphere of team cooperation over competition
  3. Builds consensus on decisions
  4. Leads team in formulating goals that complement the organization's mission
  5. Brings capable people into the group
  6. Uses the diverse talents and experiences of the group to maximum advantage

V -- Task Management

11 - Works Efficiently

  1. Applies current technology in practical ways
    to maximize efficiency
  2. Makes wise use of outside resources
  3. Avoids procrastination
  4. Sets priorities and tackles assignments accordingly

12 - Works Competently

  1. Demonstrates mastery of fundamentals necessary for the job
  2. Is skilled at learning and applying new information quickly
  3. Integrates new theories, trends and methods
    into appropriate business operations

VI -- Production

13 - Takes Action

  1. Knows when to stop planning and start implementing
  2. Takes the initiative to make things happen
  3. Is assertive in managing problems
  4. Makes timely, clear-cut, firm decisions

14 - Achieves Results

  1. Overcomes obstacles to complete projects successfully
  2. Effects outcomes that set high standards for others
  3. Achieves results that have a positive impact on the organization as a whole

VII -- Development of Others

15 - Cultivates Individual Talents

  1. Is a patient, helpful effective coach
  2. Gives others access to training for
    skill development and professional growth
  3. Provides objective appraisals of others' strengths and needs
  4. Maintains a timely schedule for reviews and follow-ups

16 - Motivates Successfully

  1. Gives recognition to producers of high quality work
  2. Shows appreciation when others give extra effort
  3. Shares a contagious enthusiasm that promotes a positive attitude in others

VIII -- Personal Development

17 - Displays Commitment

  1. Maintains a consistently high energy level
  2. Persists and perseveres
  3. Keeps a positive outlook

18 - Seeks Improvement

  1. Admits mistakes and learns from them
  2. Accepts criticism constructively
  3. Identifies and pursues resources needed to improve performance

CheckPoint 360° Benefits

You (the Participant—Self):

Your Boss (May be your manager, supervisor, team leader or coach depending on whether the results are shared):

Peers & Direct Reports
and Internal or External Customers:

The Organization:

Click here to download a CheckPoint 360 Competency Feedback System sample report in PDF Format.

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