360View Reports Interpretation

1. How are the ratings of each rater group/relationship calculated?

For each competency, every rater group’s rating is displayed. This rating is calculated by adding the ratings of all the feedback providers belonging to a particular group/relationship and then dividing it by the number of responses.

For each competency, multiple statements/questions having equal weightage are asked in the survey. An average of all these contribute to calculating the average score for a competency for a certain group/relationship. All questions in the survey must be mandatorily answered for the reports to reflect the data in an unbiased manner. The answer option corresponding to NA can be selected if an option to skip a question needs to be provided.

Example:

Scores from each Feedback Provider in the ‘Direct Report’ relationship are shown below:

Direct Report Average Rating = [(5+2+2) + (1+1+5)] / 6 = 2.7

Highest Rating = 5

Lowest Rating = 1

If NA is selected as a response:

Similarly, the overall competency rating, in the case of ‘Not Applicable’ ratings, the response is neither included in the numerator nor the denominator to ensure it doesn’t impact the ratings in any way. Explained below:

Direct Report Average Rating = [(5+2+2) + (1+5)] / 5 = 3

Highest Rating = 5

Lowest Rating = 1

2. How are overall competency ratings calculated?

Each competency has an overall rating and is measured through multiple statements/questions which have equal weightage. All questions in the survey must be mandatorily answered for the reports to reflect the data in an unbiased manner. The answer option corresponding to NA can be selected if an option to skip a question needs to be provided.

The overall competency rating is calculated by adding the ratings of all the feedback providers for each statement and then dividing them by the number of responses. These ratings are also used to show the ‘Spider Chart with Individual Competency’.

Example:

Rating for the competency Collaboration = [(3+3+1) + (5+2+2) + (1+1+5) + (3+5+5) + (2+5+4) + (4+5+5)] / 18 = 3.4

If NA is selected as a response:

In the case of ‘Not Applicable’ ratings, the response is neither included in the numerator nor the denominator to ensure it doesn’t impact the ratings in any way. Explained below:

Rating for the competency Collaboration = [(3+3+NA) + (NA+2+2) + (1+1+5) + (3+NA+5) + (2+5+4) + (NA+5+5)] / 14 = 3.3

Note: The above includes Self and Others ratings.

3. How are Meta competency ratings calculated?

All competencies defined for a survey can be grouped into a Sub-competency framework by grouping them into Meta Competencies. Analysis of the Meta Competency ratings can be done as follows.

Meta Competency Grouping:

The Meta Competency Grouping shows the average ratings of all Meta Competencies when the respective sub-competencies are clubbed together. The methodology is the same as calculating average Competency scores. These ratings are also used to show the ‘Spider Chart with Meta Competency’.

Meta Competency Summary:

The Meta Competency Summary rating is calculated by adding the ratings of all the feedback providers for each statement falling under its Competencies and then dividing them by the number of responses.

So, the average rating of ‘Interpersonal Effectiveness’ is 3.4, which is calculated by adding up ratings of all the statements falling under ‘Developing Others’ and ‘Effective Communication’ and then dividing it by the total number of responses.

4. How are Strengths, Areas of Improvement, Hidden Strengths, and Blind Spots (Rating Quadrants) decided?

This appears in the Report section: Competency Wise Evaluation Summary (Johari Window)

Each of the rating quadrants lists the top statements based on ratings received. Here is how each quadrant is calculated:

Strengths

A statement (question) is marked as a Strength if Self-rating AND the average ratings of all Others raters is greater than or equal to 70% of the maximum rating.

Areas of Improvement

A statement (question) is marked as an Area of Improvement if Self-rating AND the average ratings of all Others raters is less than 70% of the maximum rating.

Hidden Strengths

A statement (question) is marked as a Hidden Strength if Self-rating is less than 70% of the maximum rating AND the average rating of all Others raters is greater than or equal to 70% of the maximum rating.

Blind Spots

A statement (question) is marked as a Blind Spot if Self-rating is greater than or equal to 70% of the maximum rating AND the average rating of all Others raters is less than 70% of the maximum rating.

Note: 70% is recommended from our side. This can be modified as required.

5. How are Top Strengths and Top Areas of Improvement decided?

All the statements (questions) asked in the survey are arranged in ascending order of the average score received for the statements from all survey participants.

All statements above a specific threshold (set at 50% by default, can be modified) are classified as Top Strengths and all statements below the threshold are classified as Top Areas of Improvement.

However, some clients need to mandatorily show some statements as Top Strengths & Top Areas of Improvement. They can choose to switch the toggle off in that case. We automatically show the top statements in the Top Strengths section and bottom statements in the Top Areas of Improvement section. We make sure that statements are not repeated in any of the 2 sections here since no cut-off has been provided.

The maximum count of statements to be shown in each section can be defined. This is set to 5 by default and can go up to 10 statements.

6. How are the statement-wise detailed ratings calculated?

The detailed statement-wise ratings provide the rater group/relationship rating for each statement. The calculation is similar to the overall competency rating but at a statement level and calculated for each group.

Example:

For statement 1: Appropriately communicates impact of change on relevant stakeholders to get their buy-in.

A) For the relationship ‘Self’: Rating = 3

B) For the relationship ‘Direct Report’:

Direct Report Average Rating = (5+2)/ 2 = 3.5

Highest Rating = 5

Lowest Rating = 2

C) Similarly, we calculate for relationships ‘Peer’ and ‘Software Engineer’.

We do the same for statement 2(Highlights the short- and long-term benefits of change to help team adapt effectively to the same) and statement 3(Finds synergies between old and new ways of doing things to ensure smooth transition during change).

After that, the average of all the ratings for each statement is calculated to define the Average Competency Rating.

Rating for the competency Collaboration = [(3+3+1) + (5+2+2) + (1+1+5) + (3+5+5) + (2+5+4) + (4+5+5)] / 18 = 3.4

If NA is selected as a response:

For Not Applicable responses, the ratings are not considered during calculations.

Rating for the competency Collaboration = [(3+3+NA) + (5+2+2) + (1+1+5) + (3+NA+5) + (2+5+4) + (NA+5+5)] / 15 = 2.7

7. When does the Personal Development Plan (PDP) appear in the report?

If PDP (also called Individual Development Plan) is set up for the survey, each competency will have its own development plan. The development plan for each competency appears on the report if the overall rating of the individual on that competency is less than the defined threshold (say 70%).

8. How is Benchmark calculated?

There are several types of survey benchmarks that can be created:

Custom Benchmark

A % is defined for each competency that is considered as the Benchmark score for that competency. Ratings from all Feedback Providers including Self is considered for a competency’s average calculations.

Survey Benchmark – Single survey

The average of all ratings received in the survey for a specific competency is considered as the Survey Benchmark for a specific competency. Ratings from all Feedback Providers including Self is considered for a competency’s average calculations.

Survey Benchmark – Multiple surveys using the same survey template

The average of all ratings received in all the selected surveys for a specific competency is considered as the Survey Benchmark for a specific competency. These are the surveys that use the same survey template. Ratings from all Feedback Providers including Self is considered for a competency’s average calculations.

9. How are calculations done when reports with the feature ‘Exclude Self Ratings’ are downloaded?

All report sections that will get impacted once this setting is enabled for a survey are given below. The impact would be that all the average competency ratings would be shown based on ‘Others’ Ratings only i.e., Self-scores would be removed from all the below sections:

a. Competency Summary

b. Detailed Feedback

c. Top Strengths & Top Areas of Improvement

d. Personal Development Plan

e. Benchmark

The section for Johari Window will still appear with all statements being shown with Self-score included as Self Rating is mandatory to create the 4 Quadrants i.e., Strengths, Areas of Improvement, Hidden Strengths, and Blind Spots.

9.1 How are overall competency ratings calculated?

Each competency has an overall rating and is measured through multiple statements/questions which have equal weightage.

The overall competency rating is calculated by adding the ratings of all the feedback providers for each statement and then dividing them by the number of responses.

Example:

Rating for the competency Collaboration = [(5+2+2) + (1+1+5) + (3+5+5) + (2+5+4) + (4+5+5)] / 15 = 3.6 [self-score not included]

If NA is selected as a response:

In the case of ‘Not Applicable’ ratings, the response is neither included in the numerator nor the denominator to ensure it does not impact the ratings in any way. Explained below:

Rating for the competency Collaboration = [(5+2+2) + (1+1+5) + (3+NA+5) + (2+5+4) + (NA+5+5)] / 13 = 3.5

9.2 How are Top Strengths and Top Areas of Improvement decided?

All the statements (questions) asked in the survey are arranged in ascending order of the average score received for the statements from all survey participants. When self-score is excluded, the statements are ordered with self-score removed from the calculation.

All statements above a specific threshold (set at 50% by default) are classified as Top Strengths and all statements below the threshold are classified as Top Areas of Improvement.

The maximum count of statements to be shown in each section can be defined. This is set to 5 by default and can go up to 10 statements.

9.3 How are the statement-wise detailed ratings calculated?

The detailed statement-wise ratings provide the rater group/relationship rating for each statement. The calculation is like the overall competency rating but at a statement level and calculated for each group.

Example:

For statement 1: Appropriately communicates impact of change on relevant stakeholders to get their buy-in.

A) For the relationship ‘Self’: Rating = 3

B) For the relationship ‘Direct Report’:

Direct Report Average Rating = (5+2)/ 2 = 3.5

Highest Rating = 5

Lowest Rating = 2

C) Similarly, we calculate for relationships ‘Peer’ and ‘Software Engineer’.

We do the same for statement 2 (Highlights the short- and long-term benefits of change to help team adapt effectively to the same) and statement 3(Finds synergies between old and new ways of doing things to ensure smooth transition during change).

After that, the average of all the ratings for each statement is calculated to define the Average Competency Rating.

Rating for the competency Collaboration = [(5+2+2) + (1+1+5) + (3+5+5) + (2+5+4) + (4+5+5)] / 15 = 3.6

If NA is selected as a response:

For Not Applicable responses, the ratings are not considered during calculations.

Rating for the competency Collaboration = [(5+2+2) + (1+1+5) + (3+NA+5) + (2+5+4) + (NA+5+5)] / 13 = 3.7

9.4. When does the Personal Development Plan (PDP) appear in the report?

9.5 How is Benchmark calculated?

There are several types of survey benchmarks that can be created:

Custom Benchmark

A % is defined for each competency that is considered as the Benchmark score for that competency. Self-score is not considered for a competency’s average calculations.

Survey Benchmark – Single survey

The average of all ratings received in the survey for a specific competency is considered as the Survey Benchmark for a specific competency. When self-score is excluded, this Benchmark is calculated using only the ratings from all Others.

Survey Benchmark – Multiple surveys using the same survey template

The average of all ratings received in all the selected surveys for a specific competency is considered as the Survey Benchmark for a specific competency. These are the surveys that use the same survey template. When self-score is excluded, this Benchmark is calculated using only the ratings from all Others.

10. How do Comparison Ratings work?

Comparison ratings are very useful to understand the changes in a person’s ratings for some Competencies over the period. A maximum of 3 previous surveys run on the same survey template can be selected for rating comparisons. Surveys appear in reverse chronological order.

10.1 In Competency Summary section:

Each competency has an overall rating and is measured through multiple statements/questions which have equal weightage. This rating is taken from each survey and the scores are shown for the respective survey.

Settings applicable to the latest survey for report availability would be applicable on all the previous data being shown in this survey’s report.