The CheckPoint 360°™ Competency Feedback System is a powerful professional development tool, designed to positively impact a manager's growth and an organization's success. For managers, supervisors and others in leadership positions, it can facilitate peak performance that generates improved productivity in the workplace.
The assessment provides managers and leaders with an opportunity to receive 360 degree feedback of their job performance from the people around them - their boss, their peers, and the people whose work they supervise. From this feedback, managers can compare the opinions of others with their own perceptions, positively identify their strengths, and pinpoint the areas of their job performance that could be improved.
Based on the results, the CheckPoint 360°™ quantifies a manager's competencies, verifies the results from a variety of perspectives, and identifies ways to enhance their skills. For one individual or for every leader in the organization, it provides an ongoing process that can be used at key intervals to monitor the progress of professional growth.
The CheckPoint 360°™ is easy and convenient to use because it features complete and secure Internet implementation. Participants can use the system anywhere they have Internet access, any hour of the day or night. With its easy-to-follow directions, participation requires absolutely no special training for administration and use.
The CheckPoint 360°™ is a powerful tool for gauging every manager's course of professional development by measuring several factors in eight essential performance areas that are crucial to effective job performance.
The eight skill clusters and 18 universal competencies are described as follows:
Communication Including the skills of listening to others, processing information and communicating effectively.
Leadership Covering the abilities of instilling trust, providing direction and delegating responsibility.
Adaptability Encompassing the skills of adjusting to circumstances and thinking creatively.
Relationship Assessing the capabilities to build relationships and facilitate teams
Task Management Gauging the level of aptitude for working efficiently and competently.
Production Appraising abilities to initiate action and achieve results.
Development of Others Measuring proficiencies in cultivating individual talents and motivating successfully.
Personal Development Including the behaviors of displaying commitment and seeking improvement.
The Process...
Each participant completes an evaluation, a process that takes about 30 minutes. They are guaranteed anonymity (except for the "Boss") and urged to be honest and objective in their responses. Participants may complete their assignments via the Internet and results from all participants are compiled in a report that is returned to the manager.
"I predict that within five years everyone will have to do a '360-degree review'." Stephen Covey, USA Weekend
What are the advantages of 360 degree feedback with the CheckPoint 360°™ feedback system?...
Most assessments are geared towards one person, but in a 360 everybody 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 (people who report to the manager) 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 degree feedback system.
Fast, Effective Results...
Surveys are completed on the Internet in about 15 minutes by managers and their bosses, peers and direct reports (people who report to the manager).
Managers promptly receive their feedback reports.
By implementing information from the reports and using the KSS system, managers improve their on-the-job performance.
CheckPoint gets results because it is an action-oriented program that fits a manager's daily schedule.
How do companies use the 360 degree feedback results generated by The CheckPoint 360°™?...
There is a variety of ways companies can use the 360 degree feedback results. Many companies initially begin using the 360 degree feedback for employee development. Many of those same companies then expand to use the 360° system for things such as appraisal, pay decisions and even promotion and succession planning.
It is very important to know about how the 360 degree feedback results will be used. Companies will need to have a policy about who sees the 360 degree 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. There are legal implications regarding its use.
Full Color, Easy to Understand Report...
CheckPoint 360°™ Reports have colorful graphs and charts as well as narrative descriptions of the results to help the manager read, understand, and effectively use the data for self-development. The report has a special personal growth section that coaches the manager and helps improve performance in development areas.
The report presents results that are easy to read and understand. Managers can use the report to increase their self-awareness, compare perceptions from different workplace sources, measure performance in relation to goals, clarify the expectations of others, and prioritize development needs. As a coaching tool, the CheckPoint 360°™ report provides a balanced picture with valuable insights.
The most valuable section of the CheckPoint 360°™ report contains targeted training and development suggestions keyed to giving the manager specific recommendations for improving performance. Good managers want to increase their effectiveness, but may lack the information necessary for optimizing their training and learning opportunities. This section removes all ambiguity and presents a clear plan for filling the gaps in a manager's knowledge and skills.
The report provides the participant with a complete guide for utilizing their full potential and presents an effective managerial development system that pays big dividends in improved performance.
"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
360 degree feedback from CheckPoint 360°™ Provides Many Benefits...
Benefits for the Managers:
Learn how a variety of others in the organization view their performance.
Take advantage of the information by instituting a positive action plan.
Make continuous improvements to maximize potential.
Benefits for the Bosses:
Use results to help plan training and learning opportunities.
Make their coaching more focused and effective.
Provide appraisals that go beyond their personal perspective.
Direct Reports and Peers:
Get more involved in initiating constructive changes in the workplace.
Become more team-oriented through involvement in the assessment process.
Experience increased job satisfaction.
Benefits to the Organization:
Aligns employee performance with organizational objectives.
Operates in an environment of higher morale and increased commitment to excellence.
Translates the increase in professional skills to an increase in productivity.
The Next Step...
The next step for CheckPoint 360°™ participants is the CheckPoint Skill Builder™ Series. Skill Builder provides managers with a series of important steps that lead to leaps in performance.
Skill Builder is a self-paced, interactive Internet-based self-improvement program that does not require special training classes or time off from work. This organized self-study method effectively promotes professional development in all of the CheckPoint 360°™ competencies.
Managers participate in Skill Builder on the Internet. They find it easy to use at their convenience. After responding to questions and doing online exercises, they can click a button and print a customized Self-Improvement Report. The report provides a plan of action for professional development.
By employing the KSS System, Skill Builder helps managers identify the activities they want to KEEP doing, because they do them well, activities they want to STOP doing, because they are counterproductive, and activities they want to START doing because they will improve their performance.
Using Skill Builder pays big dividends because productivity, cooperation, communication, employee retention and profits increase while many "people problems" are reduced. Skill Builder is an easy and effective method for better management.
The CheckPoint 360°™ Case Study
The CheckPoint 360°™ in use by a
Commercial Real Estate Management Company
Simon Properties Group is a nation-wide owner, developer and manager of commercial real estate. The company owns and manages properties in 36 states including the famed "Mall of America", the nation's largest mall, in Bloomington , Minnesota .
In a company with such wide reaching activities, quality management is essential. Simon Property Group uses employee assessments to both select and place employees and as an ongoing source of coaching information for management to use. The two most frequently used assessments at the company are Profile XT for job fit and CheckPoint 360 to focus management on skill building and management improvement.
Marvin Hershenson, Director of HR and Executive Development for the company believes that to improve their skills, managers need better and more accurate tools. He says that Profile XT and CheckPoint 360 are tools that are "quite powerful and provide us with incredible data to develop and grow our management team."
Hershenson says that in an effort to attract, retain and promote the best people, the company spends about $250,000 annually on assessments
Mirror, Mirror on the Wall - A 360 Degree View When you stand in front of fitting room mirrors at your favorite clothing store, you get a 360 degree perspective about your "look." You receive visual feedback from all sides and can readily see if what you're trying on is a good fit. Much like that fitting room mirror, a job-related view of a key employee from all angles can be valuable. Such a view can be accomplished with a multi-rater, 360 degree feedback review. There's understanding to be gained by managers when feedback comes from supervisors, direct reports, and peers, each giving a view of management skills and competencies from their own unique perspective.... [Read more]
Which Test Should We Use? by Jeff Schroer
Psychometric assessment products exist in great variety and quantity. Many businesses have employed assessments to support their recruitment, retention, development, and succession planning strategies. However, few are aware of the U.S. Department of Labor's position regarding the use of tests and assessments in areas of employment. They provide 13 basic principles that employers should follow when considering and/or designing an assessment initiative.... [Read more]
Invigorating Marginal Employees In the marginal employees group there are two sub-groups - those who can be resuscitated and those who cannot. The Profiles Performance Indicator is an ideal management tool to assess these employees and discover those whose potential for effective productivity is the greatest. The information provided by the Profiles Performance Indicator is used by managers to communicate with and motivate more effectively the people under their supervision. It suggests areas in which individuals can use their strengths and positively affect areas in need of improvement. There is even a Motivational Energy measurement that helps the job matching process.... [Read more]
Losing Your Best - A Real Risk "Escaping" Workers - Subject of National Concern A growing chorus of concern has occupied the attention of business news writers for the past several months-workers, pinned in place by the depressed job market over the past few years, seem poised to run from their employers at the first light of an improving job market!.... [Read More]
Assess Our Managers or Management by Assessment? In the 1980's and 1990's, the use of multi-rater feedback blossomed in North American business, and the process acquired another name, 360-degree feedback. Jack Welch of General Electric endorsed the process and the name in the early 90's, giving it even wider popularity. Unfortunately, even though they share the name, not all 360-degree processes are created equal.... [Read More]
Performance Appraisals - The Horns of a Dilemma Since the first human threw his spear at a saber-toothed tiger becoming chief in recognition of his performance (or becoming dinner because he missed) we have been doing performance appraisals. According to Dulewicz (1989), we share a basic human tendency to make judgments about those with whom you work, as well as about oneself. While the consequences of performance appraisals are rarely life-or-death in the working world, they can be severe, and the real potential for damage may be greater than the probability of positive outcomes.... [Read More]
Improving Management Skills - What Kind of Effect? Therapists, and others who devote their work to effecting change, talk about two kinds of change: Prosthetic change, and therapeutic change. Prosthetic change is relatively easy to effect, and usually short-lived. It is exemplified by the sales force attending an inspirational sales seminar, and then breaking new records for sales... for a few weeks.... [Read More]
"The Checkpoint 360 is the best product in this category that I've used. As you know, this tool replaced another product that we had been using exclusively for almost two years. The managers and executives at Spectrum Healthcare Services (SHS) receive more valuable information in an easy to read, color-coded format, which encompasses everyone's individual learning style. Not only is there validated feedback, but a comprehensive action plan that each person may use to implement change, based on the facts from their customized report." Patricia L. Keeley, Director, Training and Development
"We have had extremely positive feedback from participants about the complete and detailed input they receive in their Individual Feedback Report. The data is colorfully presented in multiple formats so that participants can view their management and team competencies first with a wide-angle lens and then progressively narrow the focus all the way down to the survey item level." Susan Lupo, Management Development Specialist
"Our entire executive and management team took the Checkpoint 360. We found that the results helped us focus on key skills that will enable us to become more effective managers and leaders. Your assistance in setting the stage for this really helped all of the managers to view it as a positive experience." Appleby & Wyman Insurance Agency
"I predict that within five years everyone will have to do a '360-degree review'." Stephen Covey, USA Weekend
"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
"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
To receive a CheckPoint 360°™ sample report and pricing
information, provide the information requested below and press the
"Send Now" button. Within a few minutes you will receive the report
via email as an Adobe PDF attachment.
Frequently Asked Questions?
Q. What does the text provide?
A. The assessment is divided into eight skill clusters and 18 universal competencies. (outlined above)
Q. How much time does it take to complete the survey for the 360 degree feedback assessment?
A. The survey has 70 items and takes approximately 15 minutes to complete.
Q. Who is to fill out the surveys for the CheckPoint 360°™?
A. Surveys are completed by the manager, plus the manager's boss, peers, and direct reports. This is done on the Internet. Responses of the peers and direct reports are kept entirely anonymous. With each 360 degree feedback assessment purchase, you are entitled to have 12 respondents. If you would like to have more than 12, call our office for pricing. 800-331-1287
Q. From where does the assessment get administered from?
A. The CheckPoint 360°™ Survey can be administered from any computer that is connected to the internet.
Q. What is the CheckPoint 360°™ assessment typically used for?
A. The Checkpoint 360 is typically used to help management better their performance. Instead of the manager getting a single evaluation from their boss, an individual receives feedback from several workplace sources.
Q.
When was the last validation study done for the CheckPoint 360°™?
A. 1992 through 2003
Q. Will the information from the respondents who evaluate management be kept confidential?
A. Absolutely, all input is processed at a secure center. The information will only be seen by those whom you choose to see the final reports.
Q. Can a CheckPoint 360°™ assessment be run without a boss?
A. Yes. But all of the information to be gained regarding "critically important" skill groups will not be in the final report.
Q. How much does it cost?
A. The fee structure depends on the quantity of assessments that you purchase. To get a full outline of the cost, request a sample report
Q. How many people can I put through the assessment?
A. As many as you would like, but keep in mind that the CheckPoint 360°™ is geared toward those working in a management capacity.
Q. Can/should CheckPoint 360°™ be used for salary reviews?
A. The CheckPoint 360°™ feedback conceptually was designed to be used solely as a development tool. It also helped eliminate some of the pitfalls of one-on-one, top down "reviews." The use of the CheckPoint 360°™ feedback for salary reviews has been widely debated and to date there are no definitive answers.
Q. Should the boss or another member of management always get a copy of the final report?
A. When multi-rater feedback was initially used, the only person who received a copy of the survey was the person being evaluated; that person then decided who, if anyone, was to see the report. In today's business environment, it generally is a good idea for both the boss and the person being evaluated to be working together to achieve optimum results. The CheckPoint 360°™ is designed to create interface between the boss and the person being evaluated to create meaningful, positive dialogue and, therefore, we suggest that both receive a copy of the survey results.
Q. Can the participant find how someone rated them in the report?
A. Fundamental to the success of the CheckPoint 360°™ is the ability of peers and direct reports to respond in an honest and straightforward manner. This is accomplished by assuring anonymity of responses. We would, therefore, suggest that it would be counter-productive to seek out the responder lacking in consensus.
Q. Will the test taker need to come to our office and sit at a computer to take the test?
A. No, as long as you have the applicants' email address, you can have them take the assessment on their time and in their location, not yours!
Q. After I purchase assessments, how long does it take to get started?
A. You will be sent instructions and a link to the testing center after you have purchased your assessments. Please allow one business day for the assessment to get to your applicants.
Q. Who will get the assessment(s) upon completion?
Upon ordering your assessments, you will be asked to put in the email address of the person to whom you would like the results sent. In most cases, this is the person going through the assessment.
Q. How does the CheckPoint 360 degree system work?
A. The assessment works through the use of surveys. Each boss, peer and/or direct report fills out anonymous surveys of the person being assessed.
The CheckPoint survey has 70 items and takes 15 minutes to complete. Areas covered in the survey include Communications, Leadership, Adaptability, Relationships, Task Management, Production, Development of Others and Personal Development.
All the survey results are compiled and put into a confidential feedback report. Much of the content is presented through graphs and charts making it easy-to-understand. Participants are encouraged to use the information from the feedback report to establish goals and ongoing action plans. Their ability to more fully utilize their strong points and intentionally improve their weaker skills will make an impact in their environment.
Q. What is a 360 degree assessment?
A. A 360 assessment is a multi person overview of a person's performance on the job. Instead of having someone like your boss evaluate you, the person being assessed receives feedback from many different people around them. 360 degree fedback systems are often called multi-source or multi-rater assessments.
If there is someone managing the person being assessed, they still give input, but peers and direct reports (people who report to the participant) also get involved in the evaluation process. Not only do people around the participant get involved, but the person taking the assessment also rates his or her own performance also.
The 360 assessment can have a powerful impact on an individual's career and a company's success. And, the 360 degree feedback system is not a one time event, but an ongoing process that can be used annually to chart improvement.
Q. What are the advantages of a 360 degree feedback system?
A. Most assessments are geared towards one person, but in a 360 degree feedback system everybody 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 degree feedback system.
Q. Must a person always select the four skill groups listed in the CheckPoint to improve upon?
A. No. Those items are listed for information. A person could and should select items that they feel are most important to them and their company.
Q. When a skill group is flagged, is it important to find out who rated differently from the others?
A. Fundamental to the success of the CheckPoint is the ability of peers and direct reports to respond in an honest and straightforward manner. This is accomplished by assuring anonymity of responses. We would therefore suggest that it would be counter-productive to seek out the responder lacking in consensus.
Q. What is the proper way to administer the CheckPoint?
A. There is no "proper" way to administer a CheckPoint. In terms of the physical steps to administer the process, these are included in the applicable (Internet/packet with "meters") packet. Regarding the people who will be participating, there are a number of things to consider, not the least of which is the "culture" of the company. There are some basic points to address, as follows:
Consideration should be given to a face-to-face meeting with all participants to explain the why, when and how of the process, particularly if 360° feedback has never been used, or was used in the past with "unfavorable" results.
A request should be made for responses to be made in a sincere, honest and forthright manner. Assurances should be made as to the anonymity of responses from direct reports and peers. To be most effective there should be some indication of feedback that will be given peers and direct reports regarding the results.
Information should be given to participants regarding the time required to complete the process.
Q. Is there a proper way to deliver the reports?
A. As with the administration of the CheckPoint, there is no "proper" way to deliver the report. This is in part related to the fact that there is an enormous amount of information contained in the report and the absorption of the information varies from person to person. As with administering, there are some basic things to accomplish:
Consider a brief meeting with each person who was "self" to hand them the report. Remind the individual of the objectives of 360 degree feedback. Suggest the individual do a reading of the report in its entirety and include a Reference Guide or Getting the Most From Your CheckPoint Feedback Report (or both) to help in fully absorbing the information. After reading the full report, suggest setting the report aside for some time frame (usually a day) and then reread the report and note points for discussion, review, etc.
Suggest that the individual schedule a time to discuss the report with the boss. The meeting should not be held until the boss is given the same amount of time to read "self's" report. Since "self" and "boss" individual ratings appear throughout the report, it is imperative that each be fully aware of the content of the report to create a meaningful and positive dialogue.
Encourage self to take action on the information contained in the report to address the various perceptions indicated. (Note: The CheckPoint Leadership Series can be employed in this area.) Efforts should be made to give feedback to peers and direct reports to advise of acknowledgement of their input and how that information will be put to use.
When setting guidelines for improvement, get commitment to participate in the feedback process within a given time frame to measure progress in improvements as perceived by the same peers and direct reports.
Where self has challenges in discerning perceptions of direct reports, encourage the gathering of information through the use of other assessments (Profile, Performance Indicator, Team Analysis) to provide needed insight in analyzing unexpected perceptions.
"When an employee leaves you, ...you're going to lose 2½ times
the person's annual salary, whether they're entry-level or senior
management." Dr. Pierre Mornell, as quoted in Nations Business
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