360 Feedback Survey Skill

Overview

The 360 Feedback Survey skill provides capabilities for designing, administering, and analyzing 360-degree feedback surveys. This skill enables multi-rater feedback collection, blind spot identification, and development-focused insights for leaders and individual contributors.

Capabilities

Survey Design

• •Generate 360 survey questions by competency
• •Create role-specific question sets
• •Design rating scales with anchors
• •Include open-ended feedback prompts
• •Support customization by level

Rater Configuration

• •Configure rater groups and anonymity settings
• •Define minimum rater requirements
• •Set up self, manager, peer, and direct report categories
• •Manage rater nomination workflows
• •Handle external stakeholder inclusion

Score Calculation

• •Calculate aggregate scores and distributions
• •Compute self-other gaps
• •Generate category averages
• •Apply statistical significance tests
• •Handle small sample considerations

Insight Generation

• •Identify blind spots and hidden strengths
• •Detect self-awareness patterns
• •Compare to normative data
• •Highlight development priorities
• •Generate actionable insights

Report Generation

• •Generate individual feedback reports
• •Create executive summaries
• •Build visual dashboards
• •Include verbatim comments (anonymized)
• •Provide benchmark comparisons

Action Planning

• •Create development priorities from feedback
• •Suggest targeted actions
• •Generate IDP recommendations
• •Track follow-up commitments
• •Support coaching conversations

Administration

• •Track response rates and send reminders
• •Monitor completion status
• •Manage survey timeline
• •Handle confidentiality concerns
• •Generate status reports

Usage

Survey Configuration

const surveyConfig = {
  program: 'Leadership 360 - 2026',
  subject: {
    id: 'EMP-12345',
    level: 'Director',
    role: 'Engineering Director'
  },
  competencies: [
    'Strategic Thinking',
    'Communication',
    'Team Development',
    'Decision Making',
    'Collaboration',
    'Results Orientation'
  ],
  raterGroups: {
    self: { required: true, count: 1 },
    manager: { required: true, count: 1 },
    peers: { required: true, minCount: 3, maxCount: 5 },
    directReports: { required: true, minCount: 3, maxCount: 8 },
    others: { required: false, maxCount: 3 }
  },
  anonymity: {
    minResponsesForCategory: 3,
    combineSmallGroups: true,
    hideVerbatimSource: true
  }
};

Report Generation

const reportConfig = {
  subject: 'EMP-12345',
  program: 'Leadership 360 - 2026',
  sections: [
    'executive-summary',
    'competency-scores',
    'self-other-gaps',
    'rater-group-comparison',
    'strengths-and-development',
    'verbatim-comments',
    'action-planning'
  ],
  benchmarks: {
    include: true,
    compareTo: 'company-directors'
  },
  format: 'detailed'
};

Process Integration

This skill integrates with the following HR processes:

Best Practices

1. •Development Focus: Use 360 for development, not evaluation
2. •Anonymity Protection: Maintain strict confidentiality
3. •Rater Training: Train raters on effective feedback
4. •Manager Preparation: Prepare managers to support results
5. •Action Planning: Always follow up with development plans
6. •Frequency: Conduct no more than annually

Metrics and KPIs

Related Skills

• •SK-006: Performance Review (evaluation integration)
• •SK-009: Training Needs (development input)
• •SK-011: Succession Planning (readiness data)