360 Leadership Feedback Guidance
360 Leadership Feedback takes place every two years, and has been extended to leaders with people management responsibilities at grades 9 and above.
Click here for the leadership values at Swansea: https://intranet.swan.ac.uk/PDR/Documents/360/Swansea%20University%20Leadership%20Values.pdf
Click here for the leadership expectations at Swansea: https://intranet.swan.ac.uk/PDR/Documents/360/Leadership%20Expectations%20at%20Swansea.pdf
• Individuals participating in 360 feedback in 2017 will have their bespoke leadership feedback Report automatically uploaded within their PDR.
It consists of three areas:
i. summary of ratings (how well is this aspect of leadership demonstrated in the workplace on the following scale:
(1. No Evidence; 2. Needs Development; 3. Somewhat Effective; 4. Effective; 5. Exceptional);
ii. summary of one key strength / one area for development;
iii. Leaders confirmed action and level of commitment on a scale of 1-10
Sections (i) and (ii) are designed to give clarity on your leadership feedback, and to help prioritise key feedback messages. Your values report contains your self-assessment and that of your line manager for each values expectation
Section (iii) has been designed to help you translate your reflections on your feedback into tangible actions. In creating your actions, think about enhancing existing strengths as well as potential development areas and, to encourage sustained change, focus on the benefits your proposed actions will bring you, others and the University.
• The 360 feedback report is locked into the PDR in the “Document Upload” section and is therefore not editable or removable.
Actions agreed as a result of this feedback, should be captured in the “Current Objectives” tab of the PDR, in the “Feedback Objectives” section. It is expected that at least one of the PDR Objectives agreed for the forthcoming PDR period will be as a result of your feedback.
• Individuals who participated in 360 leadership feedback in 2016, will locate their agreed objectives relating to this feedback in the “Previous Objectives” tab of the PDR, within the “Feedback Objectives” section. You should take the time to reflect on your leadership growth against these objectives. Using the drop down box options of “Achieved”, “Not Achieved” or “Not Applicable” you can update your status against each objective. Supporting evidence should be captured in the ‘Progress Notes’ text area. 2016 feedback may be found by clicking “last year’s feedback”.
Having reflected on your leadership growth, further objective(s) for the forthcoming period should be captured in the “Current Objectives” tab of your PDR for 2017 in the “Feedback Objectives” section.
When reflecting on your feedback report, it might be helpful to think about the following:
Initial Reactions - What has particularly pleased you? What has surprised you? What has been confirmed for you?
Consistency of Feedback – What feedback is consistent across the feedback groups? What are your (consistent) strengths and areas for development?
Different Perceptions - Where are the biggest differences in the feedback from the different groups? Where is the biggest gap between how you see yourself and others see you? What reasons can you think of that explain this?
Thanking People for their Feedback
As a basic courtesy, but also to encourage future feedback, it important to thank people for taking the time to complete your 360 feedback. We would suggest doing this as soon as possible after receiving the feedback. If you are planning to share some of the feedback and/or your chosen actions, you can always set out when you hope to be able to share these.