1. Its goal is professional development, how one functions in their role. It complements evaluations based on numerical measurements. Those who are Strengthsfinder "Developers," take note!
2. Honesty and transparency is a requirement of all participants. A true 360 assessment is done with the staff member's knowledge and participation. It is not hidden from them.
4. This assessment is inclusive of a diversity of people and experiences as 360 implies. The staff member is asked to nominate part of the group that will be chosen randomly, for the assessment.*
5. It's adaptable. The assessment- questionnaire is tailored to context; survey questions can easily relate to the core values of the church.
6. It's an effective use of time. There no meetings. The questionnaire is sent out and the responses are tabulated. After the full assessment is completed, staff member and supervisor(s) may meet to share their impressions. The raters responses can be blind (name withheld) to the staff person.
7. It's an effective use of resources. Use the surveys already provided by your Annual Conference. The end of the year self and congregational assessments required by most Annual Conferences are required, but also, quickly forgotten.
* Nominations can include at- large staff members, at large parishioners, work area team members, outside community members, and assigned supervisor(s). The staff supervisor coordinates the process, finally discussing the results with the staff member.
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