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360 FEEDBACK FRAMEWORK
360-degree feedback (also known as multi-source or multi-rater feedback assessment) is a way for personnel to understand their personal strengths and weaknesses, using the constructive feedback of others who work with them the most. It’s a development tool for individual leaders and other personnel – the combined insights from the collective feedback process are then used to inform an individual’s development plan.
PAFLDC 360 feedback concept aims to provide PAF personnel with comprehensive insights into their leadership behaviors, professional conduct, and impact on others, fostering self-awareness and driving continuous improvement in alignment with PAF core values and mission objectives.
360-degree feedback has a significant impact on both intrinsic and extrinsic competencies, providing multifaceted insights crucial for development. For intrinsic competencies, it has a profound impact on character and competence, refining observable behaviors at the proficient level most effectively, and critically validating ethical influence and broad impact at the advanced level. It helps individuals gain self-awareness by highlighting how their internal states and interpersonal skills are perceived by others from various perspectives. For extrinsic competencies such as strategic planning and stakeholder engagement, 360 feedback optimizes the quality and efficiency of deliverables, also at the proficient level, while at the expert level, it validates and expands strategic foresight and system-wide influence. This comprehensive feedback mechanism supports continuous personal and professional growth, enabling leaders to become more effective and adaptable.
Principles
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Development focused
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Confidentiality and anonymity
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Actionable insights
Instruments
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Qualitative comments
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Competency frameworks
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PAF Core Values
Procedures
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Determination of raters
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Questionnaire administration
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Rater completion
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Report generation
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Feedback session
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Development planning
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Follow-up
Outcomes
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Increased self-awareness among personnel regarding their leadership strengths and areas for development.
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Improved leadership behaviors and effectiveness aligned with PAF core values and mission objectives.
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Enhanced communication and collaboration within and across units.
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Stronger team cohesion and a more positive work environment.
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Greater individual ownership of professional development.
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A more adaptive and effective leadership at all levels
The 360-degree feedback process, as conceptualized for the PAF, is a systematic procedure designed to foster leadership development and self-awareness. It commences with the
determination of raters, where the individual receiving feedback, in consultation with their direct superior or supervisor, nominates a diverse group of colleagues who have had sufficient opportunity to observe their behaviors. This group typically includes subordinates, peers, internal stakeholders, and the direct superior or supervisor. Once raters are identified, the questionnaire administration phase begins, utilizing a secure and confidential platform (either online or traditional) to distribute the feedback instrument. This ensures privacy and encourages candid responses. Subsequently, rater completion occurs, where the nominated individuals complete the questionnaire within a specified timeframe, providing ratings on leadership competencies and PAF values using a defined scale. Following the collection of all responses, a report is generated, compiling the aggregated feedback into a comprehensive document that summarizes ratings, identifies key strengths and areas for development, and includes qualitative comments. The generated report then forms the basis for the feedback session, a crucial one-on-one discussion with a facilitator who helps the recipient interpret the feedback, understand underlying themes, and process the insights gained. This session leads directly into development planning, where the individual, with the support of their superior or supervisor and facilitator, crafts a personal development plan based on the feedback, setting specific and actionable goals for improvement. Finally, follow-up mechanisms are established to monitor progress on the development plan, review changes in behavior, and potentially inform future feedback cycles, ensuring sustained growth and continuous improvement in alignment with PAF core values and mission objectives.
360 Feedback Questionnaire
360 Feedback Report
