copyright 2001, personnel decisions international. all rights reserved. the profilor ® kickoff...
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Copyright 2001, Personnel Decisions International. All rights reserved.
The PROFILOR® Kickoff Session
Copyright 2001, Personnel Decisions International. All rights reserved.
The PROFILOR® Kickoff SessionAgenda
Purpose and Benefits of The PROFILOR® Process
Steps and Timing of the Process
Facts about PROFILOR Feedback
Confidentiality of the Process
The PROFILOR® Competency Model
Overview of the Feedback Report
Choosing Respondents
Avoiding Typical Rating Errors
Distribution of Questionnaires
Copyright 2001, Personnel Decisions International. All rights reserved.
Purpose ofThe PROFILOR® Process
Support Current and Future Business Objectives
Facilitate Organizational Change Efforts
Upgrade the Organization’s Talent Pool
Enhance Communication in the Organization
Facilitate Individual Development
Identify Group Training Needs
Copyright 2001, Personnel Decisions International. All rights reserved.
Benefits of The PROFILOR® Process
Confidential Process
Clarification of Expectations
Detailed, Specific Feedback
Development Focus
Improved Communication
Copyright 2001, Personnel Decisions International. All rights reserved.
The PDI Development Pipeline
InsightInsight MotivationMotivation CapabilitiesCapabilitiesReal-World
PracticeReal-World
PracticeAccount-
abilityAccount-
ability
Insight: Do people know what to develop?
Motivation: Are people willing to spend the time & energy to develop themselves?
Capabilities: Do people know how to acquire the skills & knowledge they need?
Real-world practice: Do people have opportunities to try their new skills?
Accountability: Do people internalize new capabilities to improve performance and results? Are they held accountable and rewarded for development?
Necessary conditions for real and lasting development
Copyright 2001, Personnel Decisions International. All rights reserved.
Steps of The PROFILOR® Process
Step 1: Communication/Kickoff Meeting
Step 2: Distribution of Questionnaires
Step 3: Completion of Questionnaires
Step 4: Processing of Feedback Reports
Step 5: Feedback Sessions
Step 6: Development Planning
Step 7: Ongoing Development and Follow-up
Copyright 2001, Personnel Decisions International. All rights reserved.
Key Dates
Kick off Session xx Month Year
Complete Respondent List xx Month Year
Questionnaire Completion xx Month Year
Processing of Feedback Reports xx Month Year
Feedback Sessions xx Month Year
Completion of Development Plans xx Month Year
Copyright 2001, Personnel Decisions International. All rights reserved.
Facts About Profile Feedback
Its focus is on development.
It acts like a 4-way mirror.
Feedback is anonymous, except from boss.
It measures “perceptions,” but not necessarily “truth.”
It is comprehensive and specific.
It provides normative comparisons.
It gives you responsibility for your own development.
Copyright 2001, Personnel Decisions International. All rights reserved.
Confidentiality of the Process Respondents’ names are not associated with the
questionnaire.
Paper questionnaires (answer sheets) are mailed directly to PDI for processing.
Online questionnaires are completed on PDI’s secure website.
Paper feedback reports are sealed.
Respondent feedback is anonymous, except for the boss.
The feedback report is for development purposes only.
The participant decides how much of the report to share.
Copyright 2001, Personnel Decisions International. All rights reserved.
The PROFILOR® Wheel
Copyright 2001, Personnel Decisions International. All rights reserved.
The PROFILOR® Feedback Report I. Importance Summary
II. Skill Ratings
a. Skills Overview
b. Perspective Comparisons
c. Specific Question Results Composites Highest/Lowest Items
III. Focus for Development
Copyright 2001, Personnel Decisions International. All rights reserved.
Choosing Respondents Choose people who you believe will provide honest,
useful feedback.
Choose people that you have worked with for at least six months.
Choose people with whom you frequently interact.
Typically only one boss participates.
Let your respondents know their feedback will be anonymous.
Except the boss, choose a minimum of 3 respondents from each perspective group to participate.
Copyright 2001, Personnel Decisions International. All rights reserved.
Avoiding Typical Rating Errors
Compatibility error
Perfectionism error
Charisma error
Recency error
Central Tendency error
“One Incident” error
Copyright 2001, Personnel Decisions International. All rights reserved.
Data Collection:Details of the Paper Process
Determine your list of respondents (the people you want feedback from).
Before distributing questionnaires, fill in your name, your company name, and your relationship to the respondent on each respondent answer sheet.
On your answer sheet, fill in the number of respondents you chose for each perspective group.
Complete the Participant Background Information sheet and your Self-Questionnaire and mail to PDI.
Distribute 1 questionnaire packet (booklet, answer sheet and mailing envelope) to each of your respondents.
Follow up with your respondents as needed to remind and encourage them to complete their questionnaires on time.
Copyright 2001, Personnel Decisions International. All rights reserved.
Data Collection:Details of the Online Process
You will each receive an email with directions, login ID & password, and URL for the PDI website.
You will then log on to the PDI website to complete your list of respondents (the people you want feedback from), and to complete your own Self-Questionnaire.
Each of your respondents will then receive an email with directions, login ID & password, and URL for the PDI website.
You can check to see how many of your respondents have submitted their questionnaires.
Follow up with your respondents as needed to remind and encourage them to complete their questionnaires on time.
Automated email reminders are also sent out.