11/06/2018
Confidential Report Overview
Management development is based on the well-founded notion that obtaining performance-related feedback is an essential step toward professional self-development. Capsim360 is designed to give you specific feedback on your managerial skills from those who have had a chance to work with you and/or know you well. This feedback report provides an explanation of the feedback generated from your Capsim360.
Assessment Process
Direct reports, peers, and your immediate supervisor(s) were asked to numerically rate how accurately the behavioral statements currently describe you. They were also given the opportunity to select a "not applicable" (n/a) option if they felt they did not have enough information to determine how accurately a statement described you. You were also asked to rate yourself on the same behaviors as your direct reports, peers, and immediate supervisor(s). Finally, respondents were asked to provide written feedback on two questions regarding how you add value and how you could be more effective.
The behaviors in Capsim360 measure your skills in the major domains that are linked to managerial effectiveness. The skill domains covered by Capsim360 are:
· Administrative Skills • Service Skills
· Communication Skills • Citizenship Skills
· Interpersonal Skills • Technical Skills
· Leadership and Coaching Skills • Leadership Initiative*
· Ethical Skills • Leadership Effectiveness*
· Motivational Skills • Individual Contribution*
*Note those with an asterisk(*) may not have been included in your assessment.
The Value of Capsim360
The value of this assessment derives from two factors. First, Capsim360 gives you a context to take a serious look at your own behaviors. Second, you are receiving candid feedback from other individuals who have had the opportunity to see you in action. You may not agree with how others rate you, but you should take their feedback as food for thought. People are rarely completely accurate judges of their own personal strengths and challenges because they are never on the receiving end of their own managerial behavior.
Capsim360 provides useful feedback concerning your relative strengths and challenges in the skill areas covered by the survey. If others' assessments seem to point out strengths you had not recognized in yourself, or if they seem to point to challenges that you had not acknowledged, then you have a starting point for carefully thinking through your management skills. Armed with this information, you can better assess yourself as a manager and strategically focus your self-improvement efforts to identify value-added development in those areas that are critical to your effectiveness now and in the future.
Report Content
Capsim360 results are presented in a series of tables on the following pages. There are three sections to this feedback report. The first shows results on the skill domains. The second shows results broken down by each of the behaviors. The third provides feedback from the write-in questions regarding how you add value and how you could be more effective. For the first two sections, feedback is provided in the form of summary statistics. This information is grouped by different types of respondents (Self, Manager, Peer, and Direct Report) and includes:
· Count - the number of raters completing the survey in each respondent type
· Average - the average score for each respondent type; the lowest rating ("not at all descriptive") is assigned 1 and the highest rating ("very descriptive") is assigned 5; no value is assigned for missing ratings or when the "n/a" option is selected
· Percentage of Total Possible Score - a bar chart of the percentage of each average score relative to the maximum possible average score for the item
· Gap Score - the difference between your self-rating and the average rating for a respondent group; negative scores mean you rated yourself higher than others; positive scores mean that you rated yourself lower than others
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· Percentile - your score relative to the Capsim360 population; for example, a 75th percentile score means that your score was higher than 75 percent of the population.
Using Capsim360 Feedback
Your self-ratings are valuable because you have information about your strengths and challenges that is not available from any other source. However, assessments from other people give you the unique opportunity to see yourself from a different perspective by comparing your selfratings to those with whom you work.
Below are a few tips to follow when reviewing your Capsim360 developmental feedback:
· Remember that the rating scale ranged from 1 to 5 with higher numbers corresponding to more favorable ratings. In general, when you receive ratings above 3 it means your performance has been viewed favorably, whereas ratings below 3 mean your performance has been viewed unfavorably.
· Try to primarily focus on others' assessments of you in relation to your self-ratings. Examining the Gap Scores can help in this regard. For example, do your self-ratings generally fall above or below how other rate you?
· Try to avoid the temptation to first study each and every data point. Instead, consider the patterns that emerge across the domains and items. For example, is your self-assessment always higher than or always lower than your peers' assessment of you? Either of these cases can indicate an inaccurate self-assessment and a need for reevaluation of your skills.
Capsim360 Assessment Limits
Capsim360 is not designed to provide an absolute assessment of your total management qualities or potential. No single assessment has this capability. The behavioral items in Capsim360 are designed to provide valid and representative coverage of essential managerial skills evidenced in empirical research. Neither your own self-assessment nor the assessments of others should be taken as the final authority concerning your skill level on the scales covered in the Capsim360. All the information provided in this report should be received and analyzed in a spirit of honest self-discovery, which is the critical foundation for improving your managerial effectiveness.
It is possible that not all of those whom you asked to participate did so. For example, you may have asked seven peers to rate you, but only four responded. In such cases, only the responses actually submitted to the Capsim360 system were used in the analysis for this feedback report. Similarly, it may be the case that no one from a certain respondent group (e.g., Direct Report) responded or was asked to do so. In this situation, your feedback report will indicate that none from that respondent group participated. Note that this circumstance does not affect the calculation of your ratings.
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Score Results by Domain
Respondent Type
Count
Average
Percentage of total possible score
Gap Score
Percentile
Self
1
3.14
0.00
20
th
Peer
2
3.05
-0.09
nd
2
54
%
51
%
Respondent Type
Count
Average
Percentage of total possible score
Gap Score
Percentile
Self
1
4.05
0.00
rd
63
Peer
2
3.05
-1.00
nd
2
76
%
%
51
Respondent Type
Count
Average
Percentage of total possible score
Gap Score
Percentile
Self
1
3.40
0.00
th
38
Peer
2
3.05
-0.35
3
rd
%
60
51
%
Service Skills
Citizenship Skills
Technical Skills
Score Results by Item
Demonstrates effectiveness in accomplishing major work goals.
Respondent Type
Count
Average
Percentage of total possible score
Gap Score
Percentile
Self
1
3.10
0.00
39
th
Peer
2
3.05
-0.05
rd
3
53
%
%
51
Fulfills all responsibilities required by her/his job.
Respondent Type
Count
Average
Percentage of total possible score
Gap Score
Percentile
Self
1
3.10
0.00
th
39
Peer
2
3.05
-0.05
th
6
53
%
%
51
Gets the job done.
Respondent Type
Count
Average
Percentage of total possible score
Gap Score
Percentile
Self
1
4.00
0.00
66
th
Peer
2
3.05
-0.95
3
rd
75
%
51
%
Technical Skills
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