By comparing one's perception with those of one's manager, peers and other team members, Performance View/360 provides an objective summary of your employee's strengths and areas of development along fourteen critical competencies required for competitive performance. Performance View/360 was designed for non-supervisory and non-management personnel and can be used for all professional, technical, and administrative employees working either as independent contributors or as part of a team within your organization.
Performance View/360 is suitable for coaching services, employee development, communications and interpersonal skills training, and career development. Use the OPD Scoring Bureau service for your complete 360-degree feedback administration needs or the Performance View/360 software for complete in-house scoring and report generation.
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Nowack, K., Hartley, J., & Bradley, W. (1999). Evaluating results of your 360-degree feedback intervention. Training and Development, 53, 48-53. Abstract
Nowack, K. (1999). 360-Degree feedback. In DG Langdon, KS Whiteside, & MM McKenna (Eds.), Intervention: 50 Performance Technology Tools, San Francisco, Jossey-Bass, Inc., pp.34-46. Abstract
Wimer, S. and Nowack, K. (1998). Thirteen common mistakes in implementing multi-rater feedback systems. Training and Development, 52, 69-80. Abstract
Nowack, K. (1997). Congruence between self-other ratings and assessment center performance. Journal of Social Behavior and Personality, 12, 145-166.
Nowack, K. and Wimer, S. (1997). Coaching for human performance. Training and Development. Volume 51, No.10. 28-32. Abstract
Nowack, K. M. (1994). The secrets of succession: Emphasizing development in succession planning systems. Training and Development, 48, 49-54. Abstract
Nowack, K. (1993). 360-Degree feedback: The whole story. Training & Development Journal, 47, 69-72 Abstract
Nowack, K. (1992). Self-assessment and rater-assessment as a dimension of management development. Human Resources Development Quarterly, 3, 141-155. Abstract
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