Sample Development Tracker Report
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1 Sample Development Tracker Report Angela Sebaly, President P/ C/ S. Plum Crest Circle The Woodlands, TX 77382
2 Development Tracker Feedback Reports Sample Learner JAN 21 04
3 Development Tracker - Introduction Report This report contains the results of your Development Tracker : Return on Intervention Survey. The Survey measures the progress you ve made on one or more needs you have selected. The Development Tracker report contains two reports plus narrative comments if any: 1. Overall Results by Question per Need: There are 2 questions per need. Results are by all other raters not including your self-rating. To what extent do you think this person is aware he/she needs to work on this skill, weakness, or need? To what extent do you think this person has actually/really changed (or made progress) in terms of fixing this area or addressing this opportunity? 2. Results by rating groups: There are up to seven rating groups that may have been used in this survey. Results by rating groups are displayed for each question per need. Not every application will contain results from all of these groups. a. All Others: These are all other raters, other than your self-rating, who completed this survey. b. Self: This is your self-rating. Some applications of this ROI tool may not include a self-rating. c. Bosses: This is the current and/or past direct, equal or higher bosses, supervisors, or managers who directly manage you. In most cases, this will be one person- your current direct boss. It could also contain one or more past Bosses or Bosses higher than your current Boss. In the case of matrixed organizations, this Bosses group might also contain more than one person. d. Peers: These are people who are at the same level as you either within your unit or from outside your unit. e. Direct Reports: These are people who report to you. You are the boss of these raters. f. Customer: These are people who are you clients. g. HR: In some applications, you may choose to have one or more HR professionals comment on your development progress. h. Mentor/Coaches: In some cases you may choose to include a mentor or coach you are working with on your need. Item Results: The survey uses a six-point scale for each need. 0 is lowest and 5 is highest on the survey. Because each item has a slightly different scale, the results have been converted to a % scale ranging from 0% (for 0) to 100% (for 5). The averages are calculated by taking all of the ratings for an item by all of the people rating that item and averaging them. Gap Indicator: This number is the difference between your (self) rating and the rating from other rating groups. A negative number means you rated this item higher and positive number means you rated it lower. Better learning agile individuals generally score at or below other groups of raters (positive numbers). As a rule, a gap difference of 15% or greater is meaningful. However, if one group rates consistently higher or lower than others, 15% doesn't work. That group will be different on too many items to mean much. Although each application will be different, the general goal is to confirm development progress ( where are you in the process and how are you doing) and identify and act on further development steps until you reach 100%. Development Tracker - Introduction Report Printed JAN Page 1 Prepared for Sample Learner
4 3. Narrative Notes: In some applications, raters will have added notes to help you make progress on your needs. Development Tracker - Introduction Report Printed JAN Page 2 Prepared for Sample Learner
5 Development Tracker - Item Summary Report: Delegation Competency (18) Delegation From: Doesn't believe in or trust delegation; lacks trust and respect in the talent of direct reports and others; does most things by him/herself or hoards, keeps the good stuff for him/herself; doesn't want or know how to empower others; may delegate but micromanages and looks over shoulders; might delegate but not pass on the authority; may lack a plan of how to work through others; may just throw tasks at people; doesn't communicate the bigger picture. To: Clearly and comfortably delegates both routine and important tasks and decisions; broadly shares both responsibility and accountability; tends to trust people to perform; lets direct reports and others finish their own work. Awareness: Progress: To what extent do you think this person is aware he/she needs to work on this skill, weakness, or need? To what extent do you think this person has actually/really changed (or made progress) in terms of fixing this area or addressing this opportunity? Rating Scale This is the six point rating scale used in the survey (definitions of the scale points are located in the key below). Since each question uses a slightly different scale, the 6 points (0-5) have been converted into a scale for consistancy in this report. This represents the range of scores (from lowest to highest) that were used by a single rater from each group. Questions Awareness Progress Questions These are the two questions of personal development progress measured in this survey. Key: Bar with Number The bar and number represent the average rating given to the person (self) by each of the rating groups on the six-point scale. This is the difference between the rating the person gave him/herself and the ratings by other groups. A negative number means the person rated this item higher and a positive number means the person rated it lower. If there is no self rating, this column will be blank. Awareness Unaware Just Starting Somewhat Aware More Aware than Mostly Aware Fully Aware not Progress Can't see any Can begin to see Less than halfway About halfway More than halfway Complete difference change Prepared for Sample Learner Development Tracker - Item Summary Report : Delegation Printed JAN 21 04
6 Item Overview by Rating Group Report: Delegation Competency (18) Delegation From: Doesn't believe in or trust delegation; lacks trust and respect in the talent of direct reports and others; does most things by him/herself or hoards, keeps the good stuff for him/herself; doesn't want or know how to empower others; may delegate but micromanages and looks over shoulders; might delegate but not pass on the authority; may lack a plan of how to work through others; may just throw tasks at people; doesn't communicate the bigger picture. To: Clearly and comfortably delegates both routine and important tasks and decisions; broadly shares both responsibility and accountability; tends to trust people to perform; lets direct reports and others finish their own work. To what extent do you think this person is aware he/she needs to work on this skill, weakness, or need? Number of Raters This is the number of raters who completed the survey in each group. Rater Groups These are the seven possible categories of raters who completed this survey. The number in front of the rater category is the number of raters who completed the survey. If there were no raters in a category that bar will not appear, or the rater or raters did not answer that question, it will be blank. The category 'All Others' is a combination of six of the groups excluding the self rating. Rating Scale This is the six point rating scale used in the survey (definitions of the scale points are located in the key below). Since each question uses a slightly different scale, the 6 points (0-5) have been converted into a scale for consistancy in this report. This represents the range of scores (from lowest to highest) that were used by a single rater from each group All Others Self Boss Peer Direct Report Don t Know 11% % Using 0% 0% 22% 11% 11% 44% Can't Rate This is the difference between the rating the person gave him/ herself and the ratings by other groups. A negative number means the person rated this item higher and a positive number means the person rated it lower. If there is no self rating, this column will be blank. Bar with Number The bar and number represent the average rating given to the person (self) by each of the rating groups on the six-point scale. % Using % Using the 6 point scale: This line shows the percent breakdown of how many raters used each point of the rating scale (i.e. % of people who used a 1 (20), the % of people who used a 2 (40) etc.) Key: Awareness Unaware Just Starting Somewhat Aware More Aware than not Mostly Aware Fully Aware Prepared for Sample Learner Printed JAN Item Overview by Rating Group Report : Delegation
7 Item Overview by Rating Group Report: Delegation Competency (18) Delegation From: Doesn't believe in or trust delegation; lacks trust and respect in the talent of direct reports and others; does most things by him/herself or hoards, keeps the good stuff for him/herself; doesn't want or know how to empower others; may delegate but micromanages and looks over shoulders; might delegate but not pass on the authority; may lack a plan of how to work through others; may just throw tasks at people; doesn't communicate the bigger picture. To: Clearly and comfortably delegates both routine and important tasks and decisions; broadly shares both responsibility and accountability; tends to trust people to perform; lets direct reports and others finish their own work. To what extent do you think this person has actually/really changed (or made progress) in terms of fixing this area or addressing this opportunity? All Others Self 20 1 Boss Peer Direct Report Don t Know 11% % Using 0% 44% 11% 11% 22% 0% Can't Rate Key: Progress Can't see any Can begin to see Less than halfway About halfway More than halfway Complete difference change Prepared for Sample Learner Item Overview by Rating Group Report : Delegation Printed JAN 21 04
8 Development Tracker - Narrative Notes : Delegation 18 Delegation Sometimes it is hard to determine how involved you do or do not want to be in making routine organizational decisions. It is not always clear what issues you want to maintain control over. However, I have been pleased with the trust you have placed in some people who have proven they can perform. Sometimes you seem uncomfortable with delegation especially when the person's process of getting the work done differs from yours. Prepared for Sample Learner Printed JAN Development Tracker - Narrative Notes : Delegation
9 Development Tracker - Item Summary Report: Informing Competency (27) Informing From: Not a consistent communicator; tells too little or too much; tells too late; timing is off; may be unclear, may inform some better than others; may not think through who needs to know by when; doesn't seek or listen to the data needs of others; may inform but lack follow-through; may either hoard information or not see informing as important; may only have one mode - written or oral or . To: Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with information. Awareness: Progress: To what extent do you think this person is aware he/she needs to work on this skill, weakness, or need? To what extent do you think this person has actually/really changed (or made progress) in terms of fixing this area or addressing this opportunity? Rating Scale This is the six point rating scale used in the survey (definitions of the scale points are located in the key below). Since each question uses a slightly different scale, the 6 points (0-5) have been converted into a scale for consistancy in this report. This represents the range of scores (from lowest to highest) that were used by a single rater from each group. Questions Awareness Progress Questions These are the two questions of personal development progress measured in this survey. Key: Bar with Number The bar and number represent the average rating given to the person (self) by each of the rating groups on the six-point scale. This is the difference between the rating the person gave him/herself and the ratings by other groups. A negative number means the person rated this item higher and a positive number means the person rated it lower. If there is no self rating, this column will be blank. Awareness Unaware Just Starting Somewhat Aware More Aware than Mostly Aware Fully Aware not Progress Can't see any Can begin to see Less than halfway About halfway More than halfway Complete difference change Prepared for Sample Learner Development Tracker - Item Summary Report : Informing Printed JAN 21 04
10 Item Overview by Rating Group Report: Informing Competency (27) Informing From: Not a consistent communicator; tells too little or too much; tells too late; timing is off; may be unclear, may inform some better than others; may not think through who needs to know by when; doesn't seek or listen to the data needs of others; may inform but lack follow-through; may either hoard information or not see informing as important; may only have one mode - written or oral or . To: Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with information. To what extent do you think this person is aware he/she needs to work on this skill, weakness, or need? Number of Raters This is the number of raters who completed the survey in each group. Rater Groups These are the seven possible categories of raters who completed this survey. The number in front of the rater category is the number of raters who completed the survey. If there were no raters in a category that bar will not appear, or the rater or raters did not answer that question, it will be blank. The category 'All Others' is a combination of six of the groups excluding the self rating. Rating Scale This is the six point rating scale used in the survey (definitions of the scale points are located in the key below). Since each question uses a slightly different scale, the 6 points (0-5) have been converted into a scale for consistancy in this report. This represents the range of scores (from lowest to highest) that were used by a single rater from each group All Others Self 80 1 Boss Peer Direct Report Don t Know 11% % Using 0% 11% 0% 22% 33% 22% Can't Rate This is the difference between the rating the person gave him/ herself and the ratings by other groups. A negative number means the person rated this item higher and a positive number means the person rated it lower. If there is no self rating, this column will be blank. Bar with Number The bar and number represent the average rating given to the person (self) by each of the rating groups on the six-point scale. % Using % Using the 6 point scale: This line shows the percent breakdown of how many raters used each point of the rating scale (i.e. % of people who used a 1 (20), the % of people who used a 2 (40) etc.) Key: Awareness Unaware Just Starting Somewhat Aware More Aware than not Mostly Aware Fully Aware Prepared for Sample Learner Printed JAN Item Overview by Rating Group Report : Informing
11 Item Overview by Rating Group Report: Informing Competency (27) Informing From: Not a consistent communicator; tells too little or too much; tells too late; timing is off; may be unclear, may inform some better than others; may not think through who needs to know by when; doesn't seek or listen to the data needs of others; may inform but lack follow-through; may either hoard information or not see informing as important; may only have one mode - written or oral or . To: Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with information. To what extent do you think this person has actually/really changed (or made progress) in terms of fixing this area or addressing this opportunity? All Others Self 60 1 Boss Peer Direct Report Don t Know 22% % Using 22% 11% 11% 22% 11% 0% Can't Rate Key: Progress Can't see any Can begin to see Less than halfway About halfway More than halfway Complete difference change Prepared for Sample Learner Item Overview by Rating Group Report : Informing Printed JAN 21 04
12 Development Tracker - Narrative Notes : Informing 27 Informing Sometimes your one line (or one word) s can leave people in a less than resourceful state when they ask you a question, or they may be confused by the information or message you are sharing. You do a good job of forwarding competitor or customer information on regular basis to keep your employees aware of market issues. You share a lot of information in one-on-one conversations. When a group of people need to hear the same message at the same time, I think you should try cc's on s and conference calls. Prepared for Sample Learner Printed JAN Development Tracker - Narrative Notes : Informing
13 Development Tracker - Item Summary Report: Patience Competency (41) Patience From: Acts before it's time to act; intolerant of the slow pace and cumbersome processes of others; may be seen as a self-centered do it my way and at my speed type; doesn't take the time to listen or understand; thinks almost everything needs to be faster and shorter; disrupts those facilitating meetings with his/her need to finish sooner; frequently interrupts and finishes other people's sentences; makes his/her own process rules; doesn't wait for others; may appear to others as arrogant, uninterested or a know-it-all; may be action oriented and resist process and problem complexity; may just jump to conclusions rather than thinking things through. To: Is tolerant with people and processes; listens and checks before acting; tries to understand the people and the data before making judgments and acting; waits for others to catch up before acting; sensitive to due process and proper pacing; follows established process. Awareness: Progress: To what extent do you think this person is aware he/she needs to work on this skill, weakness, or need? To what extent do you think this person has actually/really changed (or made progress) in terms of fixing this area or addressing this opportunity? Rating Scale This is the six point rating scale used in the survey (definitions of the scale points are located in the key below). Since each question uses a slightly different scale, the 6 points (0-5) have been converted into a scale for consistancy in this report. This represents the range of scores (from lowest to highest) that were used by a single rater from each group. Questions Awareness Progress Questions These are the two questions of personal development progress measured in this survey. Key: Bar with Number The bar and number represent the average rating given to the person (self) by each of the rating groups on the six-point scale. This is the difference between the rating the person gave him/herself and the ratings by other groups. A negative number means the person rated this item higher and a positive number means the person rated it lower. If there is no self rating, this column will be blank. Awareness Unaware Just Starting Somewhat Aware More Aware than Mostly Aware Fully Aware not Progress Can't see any Can begin to see Less than halfway About halfway More than halfway Complete difference change Prepared for Sample Learner Development Tracker - Item Summary Report : Patience Printed JAN 21 04
14 Item Overview by Rating Group Report: Patience Competency (41) Patience From: Acts before it's time to act; intolerant of the slow pace and cumbersome processes of others; may be seen as a self-centered do it my way and at my speed type; doesn't take the time to listen or understand; thinks almost everything needs to be faster and shorter; disrupts those facilitating meetings with his/her need to finish sooner; frequently interrupts and finishes other people's sentences; makes his/her own process rules; doesn't wait for others; may appear to others as arrogant, uninterested or a know-it-all; may be action oriented and resist process and problem complexity; may just jump to conclusions rather than thinking things through. To: Is tolerant with people and processes; listens and checks before acting; tries to understand the people and the data before making judgments and acting; waits for others to catch up before acting; sensitive to due process and proper pacing; follows established process. To what extent do you think this person is aware he/she needs to work on this skill, weakness, or need? Number of Raters This is the number of raters who completed the survey in each group. Rater Groups These are the seven possible categories of raters who completed this survey. The number in front of the rater category is the number of raters who completed the survey. If there were no raters in a category that bar will not appear, or the rater or raters did not answer that question, it will be blank. The category 'All Others' is a combination of six of the groups excluding the self rating. Rating Scale This is the six point rating scale used in the survey (definitions of the scale points are located in the key below). Since each question uses a slightly different scale, the 6 points (0-5) have been converted into a scale for consistancy in this report. This represents the range of scores (from lowest to highest) that were used by a single rater from each group All Others Self Boss Peer Direct Report Don t Know 11% % Using 0% 0% 11% 22% 0% 56% Can't Rate This is the difference between the rating the person gave him/ herself and the ratings by other groups. A negative number means the person rated this item higher and a positive number means the person rated it lower. If there is no self rating, this column will be blank. Bar with Number The bar and number represent the average rating given to the person (self) by each of the rating groups on the six-point scale. % Using % Using the 6 point scale: This line shows the percent breakdown of how many raters used each point of the rating scale (i.e. % of people who used a 1 (20), the % of people who used a 2 (40) etc.) Key: Awareness Unaware Just Starting Somewhat Aware More Aware than not Mostly Aware Fully Aware Prepared for Sample Learner Printed JAN Item Overview by Rating Group Report : Patience
15 Item Overview by Rating Group Report: Patience Competency (41) Patience From: Acts before it's time to act; intolerant of the slow pace and cumbersome processes of others; may be seen as a self-centered do it my way and at my speed type; doesn't take the time to listen or understand; thinks almost everything needs to be faster and shorter; disrupts those facilitating meetings with his/her need to finish sooner; frequently interrupts and finishes other people's sentences; makes his/her own process rules; doesn't wait for others; may appear to others as arrogant, uninterested or a know-it-all; may be action oriented and resist process and problem complexity; may just jump to conclusions rather than thinking things through. To: Is tolerant with people and processes; listens and checks before acting; tries to understand the people and the data before making judgments and acting; waits for others to catch up before acting; sensitive to due process and proper pacing; follows established process. To what extent do you think this person has actually/really changed (or made progress) in terms of fixing this area or addressing this opportunity? All Others Self 20 1 Boss Peer Direct Report Don t Know 11% % Using 22% 22% 11% 11% 22% 0% Can't Rate Key: Progress Can't see any Can begin to see Less than halfway About halfway More than halfway Complete difference change Prepared for Sample Learner Item Overview by Rating Group Report : Patience Printed JAN 21 04
16 Development Tracker - Narrative Notes : Patience 41 Patience This does not seem to be a priority development need to me. You may be impatient with people and processes (on the inside), however, I have not seen you demonstrate your impatience on a regular basis. You must be either managing it differently or letting it build up. You have come a long way in this area. The trouble spot I see is in 'understanding the data before making judgements.' When you make snap judgements before checking the facts, it causes unnecessary confusion in the organization. Prepared for Sample Learner Printed JAN Development Tracker - Narrative Notes : Patience
Chris Design February 3, 2004
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