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Report Introduction

When Subjects receive the Report on their feedback, the Introduction guides their expectations, helping them find their way through what may seem initially a confusing mass of information.

You should edit, add to, or delete from the draft text provided here.

Note: If in the process of customizing your layout, you made changes to such items as categories, scales, anchors, or concluding comments, it is extremely important that you read all the text carefully to be sure that it corresponds with the changes you have made.


If you omitted the "Self" category from the Report, remove the reference to "self-rating".)

The description of ScatterGraphs below should be carefully edited to match your use of dual-scale questions. As written, it is based on a situation where the first scale was entitled "Skill", the second "Significance".

Optional Additional Paragraphs

All Report introductory text can and should be edited. As well, you may include any of the following paragraphs that are appropriate to your questionnaire. Edit them with care to be sure they exactly match your Project.

What's Not Here

Let's look at what this report doesn't contain. It doesn't inform you about who said what, except in the case of your supervisor and yourself. That's in order to protect the confidentiality of the responders, encouraging them to be frank and honest.

As well, it doesn't compare you with others who hold similar jobs across your industry. That's because the behaviors on which you were assessed apply specifically to your job in your organization. Since every organization is unique in culture, history, and expectations, even a person who holds an identical job title elsewhere is likely, in fact, to have a quite different job.

Triangles (high/low)

If you see small triangles on certain bars in the charts, they represent the lowest and highest ratings received for that item. They can give you a greater sense of how consistently you were rated.

To maintain confidentiality, the triangles are displayed only where 4 or more people in a category responded.

Squares (comparison)

Your ratings are compared on charts with the ratings you received on a previous 360/the entire group who were assessed at the same time as you/the 50/60/70/80/90th percentile of people in your group.

The small yellow square indicates the average rating that your current rating is being compared to. You can see at a glance if you are viewed as performing higher or lower.

The right hand column shows the average represented by the yellow square.

Standard Deviation

If you see Standard Deviation ("SD") displayed beside bar charts, it indicates the extent of agreement among your responders. Lower SD numbers tell you that most responders were mainly in agreement in how they rated your performance. Higher SD numbers indicate there was a greater deviation among their replies.

Highest and Lowest Ratings

Near the conclusion of your report you will find a report on the highest and lowest ratings you received, along with the average of your ratings.

This can help you identify the areas in which you should continue to maintain your performance and those which in the opinion of your Responders you should put in additional effort.

Gap Report

This report includes comparisons of your ratings with an earlier 360/others in your group. The Gap Report shows the questions for which you were currently rated most and least favorably by comparison.

It shows your average rating for each question, the average to which you were compared, and the gap between the two. Gaps with positive numbers (e.g. "1.4") mean that your current average is higher than the comparison. Negative numbers (e.g. "-1.4") mean that your current average is lower.

Olympic Average

If you see the term "Olympic Average", it means that Olympic Averaging is used on the top line of each chart throughout this report. (Explanation: For certain Olympic sports, the highest and lowest ratings are eliminated in order to reduce the impact of bias in responders.) In 360-degree feedback, Olympic Averaging is chosen to discourage unfair assessments, by removing the highest and lowest marks from the average.


In the charts, the value of the "Combined Responders" or "Olympic Average" bar will not match the average of the bars below it. Here's why: This bar represents the average for all responders except the Self, so that each person has an equal voice. But each of the bars below represents a different number of responders. To simply average the bars would give some responders a louder voice than others.

In addition, values may appear to disagree because decimals have been rounded up or down.

Your responses have not been included in the average.


"ScatterGraphs" use a scattering of dots within a box, to report the results of questions that have two scales (for instance "Skill in the task" and "Significance of the task to the job"). Responses to the first scale are charted horizontally, to the second vertically. Where they intersect, a dot has been "scattered" onto the graph.

To the left of the ScatterGraph, you will also find the average numbers from which the graph was plotted.

ScatterGraphs present a strong visual picture. Here's how to get the most from them. Mentally divide each box into four quadrants (quarters). Then note where the dot, or the majority of dots, appears.

TOP RIGHT: If dots are primarily found in the top right quadrant, it means you are seen as performing the most significant tasks in a very skillful manner. There's nothing to worry about here. The only challenge is to maintain your excellent performance.

TOP LEFT: Dots primarily in the top left quadrant are reason for concern. This tells you that in the view of your responders, your are not performing skilfully on important tasks. Your challenge is to take remedial action, both to improve your performance of these tasks and to build credibility by conveying to others that you are making changes.

BOTTOM RIGHT: Dots primarily in the bottom right quadrant tell you that you are seen as performing excellently on tasks that are viewed as not highly significant. Your challenge is to refocus your efforts, improving your abilities in more crucial skills.

BOTTOM LEFT: Dots concentrated in the bottom left quadrant mean that you are seen as not performing skilfully, but that the tasks involved are also regarded as not very significant to your job. Your challenge is to concentrate your efforts elsewhere, updating your skills in those areas that are identified as being of greatest importance to your work.