Jo Ayoubi is CEO and co-founder of Track Surveys.
At Track, Jo has advised on, and led the development of 360 and other online assessments for leading organisations including John Lewis Partnership, Waitrose, Baker & McKenzie, Nuffield Health, Fujitsu and Saudi Telecom.
She has also facilitated partnership programmes with people development companies including Cambridge-based Moller Professional Services Group.
Jo is also a qualified British Psychological Society Test User for Occupational Ability tests and Personality testing (OBPI).
Jo is the author of The Consultants’ Guide to Success with 360 Degree Feedback, and holds Bachelors (first class) and Masters degrees in French, Arabic & Politics.
Jo writes and blogs regularly on the topic of 360 Degree Feedback in performance and learning. Her recent papers include ‘Making Your 360 Degree Feedback more effective in delivering successful behavioural change’, and ‘Which Online 360? A 10-step checklist for choosing an online 360 Degree Feedback system’, published in association with Training Zone UK. Outside Track, Jo makes time to mentor students at Woodhouse College in London.
Prior to setting up Track Surveys, Jo was a learning and development director for the Corporate Finance business at Ernst & Young in London, where she was responsible for the training and development of over a thousand corporate finance professionals. Projects included learning management systems and online learning evaluations.
Track Surveys owns and operates the Track 360 online platform for bespoke 360 and other assessments.
My discussion replies
A 360 Degree Feedback may very well be a way of establishing a framework for behaviours for the whole company, regardless of job roles - we have a number of clients we are helping to do just that. If you already have a skills or competence framework, a list of organisational values, or a performance model, this is usually a good starting point for designing your 360.
I'm not sure if you're looking to integrate 360 into your current Appraisal process or to run it separately from the Appraisal. In either case, you will need to be clear on what you're trying to measure, and why. Below I've put some links to a number of articles (mine and links to others') which may give you some ideas that might help.
Using 360 to identify skills, behaviours and values
360 Appraisal: From the BBC's Bottom Line, Business Leaders discuss 360 Appraisal
360 Degree Feedback a key part of RBS talent strategy