How to Conduct a Church Staff 360 Degree Feedback Survey
In our last post Why Conduct a Church Staff 360 Degree Feedback Survey, we looked at why a 360 Degree Feedback Survey is an effective tool for church leaders to gain critical insights into how multiple people view one employee. In this post we will examine a step by step process for conducting a Church Staff 360 Degree Feedback Survey and provide an example set of questions.
Conducting a 360° feedback survey is a multiple step process that involves considerable preparation and administration. Initially, church leaders must decide on the purpose. Will the survey be used for evaluating performance, or identifying areas for development, or both?
Next, church leaders must make sure that the church staff are ready for this type of survey. This means that all employees are aware of it, why you are doing it and receive training in its implementation.
Steps in a Church Staff 360 Degree Feedback Survey
Step 1: Develop Survey Questions – A 360 Degree Feedback survey need not be lengthy. Creating the right questions is important. Questions or statements are rated on a 5-point scale. In a typical survey, there are 35-75 questions or statements. These are written in simple, short phrases so that the rater can answer each question or statement in 20-30 seconds. The questions measure different dimensions of job performance and behavior. An example set of questions is provided below.
Step 2: Provide Training to Staff – Once the questionnaire is developed, supervisors and employees are given an orientation. The goal is to familiarize the church staff with the purpose and the administration of the 360 Degree Feedback Survey. It is also to assure them of confidentiality and anonymity and how the feedback will be handled.
Step 3: Determine and Enlist Raters – If the 360 Degree Feedback Survey is to involve members of the laity, these individuals are to be determined and enlisted. To gather feedback from both the ministry leader and participant perspective, 2-4 volunteer leaders from the employee’s area of ministry and 2-4 active participants in their ministry are enlisted.
Step 4: Administer the survey – Online administration is the most convenient and efficient way of administering a 360 Degree Feedback Survey to employees and their raters. You can develop your own survey using SurveyMonkey.com but there are several other websites that have customizable 360 Degree Feedback Surveys that are helpful as you look at developing your own. Some you may wish to consider include GrapevineEvaluations.com, TalentSmart.com, SkillScope and Prism.
Step 5: Collect and Analyze Data – If you use one of the above mentioned online tools, the results are automatically compiled into a data analysis program, typically an average of the ratings by rater category. Compare how the employee rated themselves in each question to those of each rater group for a perception gap analysis.
Step 6: Share and Discuss the Results – Feedback received is shared with each employee by their supervisor along with an explanation of how the responses were compiled and analyzed. Typical follow up questions include:
- How did you do compared to how you expected you would do? Where were you most surprised?
- What are your take-a-ways from those questions where there are significant gaps in your perceptions and those of your raters?
- What are your take-a-ways from the highest and lowest rated questions you and your raters agreed upon?
- What are your strongest overall take-a-ways?
- What are two strategies for development in your highest and lowest areas of agreement and in the areas of largest perception gap that you will implement in the next three months?
Church Staff 360 Degree Feedback Survey Questions
Scale: (1) Definite Weakness (2) Rarely Effective (3) Average Performance (4) Moderately Effective (5) Definite Strength (6) Don’t Know
Raters: (1) Employee (2) Direct Report (3) Supervisor (4) Peer (5) Volunteer (6) Ministry Participant/Church Member
- Sets a good example and maintains high standards of personal and professional conduct.
- Demonstrates good judgement, objectivity and common sense when making decisions.
- Is a self-starter and takes initiative without being told.
- Can be counted on to follow through with his/her commitments.
- Demonstrates the belief the primary function of leadership is to produce more leaders, not followers.
- The practice of spiritual disciplines is a significant and ongoing part of his/her life.
- Has an accurate perception of self and understanding of his/her strengths and weaknesses.
- Expresses himself/herself clearly and effectively in writing and speaking.
- Is open to receiving feedback without becoming defensive or overly emotional.
- Provides candid and constructive feedback in a way that encourages improvement.
- Solicits input and encourages co-workers and volunteers to express their ideas and opinions.
- Keeps co-workers and volunteers informed of changes, initiatives, policies and procedures.
- Responds in a timely manner to email and phone calls.
- Communicates his/her faith and the Holy Scriptures effectively.
- Demonstrates and encourages collaborative working relationships with peers, those lower in the organization and those higher in the organization.
- Addresses others’ needs and feelings with respect, patience, compassion and fairness.
- Builds excellent relationships and rapport with co-workers, ministry volunteers and church members.
- Earns the trust of co-workers, ministry volunteers and church members.
- Resolves conflict in a biblical and constructive manner.
- Proactively develops and uses professional networks and relationships to achieve results.
DELEGATION AND SUPERVISION
- Effectively serves, manages, and mentors direct reports and ministry volunteers.
- Clearly defines roles, responsibilities and expectations of direct reports and ministry volunteers.
- Effectively recruits, trains and develops a sufficient number of ministry volunteers.
- Effectively delegates responsibility and authority, provides necessary feedback, and avoids butting in once something has been delegated.
- Makes himself/herself accessible to co-workers, ministry volunteers and church members to talk about personal, spiritual and ministry issues.
- Recognizes co-worker and volunteer achievements and expresses his/her appreciation.
- Understands the mission of the church and how it applies to his/her area of ministry and demonstrates a passion for achieving the church’s mission.
- Effectively plans and facilitates meetings.
- Demonstrates personal commitment to embracing and leading change.
- Implements best practice strategies and structures that increase ministry and church effectiveness.
- Sets direction and develops objectives, goals and measurements for their ministry.
- Uses his/her time effectively and efficiently.
- Meets timelines and deadlines.
- Maintains and communicates agreed upon office hours.
- Manages resources and expenditures prudently and stays within budget.
- What does this individual need to do more of to be more effective?
- What does this individual need to do less of to be more effective?
- What does this individual need to continue doing to be more effective?
Posted on April 5, 2016