Welcome to
The PROFILOR® Kickoff
Session
Date
Name
PDI Ninth House
Copyright © 2010, Personnel Decisions International Corporation, d.b.a. PDI Ninth House. All Rights Reserved.
Communication/Kickoff Session
Why Conduct a Kickoff Session?
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Clarify the reasons for the implementation.
Set expectations and orient people to the process.
Allay fears and concerns; answer questions.
Provide guidance on how to select respondents.
Outline process steps and timeframes.
Outline follow-up expectations.
Copyright © 2010, Personnel Decisions International Corporation, d.b.a. PDI Ninth House. All Rights Reserved.
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The PROFILOR® Kickoff Session Agenda
 Purpose and Benefits of The PROFILOR®
Process
 Steps and Timing of the Process
 Facts about PROFILOR Feedback
 Confidentiality of the Process
 The PROFILOR® Competency Model
 Overview of the Feedback Report
 Choosing Respondents
 Avoiding Typical Rating Errors
 Distribution of surveys
Copyright © 2010, Personnel Decisions International Corporation, d.b.a. PDI Ninth House. All Rights Reserved.
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The Company Behind The PROFILOR
MINNEAPOLIS/SAINT PAUL
 PDI NH:
 Global HR consulting
firm founded in 1967
Corporate Headquarters
BOSTON
 Employs more than
700 team members
CHICAGO
 28 full-service offices
DENVER
 Serves clients
on five continents
DETROIT
 Clients:
ABU DHABI
BRATISLAVA
BRUSSELS
BUDAPEST
DEN HAAG
LONDON
MILAN
PARIS
STOCKHOLM
GENEVA
STUTTGART
ATLANTA
DALLAS
HOUSTON
LOS ANGELES
 80% of Fortune 100
MINNEAPOLIS
 75% of Forbes Global 100
NEW YORK
 70% of Business Week Top
100 Global Brands
SAN FRANCISCO
HONG KONG
Bogotá, Colombia
MUMBAI
Buenos Aires, Argentina SHANGHAI
Vitoria, Brazil
SINGAPORE
Sao Paulo, Brazil
TOKYO
Mexico City, Mexico
SYDNEY
Athens, Greece
MELBOURNE
Istanbul, Turkey
AFFILIATES:
WASHINGTON, D.C.
Copyright © 2010, Personnel Decisions International Corporation, d.b.a. PDI Ninth House. All Rights Reserved.
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PDI Ninth House
 A global human resources
consulting firm with
expertise in talent
management.
 Known for research-based
strategies, systems and
tools.
 Specializes in products
and services for:
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employee selection,
leadership development,
performance and reward
systems,
succession management.
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Purpose of the PROFILOR® Process
 Support Current and Future
Business Objectives
 Facilitate Organizational
Change Efforts
 Upgrade the Organization’s
Talent Pool
 Enhance Communication
in the Organization
 Facilitate Individual
Development
 Identify Group Training
Needs
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The PDI Development Pipeline®
Necessary conditions for real and lasting development
Insight
Motivation
Capabilities
Real-World
Practice
Accountability
Insight: Do you know what to develop?
Motivation: Are you willing to spend the time & energy to develop yourself?
Capabilities: Do you know how to acquire the skills & knowledge you need?
Real-world practice: Do you have opportunities to try new skills?
Accountability: Do you internalize new capabilities to improve your
performance and results? Are you held accountable and rewarded for
development?
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Steps of the PROFILOR® Process
Step 1:
Step 2:
Step 3:
Step 4:
Step 5:
Step 6:
Step 7:
Communication/Kickoff Meeting
Distribution of Surveys
Completion of Surveys
Processing of Feedback Reports
Feedback Sessions
Development Planning
Ongoing Development and
Follow-up
Step 8: Time2Change® measure
(optional)
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Key Dates
Kick off Session
Submit Respondent List
Survey Completion Deadline
Processing of Feedback Reports
Feedback Sessions
Development Planning Sessions
Completion of Development Plans
Time2Change Process Initiated
xx Month Year
xx Month Year
xx Month Year
xx Month Year
xx Month Year
xx Month Year
xx Month Year
xx Month Year
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Facts About PROFILOR Feedback
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Its focus is on development.
It acts like a 4-way mirror.
Feedback is anonymous, except from boss.
It measures “perceptions,” but not
necessarily “truth.”
 It is comprehensive and specific.
 It provides normative comparisons.
 It gives you responsibility for your own
development.
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Confidentiality of the Process
 Respondents’ names (except your boss) are not
associated with the survey.
 Online surveys are completed on PDI NH’s secure
website.
 Paper feedback reports are sealed.
 Respondent feedback is anonymous, except
from the boss.
 The feedback report is for
development purposes only.
 The participant owns the report
and decides how much to share.
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The PROFILOR® Wheel For Mid-Level Leaders
Sample PROFILOR Model
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The PROFILOR® Feedback Report
I. Importance Summary
II. Skill Ratings
a. Skills Overview
b. Perspective
Comparisons
III. Focus for Development
c. Specific Question
Results
Composites
Highest/Lowest
Items
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Choosing Respondents
 Choose people who will provide you honest, useful
feedback.
 Choose people you have worked with for at least six
months.
 Choose people with whom you frequently interact
 Typically only one boss participates, but up to 3 can be
reported separately.
 Except the boss, choose a minimum of 2 respondents
from each perspective group to participate (we
recommend 4 or 5 per group).
 Contact each of your respondents personally before
distributing the surveys. Let them know:
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you value their perspective.
their responses will be anonymous.
only you will get a copy of the report.
you really do want them to be candid.
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Avoiding Typical Rating Errors
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Compatibility error
Perfectionism error
Charisma error
Recency error
Central Tendency error
“One Incident” error
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The PROFILOR®
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Completing Your Survey Online
Online-only Data Collection
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Data Collection: Details of the Online Process
 You will receive an email from
support@pdi360.com with directions, a
unique login ID and a link or URL for the
PDI NH website
 Log on to the PDI NH website to complete
your list of respondents (the people you
want feedback from), and to complete
your own self-survey
 Each of your respondents will receive an
email with directions, a unique login ID
and a link or URL for the PDI NH website
 You can check to see how many of your
respondents have submitted their surveys
and send email reminders as needed. We
recommend that you coordinate with HR
to determine who should send out
reminder emails and how often.
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Participant Process
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Login Screen
Participants and Respondents enter the site here.
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E-mail to the Participant
The e-mail contains instructions, website address, and a Login ID.
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21
Language Selection
Example – Actual data will vary
For Multi-Lingual Projects (bypassed for English-only)
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22
Data Privacy Consent Form
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Instructions for Participant
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Home Page
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25
Add Respondent
Example – Relationships categories may vary
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26
Respondent List and Send Invitations
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Demographic/Research Questions (for Norms)
Example – Actual data will vary
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28
Behavior Ratings
Example – Actual data will vary
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Importance Ratings
Importance Ratings are completed by only the
Boss and Participant.
Example – Actual data will vary
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Importance Ratings Distribution
Example – Actual data will vary
The system will warn the Participant and Boss if they
have not entered the correct importance distribution.
Click OK to continue with selected distribution; click
Cancel to make changes.
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Unanswered Questions
1
2
Unanswered questions
are highlighted.
3
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32
Printing the Survey
The survey, with responses, can be printed
for future reference.
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33
Use the Browser’s Print Function
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34
Submit Survey
The survey is submitted for processing.
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35
Confirmation
Participants and Respondents receive a confirmation
message that the data has been received.
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36
Home Page
Participants can check how many Respondents
have completed the survey.
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37
Check Status of Response Rate
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Send Reminders to Respondents
In addition to system reminders from HR Coordinators, Participants
can send reminders to Respondents.
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39
Change Report Language
Example – Actual data will vary
You can change the language of the feedback report. Languages
vary by project. This tab is not available for English-only projects.
Copyright © 2010, Personnel Decisions International Corporation, d.b.a. PDI Ninth House. All Rights Reserved.
40
For Respondents Only
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41
E-mail to the Respondent
The e-mail contains instructions,
the website address, and a Login ID
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42
Instructions for Respondent
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Open Ended Comments
These questions are presented only to Respondents.
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44
Time2Change®
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45
Time2Change® - Overview
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Re-assesses the behaviors you targeted for
development, 6-12 months later.
Short, follow-up 360 survey (typically only 210 items).
Tailored to your specific development
objectives (strengths and/or needs).
Your respondents will be asked how much
change they have observed in the behaviors
you have been working on.
Includes open-ended comments.
Gives you direct feedback on how your
development efforts are being perceived.
Unlike your PROFILOR report, your
Time2Change report is meant to be shared
and discussed with your boss.
Provides information on the aspects of your
environment that are promoting or inhibiting
your development.
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Time2Change® with PROFILOR®
Time2Change can provide you direct feedback on your
development efforts following any development initiative that
results in behavioral development objectives (360, coaching,
training, assessment, annual development planning, etc.).
Using Time2Change as a follow up to The PROFILOR 360:
 Complete The PROFILOR
 Receive Development Feedback & Create a Development Plan
 Implement Development Plan Activities
 Complete Time2Change
 Receive Time2Change Feedback Report of Perceived Change
 Share and discuss results with your boss/coach
 Make adjustments to your development efforts/plan as needed
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47
Time2Change and the Necessary Conditions for
Development
Insight
Motivation
Capabilities
Real-World
Practice
Accountability
 Time2Change incorporates PDI NH’s expert knowledge
around how adults learn and improve job performance
 As the participant, you will rate yourself on your targeted
behaviors and complete a short survey based on the
conditions for development (10 items)
 Information on which segments of the development
pipeline are most constrained is provided
 Helps you keep your development in focus and hold
yourself accountable to your own personal goals
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48
Choosing Time2Change Respondents
 You do not have to choose the same respondents you did for
your PROFILOR 360 feedback
 Choose people who you believe will provide honest, useful
feedback - preferably those who have known the development
objectives you have been working on
 Choose people who have had on opportunity to work with you
before and during the time period you were working to develop
these skills
 Choose people with whom you frequently interacted during the
last several months
 Typically only one boss participates, but up to 3 can be reported
separately
 Let your respondents know their feedback will be anonymous,
for your own development, and that you want them to be candid
 Except the boss, choose a minimum of 2 respondents from each
perspective group to participate (we recommend 4 or 5 per
group)
Copyright © 2010, Personnel Decisions International Corporation, d.b.a. PDI Ninth House. All Rights Reserved.
49
Confidentiality in Time2Change Process
 Respondents’ names are not associated with
the survey.
 Online surveys are completed on PDI NH’s
secure website.
 Respondent feedback is anonymous, except
from the boss.
 The feedback report is for development
purposes only.
 Each participant reviews a copy of their report
with their coach and/or boss and discusses
any necessary changes to their development
plans.
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50
Participant Process
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E-mail to the Participants
For multi-lingual
projects only
The e-mail contains instructions, website address, and a Login ID.
Copyright © 2010, Personnel Decisions International Corporation, d.b.a. PDI Ninth House. All Rights Reserved.
52
Login Screen
Participants and Respondents enter the site here.
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53
Language Selection
Example – Actual data will vary
For Multi-Lingual Projects (bypassed for English-only)
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54
Data Privacy Consent Form
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55
Instructions for Participant
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56
Participant’s Home Page
Step 1: Select the items for your survey.
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57
Organization pre-selected Items (optional)
Example – Actual data will vary
Organization pre-selected items are an optional feature.
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58
Build Survey Page
Example – Actual data will vary
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59
Survey – Strengths
Example – Actual data will vary
Participant-selected Questions - Strengths
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60
Survey – Opportunities
Example – Actual data will vary
Participant-selected Questions - Opportunities
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61
Survey – Obstacle Questions
Example – Actual data will vary
For Participant Only
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62
Research Questions
For Participant Only
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63
Unanswered Questions
1
2
Unanswered questions
are highlighted.
3
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64
Printing the Survey
The survey, with responses, can be printed
for future reference.
Copyright © 2010, Personnel Decisions International Corporation, d.b.a. PDI Ninth House. All Rights Reserved.
65
Submit Survey
The survey is submitted for processing.
Copyright © 2010, Personnel Decisions International Corporation, d.b.a. PDI Ninth House. All Rights Reserved.
66
Confirmation
Participants and Respondents receive a confirmation
message that the data has been received.
Copyright © 2010, Personnel Decisions International Corporation, d.b.a. PDI Ninth House. All Rights Reserved.
67
For Respondents Only
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68
E-mail to the Respondents
The e-mail contains instructions, website address, and a Login ID.
Copyright © 2010, Personnel Decisions International Corporation, d.b.a. PDI Ninth House. All Rights Reserved.
69
Instructions for Respondent
For Respondents Only
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70
Open Ended Comments
For Respondents Only
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71
Questions & Answers
What questions do you have?
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72