CompassPDR Frequently Asked Questions

I am already using 360 Degree Feedback and so what additional benefits can CompassPDR offer my organisation?

CompassPDR is 360 Degree Feedback plus......... All the benefits of our Compass360 system are integrated into the performance development review (PDR) process allowing users to review objectives and development plans from the previous year, review current performance, set new objectives and development plans and carry out interim reviews as required.

Is the CompassPDR system flexible and customisable?

CompassPDR can accommodate any competency framework and any number of different frameworks for 360 degree feedback to suit different levels or job roles within your organisation. In addition all the text in the web pages for objectives, development plans, interim reviews, automated emails and the 360 and PDR feedback reports can be edited, customised and branded for your company.

Is the CompassPDR site secure?

All Compass application websites are secured with SSL, Secure Sockets Layer, for creating an encrypted link between a web server and a browser. This link ensures that all data passed between the web server and browser remains private and integral.

Is the 360 degree feedback and PDR process confidential?

Only the reviewee and reviewer (manager) plus selected central HR staff have password access to the PDR system. A reviewee may also choose to Share PDR with another colleague or senior manager to show them their PDR. The data displayed in 360 degree feedback reports for all multiple rater categories e.g. direct reports, colleagues etc. is averaged and shown as one result. Generally only the Self and Manager ratings are obvious to the subject. There are safeguards built into the system to prevent reports being generated without two or more raters in the appropriate categories.

Is the CompassPDR site user friendly?

The site is designed to take you through the stages one at a time and keep you in control of your PDR. There are five sections in the process arranged in logical order:

Section 1

Personal Information of the reviewee

Section 2

Review of previous years Objectives/Development Activities

Section 3

360 Degree Feedback and review/agree current ratings

Section 4

Set Objectives/Development Activities for current cycle

Section 5

Interim Reviews (as required) during the current cycle

Reviewers (managers) also have access to all their reviewees to monitor progress and complete the relevant sections of the PDRs within their responsibility.

Are the 360 and PDR reports easy to understand?

Both reports are designed to be self-explanatory although we do recommend going through them with your manager, or someone from your HR team or an external coach. The 360 report is designed to help you recognise your strengths as well as areas for development and the PDR report provides a record of your current performance, objectives and development plans.

Can I compare my results with a previous PDR report?

Both the 360 and PDR reports enable you to compare competencies and behaviours results with your previous report to check progress and review the previous years objectives and development plans.

In practice how does CompassPDR work?

We will set up a fully customised and branded self-managed site and provide you with system training and ongoing telephone/email support during normal working hours. The site can be managed by you and linked to your intranet to enable your staff to register and take responsibility to manage their own PDR reviews.

Do we have access to the site to monitor progress?

There is a password protected central administrative interface for selected staff to monitor the site and extract data as required. All your performance development review information is accessible in one place for staff, managers and HR.

Are there any hidden costs?

Our CompassPDR site fees include an initial one off set-up and customisation fee and initial system administration training. Fees are then based on the number of user registrations in year one (and completion of Section 1 in subsequent years), agreed and purchased in advance and posted to your site.

Is there someone we can call if we get a problem?

Our customer support service is always there to answer any queries by phone or email during normal working hours.

How long has Compass Performance Management been in business?

Compass Performance Management Ltd was established in 1999 and its mission purpose is to provide quality systems and services to help individuals, teams and organisations use feedback to develop and continuously improve performance.

Check out our case studies and full client list on the website.