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Handbook of Strategic 360 Feedback$
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Allan H. Church, David W. Bracken, John W. Fleenor, and Dale S. Rose

Print publication date: 2019

Print ISBN-13: 9780190879860

Published to Oxford Scholarship Online: April 2019

DOI: 10.1093/oso/9780190879860.001.0001

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Is 360 Feedback a Predictor or Criterion Measure?

Is 360 Feedback a Predictor or Criterion Measure?

Chapter:
(p.309) 17 Is 360 Feedback a Predictor or Criterion Measure?
Source:
Handbook of Strategic 360 Feedback
Author(s):

Elaine D. Pulakos

Dale S. Rose

Publisher:
Oxford University Press
DOI:10.1093/oso/9780190879860.003.0017

This chapter points out that 360 Feedback processes are often asked to do too many things at once. It examines the implications for using 360 Feedback as a predictor versus using it as a criterion measure to support various strategic talent decisions in organizations. Because 360s are quite flexible as a methodology, the chapter emphasizes the importance of proactively defining a clear purpose for the process and illustrates the critical link between purpose and design of the process. The chapter explores specific ways in which 360 processes should differ when being used as a predictor or as a criterion. Finally, the chapter describes design considerations that apply to both uses of 360 Feedback and articulates specific guardrails that will impact the quality and validity of any 360 program.

Keywords:   360 Feedback, measurement, validity, industrial–organizational psychology, predictor measure, job performance, criterion measure, 360 best practices, 360 methodology

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