Submitted by: RealTime Performance

Contact Name: Carrie Baumann

Phone: 206.749.9000

E-mail: carrieb@realtimeperformance.com

Address:

1218 Third Avenue, Suite 1111

Seattle, WA 98101

Logo:

Purpose: RealTime 360 is a totally online and customizable multi-rater assessment process. By collecting anonymous and confidential feedback from multiple sources, including peers, managers, direct reports and customers, RealTime 360 delivers an interactive personalized learning plan. Through a fully web-hosted Application Service Provider (ASP) model, RealTime 360 makes it more affordable and convenient for companies to implement a 360 assessment.

Whereas 360 assessments typically stop with reporting the results, RealTime 360 goes a step further and provides developmental suggestions and links to resources on the Internet, including e-learning, articles and books.

In today’s competitive job market, companies struggle to find and keep good employees. According to the Gallup Organization, a key factor in determining employee satisfaction is the quality of the relationship with their direct manager. RealTime 360 can assist managers in pinpointing areas of improvement and guide them through the steps to improve.

Solution: The e-assessment service, RealTime 360, provided by RealTime Performance; (1) replaces inefficient and expensive paper-and-pencil assessment methods, (2) reduces the survey cycle time and total assessment costs by up to 70%, (3) eliminates the need to install and maintain software application, (4) maintains and tracks historical data, (5) addresses a critical and underserved sector of the overall e-learning market, (6) and is viral in nature.

The user-friendly design allows people to complete a survey just by pointing and clicking (see the sample question below).

RealTime Performance offers a variety of solutions to fit a company’s budget. RealTime 360 can be customized for large (10,000+) corporations and distributed through a network of consultant resellers. Another option, RealTime 360 Standard, consists of a series of standard leadership assessment surveys, tailored to fit specific industry needs and distributed through industry partnerships.

Criteria:

1. Supports performers through best practice processes.
   Before designing and implementing RealTime 360, the staff of RealTime Performance interviewed customers and experts in 360-assessment. Their feedback determined best practices in the assessment industry. The customers also provided valuable insight into new areas of development of 360-assessment. These practices and feedback guided the designing and encoding of RealTime 360. Human Resources managers and training managers who use RealTime 360 are automatically guided through a best practices 360-assessment.

   RealTime 360 was designed to be very user-friendly and easy to follow. The process beings with an email to the participants providing them with their user name and password. After logging in, they are provided with basic instructions on how the RealTime 360 process works. When completing the self-survey, they are can just point and click. After completing the self survey, participants select their respondents. This is done by simply entering the respondent’s email address. The next step of the process involves the respondents. They are sent an email asking them to log on and rate an individual or individuals. RealTime 360 allows respondents to complete surveys for several individuals at once. After the respondents have rated the participants, the participants are asked to log in to view their results. The results are reported in a number of formats to make them more valuable. They can be viewed in detail, by high items, or by low items. All of the emails are automated and there is even an automated reminder that goes out days before a deadline occurs.

2. Establishes, or aids in establishing, goals.
   It is not enough for participants to read and understand an individual report; they must also set quantitative goals for improvement. RealTime 360 guides participants through the action planning process, inviting participants to set relevant and timely goals focused on improving areas of weakness. The system also sends timely email reminders to keep participants engaged in the improvement process. Participants can email their action plan to a manager or coach to assist them in meeting these goals.

3. Minimizes terminology translation or interpretation.
   Terminology translation is not a major problem with 360 assessment. However, RealTime 360 provides a click able Legend that allows the user to quickly access information on key terminology like Group Average, Company Average and Percentile.

4. Provides access to supporting and learning resources.
   The developmental suggestions emphasize supporting and learning resources. Each question has a unique developmental suggestion with traits of individuals who perform this function well and also tips to improve in this area. The developmental suggestions also link to online resources, such as Amazon to order a specific book or an e-learning company and a relevant course to take.

5. Focuses on task(s), processes, and the natural flow of work.
   RealTime 360 collects data once, at the source, so there is no double entry or human error. Email is used extensively to notify users of available surveys, results or goals. The assessment and development process becomes a natural extension of daily tasks.

6. Stretches the PCD/EPSS paradigm.
   In the past, survey assessment software was highly specialized, available only to survey administrators and usually relegated to the back office. With RealTime 360, the employee is seamlessly involved in the process, answering questions, entering data, selecting respondents and exploring their results. The employee browser becomes an interactive survey sheet, providing powerful feedback and most importantly, guiding the relevant online resources.

   After most 360 surveys, you’re left with a number of areas to improve but no guidance on how to do so. RealTime 360 provides developmental suggestions with relevant quotes, tips, and links to other helpful resources. In providing our quotes and tips, we reference many useful books and provide links to Amazon where the books can be easily ordered. In keeping with the e-learning theme, we link to online courses.

   RealTime 360 is easily adaptable to a customer’s needs. We have several standard surveys in critical areas such as leadership, sales, and management. However, each of these surveys can be easily adapted or an entirely new survey created. Customers sometimes choose different surveys for different departments within their organization.

   Users are often surprised at how easy the survey is to use and navigate. In completing the survey, all they do is point and click. The instructions are logical and therefore easy to follow. Customers like the reporting format, because it allows them to view results in a number of ways, which makes them easier to analyze.

User Profile: Companies who use 360 assessments to assist in development and training are typically modern in their approach to managers. They realize that good employees are hard to find and even harder to keep. In order to have satisfied employees, they must guide the managers on how to listen effectively, utilize employee potential, and maintain a positive working environment. By seeking feedback from a number of groups, managers receive candid feedback to assist them in interacting with each group.

Users of RealTime 360 are very similar to users of a 360 assessment. However, they tend to be more aware of technology and the options it presents. To these individuals, moving a 360 assessment online is a logical step and simplifies their participation.

Results: RealTime 360 allows companies to complete a 360 assessment in less time and at a lower cost. Administers don’t have to hand out a survey to individuals, and then have the individuals send them in. Also, it cuts down on the risk of errors. Data entry staff doesn’t have to be utilized to input the responses. Each individual enters his or her own responses. RealTime 360 comes with a one-year subscription, so participants can log back in and view results. If a client chooses to do a new survey the following year, participants can view their old results and monitor their progress.