Pardon any cross-postings....
We are in the process of redesigning how we give feedback to assessment center
participants. Currently, they receive narrative feedback for each exercise
along with strengths and development needs. Frequently (depending on the
situation) we also supply participants with a training opportunity x
dimension/competency matrix so they can pursue appropriate development
opportunities. Feedback is also generally shared with the participant's
immeidate supervisor.
My concern is that the better performers in the AC are using the feedback more
than average or poor performers. I am curious as to what 'best practices'
exist so that more people take advantage of AC feedback. I am most interested
in instances where you have documentation that your feedback process is
working.
I will, of course, summarize responses.
TIA,
Warren Bobrow, Ph.D.
The Context Group
http://www.contextgroup.com