360-degree feedback

 

360-degree feedback (also known as multi-rater feedback, multi-source assessment, or full-circle appraisal) is a performance evaluation method where an individual receives feedback from a variety of sources. This typically includes:

• Supervisors (e.g., direct managers)

• Peers (colleagues at the same level)

• Subordinates (if applicable)

• Self-assessment

• External parties (e.g., clients, customers, or partners — optional depending on the role)

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🔍 Purpose:

• To provide a comprehensive view of an individual's performance, behaviors, and skills.

• To identify strengths and development areas.

• Often used for leadership development, career planning, and organizational development.

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🧩 Common Competencies Assessed:

• Communication skills

• Teamwork and collaboration

• Leadership and decision-making

• Emotional intelligence

• Accountability and reliability

• Customer orientation (if relevant)

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✅ Benefits:

• Holistic perspective: Reduces individual bias by gathering input from multiple viewpoints.

• Improves self-awareness: Helps individuals understand how others perceive them.

• Encourages personal development: Targets areas for growth based on real feedback.

• Fosters a feedback culture: Supports open and constructive communication in teams.

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⚠️ Challenges:

• Bias and subjectivity: Feedback can be skewed by personal feelings or politics.

• Overwhelm or defensiveness: Some individuals may find multi-source criticism hard to process.

• Time-consuming: Collecting and processing feedback from multiple sources requires coordination.

• Action gap: Feedback must be followed up with clear development plans or it becomes ineffective.

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🔁 Best Practices:

1. Ensure anonymity for raters (except self and supervisor) to promote honesty.

2. Use a clear, standardized instrument (e.g., rating scales, open-ended questions).

3. Train participants (both raters and those receiving feedback) to understand the process.

4. Provide professional coaching or HR support to help interpret the feedback.

5. Tie it to development, not punishment or performance ratings, especially in early uses.

🧩 iCAP Competency Standard Model: Elementary School Teacher

 

🧩 iCAP Competency Standard Model: Elementary School Teacher

iCAP Element	Core Competency Area	Behavioral Indicators	Performance Criteria
i – Information	Curriculum Literacy & Digital Information Use	- Understands national and local curriculum. - Locates, evaluates, and integrates digital teaching resources. - Analyzes student learning data to inform instruction.	- Lesson plans align with curriculum. - Uses verified digital tools and content. - Applies student data in instructional design.
C – Communication	Instructional and Interpersonal Communication	- Communicates clearly with students using age-appropriate language. - Engages with parents and colleagues professionally. - Facilitates inclusive classroom discussions.	- Effective classroom management. - Documented communication with parents. - Encourages respectful peer interaction.
A – Action	Instructional Delivery & Classroom Management	- Designs and delivers interactive lessons. - Implements differentiated instruction. - Maintains a safe, positive, and inclusive learning environment.	- Uses varied instructional strategies. - Adapts teaching based on learner needs. - Positive classroom climate observed.
P – Problem-solving	Reflective Practice & Adaptability	- Identifies and addresses student learning difficulties. - Reflects on teaching practices and student outcomes. - Adjusts methods based on feedback and context.	- Evidence of lesson revisions based on reflection. - Improvement in student performance. - Incorporates feedback into teaching.

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🧭 

🧠 What is the iCAP Framework?

 

🧠 What is the iCAP Framework?

The iCAP framework (Chi & Wylie, 2014) is a model used to describe different levels of cognitive engagement in learning. It stands for:

• i – Interactive

• C – Constructive

• A – Active

• P – Passive

These levels are hierarchical: interactive learning is the most cognitively engaging, followed by constructive, active, and passive.

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🎯 How to Apply iCAP to Create and Test a Target Competency

Suppose your target competency is:
"Elementary school teachers can integrate AI-based tools to enhance classroom learning."

Here’s how to use iCAP:

1. Design Learning Activities According to iCAP Levels

Level	Example Activity	Learning Purpose
Passive	Watching a video about AI in education	Introduce concept
Active	Taking notes or answering multiple-choice questions	Reinforce understanding
Constructive	Creating a lesson plan using AI tools	Apply and deepen understanding
Interactive	Collaborating with peers to critique each other’s lesson plans	Co-construct knowledge and refine skills

2. Assess the Competency at Each Level

• Create rubrics that align with the type of cognitive activity.

  • Passive → Recall-based questions

  • Active → Comprehension quizzes

  • Constructive → Project-based assessments

  • Interactive → Peer reviews and group presentations

3. Collect Evidence of Learning

• Use pre- and post-tests

• Portfolios

• Peer and instructor evaluations

4. Reflect and Iterate

• Ask: Did higher iCAP levels lead to better competency performance?

• Refine activities and assessments accordingly

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✅ Is it Helpful?

Yes, iCAP is very helpful because:

• It makes cognitive engagement visible and structured.

• Helps educators design better learning interventions.

• Encourages deep learning, not just surface understanding.

• Is research-based and supports 21st-century skills development.

11 juni 25 rabu

 

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