The 360 report is where assessment data becomes actionable. This guide explains each section and how to use the report in a development conversation.
Report structure
Cover page
Participant name, role, and assessment date. Confidentiality notice. Your company logo on every page.
Executive summary
A short AI-drafted interpretation of the full assessment: top strengths, development priorities, and blind spots. Written in plain English. Read this first to get the big picture before diving into the data.
Competency radar (spider chart)
Scores plotted across every competency in the framework. Overlays show self vs manager vs peers vs direct reports. If career path is configured, a second overlay shows the target role's requirements. The shape of the chart reveals strengths and gaps at a glance.
Gap analysis
Each competency compared to the role's target level. Green means at or above target, amber is 1 level below, red is 2 or more levels below. Dual gap columns appear if career path is enabled: current role gap plus career target gap. Readiness for promotion becomes a data conversation.
Perception matrix
Ratings broken down by rater group (self, manager, peers, direct reports, external). Reveals two things:
- Blind spots — self rating higher than others.
- Hidden strengths — others rating higher than self.
SWOT
Top 3 strengths (at or above target), top 3 weaknesses (below target), opportunities (blind spots to address), and threats (hidden strengths to maintain). A quick read when time is short.
Development plan
70/20/10 actions tied to the gaps identified in the report. This is a starter plan, editable with the manager in the validation step. Becomes the full IDP when approved.
How to read the report
- Start with the executive summary. Get the big picture and the 2-3 most important findings.
- Scan the radar. The shape tells you strengths and gaps at a glance.
- Drill into gap analysis. Focus on red and amber. Dual gaps show promotion readiness.
- Check the perception matrix. Big gaps between self and others reveal blind spots.
What to do next
Schedule a debrief with HR, the participant's manager, or a coach. Pick 2 to 3 priority gaps. Convert the starter plan into an approved IDP (see “Creating individual development plans”). Set a 6-month review to measure progress against the baseline.
Confidentiality
Rater identities are grouped, not named. Minimum 3 raters per group for group-level aggregation. Comments are paraphrased before display. The participant never sees which peer or direct report wrote what.
Tips
- Read the report twice: once for the big picture, once for specifics.
- Don't obsess over one low score. Focus on patterns, not individual ratings.
- The dual-gap view is the most actionable when career path is configured.