1.
What benefits does the assessment offer to the Club?
2.
What benefits does the assessment offer to the players?
3.
What benefits does the assessment offer to a coach who already knows his team well?
4.
What does the assessment offer to a coach newly assigned to the team?
5.
When can the assessment provide benefits?
6.
How much does the assessment improve the performance of the team?
7.
Does the assessment help in spotting talent?
8.
Does the survey evaluate the work of the coach?
9.
Is the interpretation of the questions in the survey unambiguous?
10. Is it possible to include new aspects and characteristics into the survey that are not on the default list?
11. What are the consequences if some players provide cursory answers to the questions of the survey?
12. How objective is the assessment and how strongly are the results influenced by the persons conducting the survey?
13. Is the final evaluation biased by the fact that different categories of evaluated characteristics are represented by different numbers of questions in the survey?
14. Can players not present at the survey be evaluated?
15. When to repeat the assessment?
16. In what form do the Club and players receive the results of the assessment?
17. What is meant by confidentiality?
18. How is data security ensured?
19. Why is it called a "360-degrees" method?
20. How reliable and widespread is the method?
1.
What benefits does the assessment offer to the Club?

The Club obtains a reliable and detailed picture about the current condition of its players, which facilitates the planning of development strategies.

2.
What benefits does the assessment offer to the players?

The players are confronted with the judgement of their peers, which provides feedback to self-evaluation. By providing their opinion, they can also contribute to the development of the team.

3.
What benefits does the assessment offer to a coach who already knows his team well?

The assessment complements and classifies previously available information. It might also be the only way to reveal concealed self-evaluation problems among the players and other pieces of information that are deliberately concealed from the coach (e. g.: anxieties, lack of motivation, etc). The assessment helps the coach to make his decisions as if he had consulted each player confidentially on the relevant matters.

4.
What does the assessment offer to a coach newly assigned to the team?

In addition to the previous points (see Question 3), it reduces the time needed for the new coach to familiarise himself with the players.

5.
When can the assessment provide benefits?

The assessment is recommended in all cases when the Club intends to improve its ranking. It can be especially useful after a change of coach. After the employment of new players, the new assessment should be conducted after (at least) 3 championship matches.

6.
How much does the assessment improve the performance of the team?

The assessment is a diagnostic method that does not provide solutions directly. However, the interpretation and application of the results in the design of training and team-building strategies can greatly improve the performance of the team.

7.
Does the assessment help in spotting talent?

Yes, the values of a player are immediately obvious from the readout of the assessment.

8.
Does the survey evaluate the work of the coach?

Not directly. The method evaluates the players and the team.

9.
Is the interpretation of the questions in the survey unambiguous?

Yes. Unambiguous instructions are provided for each question.
10.
Is it possible to include new aspects and characteristics into the survey that are not on the default list?

Yes, any aspect can be replaced with another one requested by the club.

11.
What are the consequences if some players provide cursory answers to the questions of the survey?

The large amount of data (about 12.000 entries) ensures that such inaccuracies do not influence the results significantly.

12.
How objective is the assessment and how strongly are the results influenced by the persons conducting the survey?

The role of the persons conducting the survey is confined to the processing of data.

13.

Is the final evaluation biased by the fact that different categories of evaluated characteristics are represented by different numbers of questions in the survey?

No. The evaluation software has been designed to take this factor into account and control for the disproportionate representation of categories.

14.
Can players not present at the survey be evaluated?

Peer-evaluation of players not participating in the survey can be conducted normally. Self-evaluation of such players can be conducted and added at any time later.
later be done.

15.
When to repeat the assessment?

After signing on new players, the new assessment is recommended after at least three championship matches. Otherwise it is recommended on a yearly basis to follow the development of the team.

16.
In what form do the Club and players receive the results of the assessment?

The Club receives the output of the assessment as detailed under 'Evaluation' (appr. 50-60 pages) in the form of coloured laminated sheets organized into files, together with a guide for the interpretation of results. An extra copy of each Individual Evaluation Form is provided to be handed over to the players. The results are provided also in digital format.

17.
What is meant by confidentiality?

Even the club does not gain access to the original answers in the completed surveys of the players (except for the sociometric data). Only the average scores and rankings are included in the assessment that is provided to the club. This feature of the method is important to ensure honest answers from the players.

18.
How is data security ensured?

The assessment follows strict privacy policies (see Data Security).
(Special security options can also be added. In exceptional cases, the evaluation of the assessment can be carried out on location at the Club.)

19.
Why is it called a "360-degrees" method?

The assessed person is examined from "all angles" by processing information from surveying persons that are in close contact with the studied individual and know him/her well.

20.
How reliable and widespread is the method?

The reliability and efficiency of the 360-degree method has been established worldwide.
e.g.:

- http://www.360-degreefeedback.com
- http://www.resourcehr.com
- http://www.shlusa.com

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Nyitó oldal Készítette: APDESIGN