TopHR 360 — an automated 360° competency assessment
A tool for running 360° competency assessments. Need a one-off assessment? We deliver it turnkey together with our partner Talent Craft, with no ongoing subscription. The assessment can be repeated to track how competencies develop over time.
A one-off, turnkey assessment
Alexey Chistyakov, founder of Talent Craft
20 years in HR, from recruitment to leading the HR function at international and Kazakhstani companies. Since 2024 he has been building Talent Craft: HR consulting, Gallup coaching and programmes for managers. In 360 assessment projects Talent Craft owns the methodology — the competency model, the questionnaire and the conclusions of the summary report.
- Competency models and role profiles: the sales capabilities framework at Mars and the commercial organisation capabilities model at Philip Morris International
- Assessing and developing managers: performance appraisal, management development reviews, succession planning and leadership programmes
- HR Director at Aitas Group and ALIDI Kazakhstan, Central Asia HR Business Partner at IDS Borjomi
- At Mars Global Services he cut staff turnover from 23% to 10.5% within a year
Why run an assessment
How the assessment works
The whole project takes 2–3 weeks. Launch and close dates are fixed at the very start and do not move without your decision.
Goal and methodology
2–3 working daysWe clarify the goal and approve the competency model — yours, one based on Lominger, or a mix. We agree on the scale, rater roles, anonymity rules, dates and the report layout.
Participant list
2–3 working daysYou fill in the list using our template: the people being assessed, their manager, peers and direct reports. We automatically check addresses, duplicates and links between participants.
Technical setup
2–3 working days, in parallelYour security team allowlists our domains in the mail filter. We agree on the invitation text and check that a test email arrives and the link opens.
Pilot
1 working day4–5 HR employees go through the whole journey in a test environment using real mailboxes. Issues are fixed before launch; once launched, the form does not change.
Collecting feedback
2 weeksYou announce the survey and we send the invitations. Every morning you get a progress status, a reminder goes out on day 3, then links are resent and managers follow up with those who have not finished. The target is at least 85% of forms completed.
Close and reports
1–2 working daysWe close collection on the agreed day and time. The same day you get the raw results export, followed by individual reports and a company summary report.
Sample report
This is the individual report every assessed employee receives. The data in the sample is fictitious.
Summary resultsAverage scores by role and a table for every competency: self-assessment, manager, peers, direct reports, and a comparison with the company average.
Strengths and development areasTop three strengths, three development areas, and the competencies where self-assessment differs most from how others see the person.
Competency radar and commentsThe competency profile by role on a single chart, plus raters' open comments.The sample is in Russian: reports are issued in Russian.
Who does what
- A project HR coordinator — one contact for all questions
- The participant list and its final sign-off
- Clearing the emails with your security team
- Announcing the survey to employees
- Chasing late responders through their managers
- Competency model, scale and form
- Platform, mailing and access setup
- The pilot and daily status updates
- Participant support if an email does not arrive or a link will not open
- Individual and summary reports
For employees — 10–15 minutes per assessment
- The invitation arrives at the work email — if it is not there, check the spam folder
- The login is the work email; employees set their own password via the link
- Each competency is on its own screen, with one answer to choose
- If they have not observed the behaviour, there is a “Can't assess” option
- An assessment can be paused and resumed from the same place
Confidentiality
- The person assessed does not see individual answers — only averages by role
- With only 1–2 direct reports, their ratings are merged with peers'
- Raters see only their own tasks
- Reports go only to the company's HR coordinator
- Data is stored on servers in Kazakhstan
Capabilities
- Automated 360° competency assessment
- A competency model: yours, based on Lominger, or a mixed version
- Uploading lists of those assessed and those assessing
- Anonymous responses and configurable scales
- Participant notifications and reminders, including via WhatsApp
- An individual and a summary report based on the results
- A repeat assessment to track competency development over time
- No ongoing subscription — the assessment runs on request
Case study: assessing the managers of a brokerage firm
The company assessed its management team on 16 competencies, corporate and managerial. We do not disclose the company name.
How questionnaires were completed
Share of completed questionnaires by day. Growth comes in jumps — after launch and after each wave of reminders.
What the assessment showed
- The team’s average score is 3.31 out of 5. 16 of 36 managers are at or above the expected level, 8 are in the priority development zone
- The main strength is professional expertise: 4.22 out of 5, with 94% of managers at the expected level
- System-wide growth areas: cross-functional collaboration, leadership, conflict management and willingness to experiment
- Senior managers rate most strictly, direct reports most generously
- Half of the managers rate themselves noticeably higher than their colleagues do
What we recommended
- Shared cross-functional goals and KPIs, cross-team projects and regular management forums
- A modular programme for managers: delegation, handling conflict, developing people
- A clear process for launching pilot initiatives and the right to a reasonable mistake
- One-to-one debriefs, 6–12-month development plans and a repeat assessment in a year
Pricing
With 4–5 raters per employee. For example, assessing 20 employees costs KZT 500,000. With more raters, send us a request and we will quote separately.
- Competency model, scale and form
- Platform and mailing setup, plus a pilot
- Participant support and reminders
- An individual report for every employee
- A summary report for the whole company
Frequently asked
Do I need a TopHR subscription for a 360° assessment?
Which competency model do you use?
What do we get from the results?
Can the assessment be repeated?
How long does a 360° assessment take?
How much time does it take an employee?
Can the form be changed after launch?
How much does a 360° assessment cost?
Run a 360° assessment at your company?
We'll work through your assessment goal and propose a competency model and a plan.