PBC Hogan designs customised 360s to align with an organisation’s particular requirements. The following customisations to the Hogan 360 are offered to make the report look and feel more unique to an organisation at no additional cost:

• Company logo on the front cover of the report
• Include additional benchmarked competencies to specifically measure themes that may be relevant to an organisation at a particular point in time, for example, pro-integrity culture, DEI, stakeholder engagement, risk appetite and tolerance.
• Industry specific benchmarks can be included
• Up to 2 additional open-text items relating to leadership within your organisation
• PBC Hogan can also create custom benchmarks for an internal point of comparison if desired, in addition to looking at comparable industry or leadership level benchmarks (note: a minimum of 100 existing data points must be available within our database to create the benchmark).

PBC is also able to tailor or customise the Hogan 360 to an organisation’s unique requirements of their leaders. For additional cost, PBC can fully customise the standard Hogan 360 functionality based on an organisation’s requirements (scoped on request), including:

• Custom item mapping against a competency framework
• Custom text, branding and layout
• Adding conditional text based on theme scores
• Dynamic text for development recommendations
• Analytics and group reporting

Customised 360 checklist:

• The competency model should have scientific rigour. We can help with the mapping.
• The Hogan 360 items and competencies have proven reliability and validity and can be used to construct a 360.
• External benchmarks are important to understand and compare results. It can allow for setting a goal of top quartile scores to encourage more effective leaders.
• In addition to the item banks, there is great value by using the strengths and opportunities tables and soliciting written text responses.
• Be clear about the purpose of the 360 from the start and use our best practices for administration.
• Measures of leadership should be integrated and aimed at driving high team performance, employee engagement and organisational results.