With Departments and Agencies amid the annual performance management cycle and reporting on SES performance leadership maturity, now is a timely moment to reflect on how the Hogan 360 requirement and its data can support broader performance assessment objectives. 

Based on our review of the maturity model and a deep understanding of Hogan 360 data, we’ve identified how Departments and Agencies can leverage this data to achieve Level 3 – Optimised Maturity in performance assessment. 

Integrating Hogan 360 insights into SES performance processes can enhance objectivity, strengthen maturity assessments, and drive greater impact in the current and future cycles. 

Performance Assessment 

In this domain there is an opportunity to use 360 data to understand the effectiveness of the SES and the impact individuals have on the organisation and its objectives. Integrating Hogan 360 data, insights and development actions is a key opportunity to activate the Performance Assessment process with objective data and support the process as an evolving view of a candidate’s performance and capability development. 

Outcomes and behavioural expectations 

• Hogan 360s are mapped to a range of APS behavioural frameworks including, ILS, VICEED and DRIVE which provide a direct link between 360 feedback and APS-wide behavioural expectations.  

• Hogan 360 data and development actions can be incorporated into both Performance Agreements and Performance Assessments to introduce objectivity.  

• A cyclical repeat Hogan 360 builds on initial data and can support the demonstration of outcomes along with the achievement of behavioural expectations through comparing scores and qualitative evidence of behaviours. 

Formal and informal conversations 

• Hogan 360 data and development action plans can inform these discussions as a training asset. This introduces objective data and includes discussions about the participant’s development goals, progress and extent of achievement of those goals at end of cycle. 

Feedback from others 

• The Hogan 360 offers the opportunity to obtain objective, benchmarked 360-degree feedback through a fully integrated program. Beyond this there are opportunities to include additional feedback touchpoints including the conversations above, as well as recommended sharing of the Hogan 360 profiles and development plans with direct managers, and the team members the participants lead. 

Annual Performance Rating 

• Hogan 360 data and Federal Government aligned benchmarks provide an accurate and objective understanding of a participants’ demonstration of behaviours. This can be utilised as an appropriate annual rating during calibration discussions. Additionally, we have a history of partnering with clients to align the Hogan 360 in their annual performance review cycles. 

• While measuring performance is important, the added element of measuring change over time is a crucial demonstration of will by candidates and their investment in their self-development. Comparative analysis of 360s across multiple cycles and including those insights into annual performance ratings can be a useful additional perspective 

Consistency in assessing performance 

• Integrating and building familiarity around Hogan 360 data into performance assessment processes over time allows common and objective measures of desired leadership behaviours. In turn, using trusted tools and methodologies to measure performance and establishes organisational norms around understanding leadership capabilities, expectations, impact and leadership as a capability multiplier. 

• As mentioned above, introducing multiple 360 cycles within the term of an SES contract, supports an evolving view of a candidate’s effectiveness in developing capability, elevating their performance and making a case for recontracting.  

With all this in mind, we have 2 questions for you: 

1. How could you use Hogan 360 data more continuously to track SES leadership growth and behavioural impact over time? 

1. What value could repeated Hogan 360 cycles add to your SES perfornmance ratings, development planning, or recontracting decisions? 

Want to know more? Reach out to Alex Bond, PBC’s Director of Business Strategy and Growth, at abond@peterberryconsultancy.com