Online Employee
Evaluation Portal

Limited-time offer: Evaluate 10 employees for free

Psychometrics and Algorithms

"360 Degrees" assessment is based on strict analytical algorithms and psychometric principles widely accepted in sociology and organizational behavior disciplines.

These strict principles take care of several types of seemingly insufficient or "biased" data by evaluating the answers and computing the results based on a great number of factors allowing statistically significant and reliable outcomes.

In particular, there are three major directions where the psychometric analysis is able to correct systematic errors:

1. When "360 Degrees" criteria are not selected properly, the questions may simply not work. For example, relevance of the question "does the employee comes to work on time?" may vary significantly depending on what type of employee is being assessed. If it is a call center employee that needs to be on the phone during certain hours, the question is very relevant. If it is an IT developer, this question is only somewhat relevant as most of the work can be done at any time during the day. If it is a soldier, this question is completely irrelevant as tardiness is not tolerated at all. In this example, the question works for the call center employee, only marginally works for the IT developer (as there are many other competences that much more important for this type of employee) and does not work at all for soldier as being tardy is just not an option.
2. When one employee assesses another, often the subjectivity of the assessor comes to play. The results may be inflated if a person assesses her friend or be unfairly low if there is a conflict between the assessor and the person being assessed. In either case, the scores provided by the assessor may vary significantly from the scores given to these employees by other people. In both cases, the system is able to decrease the significance of these results; thus ensuring that they don't affect the overall results.
3. If for some personal reason one or more of the assessment questions strike a chord with the evaluator for either long term psychological issue or short term interference and he provides either highly inflated or artificially low scores, the system is able to identify this systematic error and correct it by evaluating the value of the score in the overall assessment.

• Why BSS Around?
• What is BSS Around?
• Our Advantage
• "Azimuth"
• "360 Degrees"
• Sample Reports
• Psychometrics
• Ensuring Employee Participation
• Corporate Licensing
• Our Team
• Prices
• Testimonials
• Download eBrochure