"CAP Scan" is a multisource "360" feedback process that seeks opinions from those most closely associated with an employee: supervisor, peer colleagues, and direct reports. It provides a clear look at how one is perceived on a full range of important managerial competency areas. It also helps executives to identify key areas for development and create a meaningful plan of action (Personal Action Contract, or "PAC," the mirror image of the "CAP"). An important feature of "CAP Scan" is our use of experienced, professional Mentors to help interpret the data and identify appropriate follow-up actions.
      "360"; is a term coined by consultants Mark R. Edwards and Ann J. Ewen and made especially visible by General Electric CEO Jack Welch when he incorporated the concept into the Management framework of that widely emulated company. Some research suggests that 90% of the Fortune 500 now use some form of a "360." The collective wisdom of respondents provides a rich assessment of the competency, behavior, skills, and attitudes of the focal person as well as direction on areas needing growth and development. In The Bradley Group, Inc. we call our 360 process "CAP Scan" (Comprehensive Assessment Profile).
     
The "CAP Scan"© Instrument
      The 34 items in the normal "CAP Scan" instrument are organized into 7 broad areas: Honesty and Integrity; Commitment and Courage; Vision, Inspiration and Action; Communication Skills; Focus on Excellence; Individual/Team Development; and Knowledge/Expertise/Intellect. Each item asks the Supervisor, some Peers, and Direct Reports (occasionally pertinent outsiders as well) whether they: "strongly agree," "agree," "neither agree nor disagree," "disagree," or "strongly disagree" with the list of 34 statements about the profiled individual. The responses are analyzed to give scores that show strong and weak areas. The scores also provide substance for an annual discussion between the pertinent executive and The Bradley Group "Mentor." Together the two develop a Personal Growth Action Plan that identifies areas for attention. At about the 3-4 month mark in the year, a telephone follow-up is held between the "Mentor" in The Bradley Group and each executive to review progress and, perhaps, to do some course correction.
     
Rationale for "CAP Scan""
      There are several reasons that "360" feedback processes such as "CAP Scan" have become common in the corporate landscape. A key one is that organizations are flattening their hierarchical structure thus expanding the typical span of control. In a traditional boss-only review, this can mean overwhelmed supervisors and/or uninformed appraisals. Also, the "CAP Scan" approach recognizes the larger role played by teams in today's corporate environment and allows teammates to offer perspective. Indeed, the "CAP Scan" mechanism contributes to the team concept by reinforcing interdependence vs. competing for the boss' attention. Still another reason for “360’s”is the value of getting many views which makes more credible the information gathered about apparent strengths and weaknesses. This makes the Mentor more confident in helping a person to improve. Important: Some "360" processes drive pay and promotion decisions. We will not use "CAP Scan" in this way. Instead, we insist on total confidentiality. Only the Mentor and profiled executive will see results. This leads to greater respondent openness and a focus on personal development only. Another area of difference is in the manner of reporting back. Some companies use their Human Resources department professionals to meet with the employees. Others use the supervisor. Still others have group sessions. We do not.
     
Unique Mentoring Process
      The Bradley Group’s experienced professional Mentors are especially skilled in 1:1 feedback and in development of meaningful Personal Action Plans. "Mentor" is an ancient term meaning "wise friend." In today's business environment, few companies find that they have senior people with either the skills or the luxury of enough time to provide exceptional guidance, counsel, and an understanding ear for executives. And yet, the need may be greater now than ever. The Bradley Group's "CAP Scan" approach, featuring senior Mentors, is a proven, cost-efficient approach to providing a performance-oriented personal growth tool.
      Dr. F. Thomas Clark is a Senior Consultant in The Bradley Group and our Principal on “CAP Scan.” He received his PhD from Cornell in Psychology where he later served as Director of the Counseling Center before going to The University of Massachusetts as a Professor, then Department Chairman. While at Empire State College of SUNY, he served as a Dean and then Director of the Center for Individualized Education, where be became a nationally-recognized expert on mentoring. He later became Academic Vice President and then President of the five campus, 15,000 student Rockland Community College. In recent years, he has concentrated on executive coaching and mentoring and has provided assistance for such corporate clients as Champion International, American Express, Scholastic Books, VanDyke Software, Mutltisorb Technologies, AVIS Rent-a-Car, Rainbow Programming, and the international consulting firm, McKinsey & Company.