The Individual Development Survey (IDS) is a 360° feedback instrument that focuses upon the behavioral and personality characteristics that have an impact upon work functioning. In addition to self-ratings, a panel of colleagues rates the participant on several aspects of his or her work behavior. The instrument takes about 30 minutes to complete; it is comprised of 60 behavioral items rated on a five-point scale in terms of both current and expected behavior in addition to 11 items describing the importance of various components of the participant’s work role. Observer ratings can be tabulated by subgroup.

The IDS is a multifaceted 360° multi-rater instrument well suited for corporate training and development programs. Repeated administrations can serve as a professional benchmarking tool.

The IDS also comes with a copy of the CCI Self Instructional Participant’s Workbook that includes a guide to interpreting IDS feedback as well as developing a self-directed action plan.

What the IDS Measures

The IDS measures an individual's skills on 11 competency sets:

	Initiative/Risk Taking		Creativity/Innovation
	Personal Integrity		Technical Competency
	Quality of Results		Diversity
	Planning/Execution		Team Work
	Communicating		Mentoring
	Problem Solving/Decisions

The IDS Report

The IDS report provides extensive feedback to the participant and is comprised of the following components:

	Overall Results Summarizes the number of respondents who provided feedback and reviews strengths and areas for development.
	Overall Importance Ratings Identifies the skills rated as most important by each respondent group.
	Strengths and Developmental Needs by Respondent Group
	Strengths and Developmental Needs by Frequency of Occurrence
	Analysis by Importance Ratings Illustrates the importance ratings for each skill competency according to each respondent group. Priority skills also are identified.
	Analysis by Behavior Describes in anonymous fashion how each colleague responded to each question. A gap analysis is provided measuring the difference between the participant’s current and expected work behavior.