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When done properly, the 360-degree assessments are powerful tools for helping individuals
improve, grow, and develop their interpersonal skills. I worked with one individual who received
excellent scores from her supervisor and board members. She "walked on water." However,
when I completed a 360-degree assessment, four out of her five direct reports identified major
weaknesses. She was a micro-manager, over-controlling, and intimidated those who worked for
her. The end result was a group of people afraid to take initiative and limited by her controlling
management style. When she saw the report,she was willing to change her behavior and resolve
the issues. If she had only depended on the feedback from her supervisor, she would have been
oblivious to the problem.
The supervisor is only ONE person out of many possessing valuable input to the performance of
the rated individual. Getting accurate feedback from all the groups of people we work with is
more valuable than just one person. This assessment gathers information from people about an
individual's performance as seen by the standards and expectations of their boss, self, peers,
direct reports, and customers.
The development of effective skills begins with the awareness of ineffective behaviors. A 360degree feedback assessment shows an individual what others think their performance is versus
what it should be. By understanding the perception of others, people can improve.
How Does It Work?
The rated employee and his/her boss pick a group of 8-12 individuals. These people should work
with the employee for a minimum of 90 days. The group should consist of stakeholders to
include customers, direct reports, peers and the individual's direct supervisor. Most 360-degree
assessments are completed on a secure webpage. Input and the identity of the individual is
protected. At the conclusion, the rated employee receives a written report that includes the
aggregate scores broken down by groups. (Supervisor, self, peers, direct reports etc.)
These 360-degree assessments must be used with foresight and forethought. Critics say these
assessments are nothing more than popularity contests. As a management consultant, I have
conducted dozens of assessments and found the input is much more fair and objective than other
performance appraisals. In some cases, written comments provided by the stakeholders are the
most helpful part of the process.
The 360-degree assessment points out blind spots individuals, team members, and managers
cannot see about themselves. Depending on the maturity level of the individual, this revelation
comes as a blessing or a curse. Assessment results should be facilitated in a way that leads to a
complete process of improvement. Follow-up and action plans for improvement are a critical part
of this process.
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1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
3. Rating Scale
4. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages economy, ease of administration, limited
training required, standardization. Disadvantages Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.