One of the techniques planned to improve performance at work is the 360 degree performance appraisal method.

The 360 degree

performance approach is mainly associated to human resources. There are a number of strategies which are used to analyze how
efficient are the personnel at work. There is a certain method by which each member of staff can obtain anonymous feedback
from colleagues, and this method is often called 360 degree feedback. 360 degree performance appraisal additionally includes a
method thatis known as self- assessment. The way you are perceived by your colleagues it's based on the test results. There are
several opinions which support this kind of evaluation techniques or, on the contrary, underline the deficiencies they have. You
may check the list below and make a decision on which side you are:

* weak and strong factors

As for this matter, 360 degree performance appraisal method is incredibly valuable because it identifies the weak and strong
points each employee has at his work place. Thus, it becomes more simpler to discover the positive features and improve the
negatives ones. The 360 degree performance appraisal technique also includes training.

* wide field of evaluation techniques

360 degree performance appraisal strategies are both usual and up to date. The department who decides which method must be
applied is the human resources one. In the usual360

degree performance appraisal, superiors are the ones who

analyze you. The main inconvenience of this usual technique is subjectivity. In order to help the human resources department,
there have been created a large number of software applications that are planned to analyze numerous employees. Companies
may choose any of the assessment centers on the human resources market, as long as their human resources department is not
specialized or sufficiently developed for these kinds of assessments.

* benefits for big companies versus disadvantages for small ones

The 360 degree performance appraisal is rather effective for big firms that may set up their management politics based on the
information these kinds of evaluation strategies generate. On the other hand, little companies might find this kind of evaluation
methods too expensive or time consuming. The companies who will most advantage from this method are those which have
many employees.

* subjectivity versus neutrality

This opposition causes lots of debates on 360 degree performance appraisal method. It is thought to have a high degree of
subjectivity when superiors have to assess their subordinates but the highest degree seems to be on the same level in the
hierarchy. Rivalry between coworkers make this assessment not very objective. If confidentiality wouldn't be one of the major
conditions, lots of conflicts and disagreements could appear.

The 360 degree performance appraisal is extremely important for firms and particularly for managers. This technique displays
how effective are employees at work and how they are perceived by their colleagues. This is a method which is considered
worthy of.
 Treat all group members equally?
 Encourage group problem-solving?
 Share credit with all team members?
 Hold effective team meetings?

⇒ QUALITY
Does the manager:

 Set a good example by constantly trying to improve?

 Provide training opportunities?
 Have a good sense of the City's customers and their needs?

⇒ PLANNING
Does the manager:

 Ask for help in planning?

 Set realistic, attainable objectives?
 Follow through with plans?
 Celebrate accomplishments?

⇒ DELEGATION OF AUTHORITY
Does the manager:

 Set realistic time table for completion?

 Provide the resources, time and support to accomplish the delegation?
 Involve the employee in budget preparation, as appropriate?
 Complete his/her fair share of the work?

SUPERIOR
Name Of
Appraise
PEER
SUBORDINATE
SELF
90
90
90
90

Top-Down Employee Performance Evaluations

Top-down employee performance evaluations tend to be the most common
and most effective, because they involve the assessment of an employee by
a direct manager. Top-down employee performance evaluations are most
useful when given by an employee's immediate supervisor - someone who
works with that employee everyday and knows his or her strengths and
weaknesses. The top-down employee performance evaluation becomes less
effective when given by a Human Resources manager who has only second-
hand knowledge of an employee's performance.
One offshoot of top-down employee performance evaluations are "matrix"
employee performance evaluations, where multiple managers rate the same
employee. This is a good choice when the employee works for multiple
managers, or engages in various fixed-time length projects

Superior Appraisal Form

Job Title_____________________________________________
Employee Name______________________________ Employee ID___________________
Supervisor Name___________________________ Title ________________________

Department Name____________________________________________________________ Period Covered:

from___________ to__________ Evaluation Date___________________ Purpose of review
:_________________________ Other (Specify)_____________________

Please rate your Subordinate on the following parameters

Rate each question below on the scale of 1-5, by putting a “
.”
1
2
3
4
5
Best
Needs
Improvement
Departments
1
2
3
4
5

Customer Service

Attendance/Punctuality
Ability to get along with Co-workers

Ability to get along with Colleagues on Campus

Time management

Planning, budgeting and forecasting

reporting and administration

communication skills

delegation skills

IT/equipment/machinery skills

meeting deadlines/commitments

creativity

problem-solving and decision-making

Team-working and developing others