360 Performance Evaluations
Presented By;
Karl Schaub, Chris Rice & Derek Leslie
The Four Types

1. Top-Down Employee Performance
Evaluations
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2. Peer-to-Peer Employee Performance
Evaluations
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3. 360-Degree Performance Reviews

4. Self-Assessment Performance Reviews
Top-Down Employee Performance
Evaluations

Most Common and Most Effective

Assessment given directly from manager

Most effective when the manager works with
that employee daily

Least effective when HR completes it on
second hand knowledge
Peer-to-Peer Employee Performance
Evaluations

Requires same level employees to review
each other


No one knows a worker better than those that
work with them
Can cause problems if evaluations get back
to employees
Self-Assessment Performance Reviews

Employee asked to rate themselves

Helps employee reflect on their performance
and be an active part of their review

Generally employees are harder on
themselves
360-Degree Performance Reviews

Customers, Suppliers, Piers, and direct
reports

Very effective if kept anonymous

Every angle is accounted for and gives a true
performance picture
What 360 looks for.
The 18 Universal Competencies

Communication
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Listens to others
Processes information
Communicates effectively
Adaptability

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Adjusts to circumstances
Thinks creatively
The 18 Universal Competencies

Task Management



Works efficiently
Works competently
Development of Others


Cultivates individual talents
Motivates successfully
The 18 Universal Competencies

Leadership

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Instills trust
Provides direction
Delegates responsibility
Relationships

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Builds personal relationships
Facilitates team success
The 18 Universal Competencies

Production

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
Takes action
Achieves results
Personal Development

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Displays commitment
Seeks improvement
Example
Questions
For 360
Evaluations
The Full Circle = 360 Degrees
Self Evaluation
The Self Evaluation

This is the first evaluation given

Usually just a paper that is given to employee
and handed in to HR

The form will contain questions that foster
honest feedback

They try to see themselves as others do
The Self Evaluation

This sets up a positive meeting with the
manager
Why?

Because the manager will tend to evaluate
better than an employee will
Boss Evaluation
The Boss Evaluation

The Second Step of the process

The supervisor looks at the employee as
unbiased as possible

It is key to not allow personal issues to block
honest feedback
The Boss Evaluation

Even if the manager is biased the 360
method tends to account for it and will even it
out

Tardiness, work ethic, creativeness, etc are
all taken into account from the managers
perspective
Peer Evaluation
Peer Evaluation

Third Step

5 evaluations are usually collected

Information tends to be very accurate

Biases are kept to a minimum as long as
confidentiality is maintained
Peer Evaluation

Creates a picture for the employee being
evaluated that is
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From other’s perspective
Honest
Eye opening
Surprising
Helpful
Probably most accurate and truthful
Direct Report
Direct Report

Final Step

Given by those under the employee

Sometimes it is shown that words and actions
are not necessarily matching up

Most helpful step for managers
Direct Report

Can come from


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
Customers
Suppliers
Anyone under the employee
Extremely honest because of the distance
that is sometimes here for this report
This Leads To
Why is 360 Valuable to You?

Identifies your strengths and weaknesses
from the perspective of others.

Improves your productivity and work
relationships with those around you.
Why 360 Fits For Today’s Workplace

Jobs are many sided

Cut backs at firms cause for employees to
pick up more responsibilities

Efficiency is becoming more important

This system delivers great suggestions
Why is 360 Valuable to You?

Improves workplace morale.

Provides a means to identify leadership
competencies that need improvement.

Serves as a training needs assessment.
The 360 Evolution

At the beginning it was designed for
managers or career development

Now the same evaluation process is used
from the CEO down to Maintenance

And both are contributing the each other’s
evaluation
Who Uses It?

90 percent of Fortune 1000 companies

In our opinion every
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Company
School
Firm
Sports Team
Etc…
Should use this system for Improvement
Technology

With the large numbers of employees there is
a lot of information to keep track of

Employee Management Software is being
used

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It keeps track of trends
Ensures secrecy for comments
Gives the results quickly
360 Used For Pay Grades

Goals for specific employees can be inputted
into the 360 system

How well everyone around the employee
evaluates could indicate the amount of
financial reward that employee receives
Strategic Mission

The purpose of doing 360 must be clearly
defined

If the mission is to develop and grow all
employees must know that it is all for
everyone's improvement

If communication breaks down employees
could fear everyone attacking them in the
evaluations
Be Careful

You cannot be reckless with 360’s

If there are not clear goals set ahead of time
then…

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
The evaluations will have no direction
They will be hard to interpret
It is best to have experts conduct these
evaluations to ensure maximum effectiveness
Intel and 360

Closely evaluated goals

Kept employees accountable for their inputs

Helped their employees to use evaluations
accurately

Carefully watch for Gaming
Intel Continued

They find with 360 prejudices related to
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Age
Gender
Race
Religion
Or any other factors
This has lead to great successes for Intel
Pros of 360

More comprehensive system because
responses are gathered from multiple
perspectives

Feedback from peers and others may
increase employee self-development
Pros Continued

It may lessen prejudices because the
feedback comes from more people, not just
one person

Quality of information is better

It complements TQM initiatives by
emphasizing internal/external customers and
teams
Cons of 360

Requires training to work

Employees could give dishonest and invalid
feedback

Can Be expensive
Cons Continued

Complex system in combining all responses

Feedback can be intimidating. Employees
could feel like they are being “attacked”

Could be conflicting opinions, but accurate
from their own standpoints
In Conclusion



Helps individuals and companies improve,
grow and develope
Provides honest and unbiased helpful
feedback
Increasing individuals performance with 360degree evaluations will lead to overall succes
for a firm
Has Anyone Ever Had A 360
Evaluation?

Please briefly describe it

What were your likes?

Dislikes?

Was it helpful