360 Performance Assessment Tool - Zip Download

Friends,

I have developed a simple tool for assessing the performance of staff using the 360-degree appraisal method. Could you please review it and provide me with your suggestions, corrections, and comments?

Regards,
Shijit.

360-degree appraisal has four integral components:

1. Self-appraisal
2. Superior's appraisal
3. Subordinate's appraisal
4. Peer appraisal.

Self-appraisal gives a chance to the employee to look at his/her strengths and weaknesses, achievements, and judge his own performance. Superior's appraisal forms the traditional part of the 360-degree performance appraisal where the employee's responsibilities and actual performance are rated by the superior.

Subordinate's appraisal provides an opportunity to evaluate the employee on parameters such as communication skills, motivating abilities, the superior's ability to delegate work, leadership qualities, etc. Also known as internal customers, the accurate feedback provided by peers can help identify employees' abilities to work in a team, cooperation, and sensitivity towards others.

360 degree appraisal has four integral components:
1. Self appraisal
2. Superior’s appraisal
3. Subordinate’s appraisal
4. Peer appraisal.
Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superior’s appraisal forms the traditional part of the 360 degree performance appraisal where the employees’ responsibilities and actual performance is rated by the superior.
Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work, leadership qualities etc. Also known as internal customers, the correct feedback given by peers can help to find employees’ abilities to work in a team, co-operation and sensitivity towards others.

Dear Shijit,

Your efforts are good. However, you need to emphasize more clarity with respect to required competencies for the relevant job. You can allocate the competencies as follows:

1. Behaviour
2. Managerial
3. Functional / Technical

Under each competency, you can list a number of points which are actually measured. For example, under Functional Competencies - HR, I can provide some examples:

- Recruitment
- Actual Target Vs. Time taken to fill the vacancy
- Success Ratio
- Rating

- Performance Appraisal
- Actual Vs. desired
- Head Count Vs. eligible employees for setting the KRA Vs. Time frame
- Rating

- Payroll
- Employee Relations, etc.

Similarly, for each job, you need to define the competencies. Only then can you get a correct picture of 360-degree appraisal. This approach is applicable up to the Manager Level.

For positions above the Manager Level, you also need to prepare a questionnaire and circulate it to the concerned people to collect feedback.

Best regards,
Srinivas
Sr. Manager