360 Performance Evaluations Presented By; Karl Schaub, Chris Rice & Derek Leslie.

360 Performance Evaluations

Presented By;

Karl Schaub, Chris Rice & Derek Leslie

The Four Types

1. Top-Down Employee Performance Evaluations

2. Peer-to-Peer Employee Performance Evaluations

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

Listens to others Processes information Communicates effectively

Adaptability 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

Instills trust Provides direction Delegates responsibility

Relationships Builds personal relationships Facilitates team success

The 18 Universal Competencies Production

Takes action Achieves results

Personal Development Displays commitment Seeks improvement

ExampleQuestionsFor 360Evaluations

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 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 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 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 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… 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 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 360-degree evaluations will lead to overall succes for a firm

Has Anyone Ever Had A 360 Evaluation? Please briefly describe it

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