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360 Evaluation

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  • 1. 360 Performance Evaluations Presented By; Karl Schaub, Chris Rice & Derek Leslie
  • 2.  
  • 3. 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
  • 4. 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
  • 5. 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
  • 6. 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
  • 7. 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
  • 8. What 360 looks for.
  • 9. The 18 Universal Competencies
    • Communication
      • Listens to others
      • Processes information
      • Communicates effectively
    • Adaptability
      • Adjusts to circumstances
      • Thinks creatively
  • 10. The 18 Universal Competencies
    • Task Management
      • Works efficiently
      • Works competently
    • Development of Others
      • Cultivates individual talents
      • Motivates successfully
  • 11. The 18 Universal Competencies
    • Leadership
      • Instills trust
      • Provides direction
      • Delegates responsibility
    • Relationships
      • Builds personal relationships
      • Facilitates team success
  • 12. The 18 Universal Competencies
    • Production
      • Takes action
      • Achieves results
    • Personal Development
      • Displays commitment
      • Seeks improvement
  • 13. Example Questions For 360 Evaluations
  • 14. The Full Circle = 360 Degrees Self Evaluation (1 Each) Boss Evaluation (1 Each) Peer Evaluation (5 Each Recommended) Direct Report or Subordinate Evaluation (5 Each Recommended)
  • 15. Self Evaluation Self Evaluation (1 Each) Boss Evaluation (1 Each) Peer Evaluation (5 Each Recommended) Direct Report or Subordinate Evaluation (5 Each Recommended)
  • 16. 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
  • 17. 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
  • 18. Boss Evaluation Self Evaluation (1 Each) Boss Evaluation (1 Each) Peer Evaluation (5 Each Recommended) Direct Report or Subordinate Evaluation (5 Each Recommended)
  • 19. 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
  • 20. 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
  • 21. Peer Evaluation Self Evaluation (1 Each) Boss Evaluation (1 Each) Peer Evaluation (5 Each Recommended) Direct Report or Subordinate Evaluation (5 Each Recommended)
  • 22. 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
  • 23. 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
  • 24. Direct Report Self Evaluation (1 Each) Boss Evaluation (1 Each) Peer Evaluation (5 Each Recommended) Direct Report or Subordinate Evaluation (5 Each Recommended)
  • 25. 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
  • 26. Direct Report
    • Can come from
      • Customers
      • Suppliers
      • Anyone under the employee
    • Extremely honest because of the distance that is sometimes here for this report
  • 27. This Leads To Self Improvement
  • 28. 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. 
  • 29. 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
  • 30. 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.
  • 31. 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
  • 32. 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
  • 33. 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
  • 34. 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
  • 35. 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
  • 36. 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
  • 37. Intel and 360
    • Closely evaluated goals
    • Kept employees accountable for their inputs
    • Helped their employees to use evaluations accurately
    • Carefully watch for Gaming
  • 38. 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
  • 39. Pros of 360
    • More comprehensive system because responses are gathered from multiple perspectives
    • Feedback from peers and others may increase employee self-development
  • 40. 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
  • 41. Cons of 360
    • Requires training to work
    • Employees could give dishonest and invalid feedback
    • Can Be expensive
  • 42. 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
  • 43. 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
  • 44. Has Anyone Ever Had A 360 Evaluation?
    • Please briefly describe it
    • What were your likes?
    • Dislikes?
    • Was it helpful

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