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360 Evaluation

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360 Evaluation

  1. 1. 360 Performance Evaluations Presented By; Karl Schaub, Chris Rice & Derek Leslie
  2. 3. The Four Types <ul><li>1. Top-Down Employee Performance Evaluations </li></ul><ul><li>2. Peer-to-Peer Employee Performance Evaluations </li></ul><ul><li>3. 360-Degree Performance Reviews </li></ul><ul><li>4. Self-Assessment Performance Reviews </li></ul>
  3. 4. Top-Down Employee Performance Evaluations <ul><li>Most Common and Most Effective </li></ul><ul><li>Assessment given directly from manager </li></ul><ul><li>Most effective when the manager works with that employee daily </li></ul><ul><li>Least effective when HR completes it on second hand knowledge </li></ul>
  4. 5. Peer-to-Peer Employee Performance Evaluations <ul><li>Requires same level employees to review each other </li></ul><ul><ul><li>No one knows a worker better than those that work with them </li></ul></ul><ul><li>Can cause problems if evaluations get back to employees </li></ul>
  5. 6. Self-Assessment Performance Reviews <ul><li>Employee asked to rate themselves </li></ul><ul><li>Helps employee reflect on their performance and be an active part of their review </li></ul><ul><li>Generally employees are harder on themselves </li></ul>
  6. 7. 360-Degree Performance Reviews <ul><li>Customers, Suppliers, Piers, and direct reports </li></ul><ul><li>Very effective if kept anonymous </li></ul><ul><li>Every angle is accounted for and gives a true performance picture </li></ul>
  7. 8. What 360 looks for.
  8. 9. The 18 Universal Competencies <ul><li>Communication </li></ul><ul><ul><li>Listens to others </li></ul></ul><ul><ul><li>Processes information </li></ul></ul><ul><ul><li>Communicates effectively </li></ul></ul><ul><li>Adaptability </li></ul><ul><ul><li>Adjusts to circumstances </li></ul></ul><ul><ul><li>Thinks creatively </li></ul></ul>
  9. 10. The 18 Universal Competencies <ul><li>Task Management </li></ul><ul><ul><li>Works efficiently </li></ul></ul><ul><ul><li>Works competently </li></ul></ul><ul><li>Development of Others </li></ul><ul><ul><li>Cultivates individual talents </li></ul></ul><ul><ul><li>Motivates successfully </li></ul></ul>
  10. 11. The 18 Universal Competencies <ul><li>Leadership </li></ul><ul><ul><li>Instills trust </li></ul></ul><ul><ul><li>Provides direction </li></ul></ul><ul><ul><li>Delegates responsibility </li></ul></ul><ul><li>Relationships </li></ul><ul><ul><li>Builds personal relationships </li></ul></ul><ul><ul><li>Facilitates team success </li></ul></ul>
  11. 12. The 18 Universal Competencies <ul><li>Production </li></ul><ul><ul><li>Takes action </li></ul></ul><ul><ul><li>Achieves results </li></ul></ul><ul><li>Personal Development </li></ul><ul><ul><li>Displays commitment </li></ul></ul><ul><ul><li>Seeks improvement </li></ul></ul>
  12. 13. Example Questions For 360 Evaluations
  13. 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)
  14. 15. Self Evaluation Self Evaluation (1 Each) Boss Evaluation (1 Each) Peer Evaluation (5 Each Recommended) Direct Report or Subordinate Evaluation (5 Each Recommended)
  15. 16. The Self Evaluation <ul><li>This is the first evaluation given </li></ul><ul><li>Usually just a paper that is given to employee and handed in to HR </li></ul><ul><li>The form will contain questions that foster honest feedback </li></ul><ul><li>They try to see themselves as others do </li></ul>
  16. 17. The Self Evaluation <ul><li>This sets up a positive meeting with the manager </li></ul><ul><li>Why? </li></ul><ul><li>Because the manager will tend to evaluate better than an employee will </li></ul>
  17. 18. Boss Evaluation Self Evaluation (1 Each) Boss Evaluation (1 Each) Peer Evaluation (5 Each Recommended) Direct Report or Subordinate Evaluation (5 Each Recommended)
  18. 19. The Boss Evaluation <ul><li>The Second Step of the process </li></ul><ul><li>The supervisor looks at the employee as unbiased as possible </li></ul><ul><li>It is key to not allow personal issues to block honest feedback </li></ul>
  19. 20. The Boss Evaluation <ul><li>Even if the manager is biased the 360 method tends to account for it and will even it out </li></ul><ul><li>Tardiness, work ethic, creativeness, etc are all taken into account from the managers perspective </li></ul>
  20. 21. Peer Evaluation Self Evaluation (1 Each) Boss Evaluation (1 Each) Peer Evaluation (5 Each Recommended) Direct Report or Subordinate Evaluation (5 Each Recommended)
  21. 22. Peer Evaluation <ul><li>Third Step </li></ul><ul><li>5 evaluations are usually collected </li></ul><ul><li>Information tends to be very accurate </li></ul><ul><li>Biases are kept to a minimum as long as confidentiality is maintained </li></ul>
  22. 23. Peer Evaluation <ul><li>Creates a picture for the employee being evaluated that is </li></ul><ul><ul><li>From other’s perspective </li></ul></ul><ul><ul><li>Honest </li></ul></ul><ul><ul><li>Eye opening </li></ul></ul><ul><ul><li>Surprising </li></ul></ul><ul><ul><li>Helpful </li></ul></ul><ul><ul><li>Probably most accurate and truthful </li></ul></ul>
  23. 24. Direct Report Self Evaluation (1 Each) Boss Evaluation (1 Each) Peer Evaluation (5 Each Recommended) Direct Report or Subordinate Evaluation (5 Each Recommended)
  24. 25. Direct Report <ul><li>Final Step </li></ul><ul><li>Given by those under the employee </li></ul><ul><li>Sometimes it is shown that words and actions are not necessarily matching up </li></ul><ul><li>Most helpful step for managers </li></ul>
  25. 26. Direct Report <ul><li>Can come from </li></ul><ul><ul><li>Customers </li></ul></ul><ul><ul><li>Suppliers </li></ul></ul><ul><ul><li>Anyone under the employee </li></ul></ul><ul><li>Extremely honest because of the distance that is sometimes here for this report </li></ul>
  26. 27. This Leads To Self Improvement
  27. 28. Why is 360 Valuable to You? <ul><li>Identifies your strengths and weaknesses from the perspective of others. </li></ul><ul><li>Improves your productivity and work relationships with those around you.  </li></ul>
  28. 29. Why 360 Fits For Today’s Workplace <ul><li>Jobs are many sided </li></ul><ul><li>Cut backs at firms cause for employees to pick up more responsibilities </li></ul><ul><li>Efficiency is becoming more important </li></ul><ul><li>This system delivers great suggestions </li></ul>
  29. 30. Why is 360 Valuable to You? <ul><li>Improves workplace morale. </li></ul><ul><li>Provides a means to identify leadership competencies that need improvement.  </li></ul><ul><li>Serves as a training needs assessment. </li></ul>
  30. 31. The 360 Evolution <ul><li>At the beginning it was designed for managers or career development </li></ul><ul><li>Now the same evaluation process is used from the CEO down to Maintenance </li></ul><ul><li>And both are contributing the each other’s evaluation </li></ul>
  31. 32. Who Uses It? <ul><li>90 percent of Fortune 1000 companies </li></ul><ul><li>In our opinion every </li></ul><ul><ul><li>Company </li></ul></ul><ul><ul><li>School </li></ul></ul><ul><ul><li>Firm </li></ul></ul><ul><ul><li>Sports Team </li></ul></ul><ul><ul><li>Etc… </li></ul></ul><ul><li>Should use this system for Improvement </li></ul>
  32. 33. Technology <ul><li>With the large numbers of employees there is a lot of information to keep track of </li></ul><ul><li>Employee Management Software is being used </li></ul><ul><ul><li>It keeps track of trends </li></ul></ul><ul><ul><li>Ensures secrecy for comments </li></ul></ul><ul><ul><li>Gives the results quickly </li></ul></ul>
  33. 34. 360 Used For Pay Grades <ul><li>Goals for specific employees can be inputted into the 360 system </li></ul><ul><li>How well everyone around the employee evaluates could indicate the amount of financial reward that employee receives </li></ul>
  34. 35. Strategic Mission <ul><li>The purpose of doing 360 must be clearly defined </li></ul><ul><li>If the mission is to develop and grow all employees must know that it is all for everyone's improvement </li></ul><ul><li>If communication breaks down employees could fear everyone attacking them in the evaluations </li></ul>
  35. 36. Be Careful <ul><li>You cannot be reckless with 360’s </li></ul><ul><li>If there are not clear goals set ahead of time then… </li></ul><ul><ul><li>The evaluations will have no direction </li></ul></ul><ul><ul><li>They will be hard to interpret </li></ul></ul><ul><li>It is best to have experts conduct these evaluations to ensure maximum effectiveness </li></ul>
  36. 37. Intel and 360 <ul><li>Closely evaluated goals </li></ul><ul><li>Kept employees accountable for their inputs </li></ul><ul><li>Helped their employees to use evaluations accurately </li></ul><ul><li>Carefully watch for Gaming </li></ul>
  37. 38. Intel Continued <ul><li>They find with 360 prejudices related to </li></ul><ul><ul><li>Age </li></ul></ul><ul><ul><li>Gender </li></ul></ul><ul><ul><li>Race </li></ul></ul><ul><ul><li>Religion </li></ul></ul><ul><ul><li>Or any other factors </li></ul></ul><ul><li>This has lead to great successes for Intel </li></ul>
  38. 39. Pros of 360 <ul><li>More comprehensive system because responses are gathered from multiple perspectives </li></ul><ul><li>Feedback from peers and others may increase employee self-development </li></ul>
  39. 40. Pros Continued <ul><li>It may lessen prejudices because the feedback comes from more people, not just one person </li></ul><ul><li>Quality of information is better </li></ul><ul><li>It complements TQM initiatives by emphasizing internal/external customers and teams </li></ul>
  40. 41. Cons of 360 <ul><li>Requires training to work </li></ul><ul><li>Employees could give dishonest and invalid feedback </li></ul><ul><li>Can Be expensive </li></ul>
  41. 42. Cons Continued <ul><li>Complex system in combining all responses </li></ul><ul><li>Feedback can be intimidating. Employees could feel like they are being “attacked” </li></ul><ul><li>Could be conflicting opinions, but accurate from their own standpoints </li></ul>
  42. 43. In Conclusion <ul><li>Helps individuals and companies improve, grow and develope </li></ul><ul><li>Provides honest and unbiased helpful feedback </li></ul><ul><li>Increasing individuals performance with 360-degree evaluations will lead to overall succes for a firm </li></ul>
  43. 44. Has Anyone Ever Had A 360 Evaluation? <ul><li>Please briefly describe it </li></ul><ul><li>What were your likes? </li></ul><ul><li>Dislikes? </li></ul><ul><li>Was it helpful </li></ul>

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