This was done by me during my 2nd semister for the course Psychology

1. A Report Paper on 180 Performance Appraisal Systems
Introduction to Psychology
GED 1205
Submitted by
Zulfikar Pasha Dipto
ID no. B3160B024
Submitted to
Mrs. Ashna Islam
Assistant Professor
AIBA, Savar
Submission Date: 20th November, 2016

2. Declaration
I’m declaring that , this report paper has prepared by me and it was not submitted to any other
organization or institute before. The work is not breach any copyright.
Date & Sign
A.I. Zulfikar Pasha Dipto
ID no.B3160B024
BBA 3(A)

3. Acknowledgement
At first, I want to express my gratitude to our honorable faculty Ms. Ashna Islam who provide a
great support and inspiration to make this report. I want to Thank her from the deep of my heart
to give me this opportunity.
Date & Sign
A.I. Zulfikar Pasha Dipto
ID no.B3160B024
BBA 3(A)

4. Abstract
180 degree performance appraisal system is an employee performance appraisal system by which
individual’s performance can be measured. It was widely used in past century and also this
century. Though, day by day, it is replaced by 360 degree system.
Research work is done by using secondary data.
But as other appraisal system, it has some merit as well as some demerits too. It is used for
developmental purposes. It is a standard method. It is a self – development tool which is used
widely in organization & other context.
But 180 degree is not a complete method.

5. Table of Content
Title Page no.
Declaration-------------------------------------------------------------------------------------------------i
Acknowledgement----------------------------------------------------------------------------------------ii
Abstract----------------------------------------------------------------------------------------------------iii
Chapter 1: Introduction---------------------------------------------------------------------------------1
Chapter 2: Literature Review--------------------------------------------------------------------------2
Chapter 3: Methodology------------------------------------------------------------------------------3-4
Chapter 4: Discussion--------------------------------------------------------------------------------5-12
Chapter 5: Conclusion----------------------------------------------------------------------------------13
Reference

6. Chapter 1
Introduction
180 Performance Appraisal Systems
180 Performance Appraisal System is a system of evaluating employee performance by the
combined opinion from superior, subordinates & self-assessment.
180 Performance Appraisal Systems
Scope of the study
This is not a complete research forever. In future, more researchers will work on it as previous
and more data and information will be discovered and included.
Purpose of the study
The main purpose of this study is to know about 180 performance appraisal system & its
advantages & disadvantages.

7. Chapter 2
Literature Review
According to Adnan Shaout and Mohamed K. Yousif, Performance Evaluation (PE) is key factor
in improving the quality of work input, inspires staffs make them more engaged. PE also
introduces a foundation for upgrades and increments in the development of an organization and
employee succession plans.

8. Chapter 3
Methodology
Secondary Data Collection
Data collection is a process through which we collect data. Data can be collected in various
methods like secondary data collection and primary data collection. A primary data collection
refers to collecting data in fields and secondary data collection refers to the data that we collect
from various web pages and books. We use this type of data collection to lessen our work or to
save times.
Data
collected
from various
online media
Elimination
and selection
process
Analyze
process
Implementin
g new ideas
and solutions
Providing
recommenda
tions

9. 3.1 Data collected from various external sources
Our data has been collected from various external sources like webpages (the links are
given in the reference) & also many books written by famous authors (also given in the
reference).
3.2 Elimination and selection process
As we have collected many data from internet webpages and books, many data were
eliminated and some specific legit information or data has been selected.
3.3 Analyze process
After collecting and eliminating and selecting data we have gone through some basic
analysis process whether the founded information was right or wrong.
3.4 Implementing new ideas and solutions
After analyzing these data we have implemented those data for our data finding and have
given some new ideas and solutions.
3.5 Providing recommendations
We have generated some new ideas and solutions and have also provided some
recommendations from the view of our perspective.
In Addition, it is both a qualitative & quantitative research because; we have to use both
numerical & alphabetic data to complete this research.

10. Chapter 4
Discussion
180 degree performance appraisal system is not the latest performance appraisal system but one
of the most popular systems. In this system, employee performance is evaluated by the combined
opinion from superior, subordinates & self-assessment. 180 Degree is one of the best method by
which feedback of an employee can be judged and measured. Here two people are involved in
the feedback process; one is the employee himself and his immediate boss. The employee share
his work experiences including good and bad with the people of HR department, and the boss
gives the feedback of the skills and attitude the employee carry. And then the collected data is
matched with the competency norms of the organization and a feedback is prepared about that
particular employee. And with this feedback the management takes s further actions for better
performance of that employee. This performance appraisal form is used in all big and small scale
industries and organization. To carry out a 180 appraisal we need to design the questions that
will be asked based on the areas of performance you want feedback on agree a rating scale (1 –
5) or (A – E) Decide how to keep responses confidential Decide how the feedback will be given
Decide how action will be taken on the feedback. 180 degree could be just the person and their
manager - or the person and their peers - or the person and the people they manage.
Advantages
1. Reliable
2. Provide the employee with an opportunity to comment on their own performance
3. Valid
4. Highly Credible
5. Ensures a more rounded performance appraisal by enabling appraisers to consider their
thoughts in the light of the employee’s comments
6. 180 Degree Appraisal Processes is simple to introduce and administer
7. it’s essential that appraisers and employees understand their roles and how the appraisal
process works
8. It enables two-way feedback on an individual’s performance
9. Centralized, structured and consistent performance assessment data

11. 10. Personal performance data for succession planning data requirements
11. Performance objectives can be linked to the team’s and organization’s goals
12. Visible commitment by the organization to improving performance
13. Improved communication throughout the organization
14. Better motivation and staff morale
15. Improved organizational performance
16. Greater recognition & feedback on performance.
17. Clear targets through the setting of personal objectives.
18. Clearer understanding of individual’s performance requirements.
19. Greater opportunity to discuss problems & grievances.
20. Opportunity to discuss future prospects and career ambitions.
21. Opportunity to discuss training needs & development plans.
22. Improved motivation & increased job satisfaction.
Disadvantages
1. Peers are often insufficient as the only source
2. Not enough staff at the same level to provide quality feedback
3. Differences in experience, education and work responsibility can create concern about abilities
to provide high quality information
4. Incomplete System
5. Often provides false result
6. Excessive level of flatteries.

12. 4.1 Self and Manager Generated Development Feedback:
180-degree assessments are set up within organizations to identify competency gaps, generate
tailored learning, and create My Development Plans (MyDPs) for employees. These MyDPs are
designed to improve an individual’s awareness of his capabilities and areas of improvement,
while highlighting resources available to support his development. Generally, a 180 degree
feedback exercise is recommended for junior and middle management employees.
In this methodology, development feedback is typically generated through self and manager
inputs. The Gene sys 180 process then creates a consolidated report, comparing the two
assessments, and highlighting patterns and conclusions. The manager-employee duo discusses
this report, with or without the presence of a facilitating HR expert, and creates a detailed
Individual Development Plan (My DP) for the employee.
4.2 Standardized or Customized:
Like Gene Sys 360, Gene Sys 180 implements a framework of 9 broad competency groups that,
through extensive research, have been found to be important indicators of work performance.
Gene Sys 180 Online offers a number of customization options, including the facility to add your
own custom competencies and questions. The appraisal can be personalized with your own
content and logo.
4.3 Usages
In a perfect world, 180’s are used purely for Developmental purposes. You are able to select
your raters and your results are only for you to see. The only reason you would share your data
with someone else would be to receive help from them for your Development. Some
organizations use 360’s and 180’s for employee assessment, tying in your feedback with your
overall performance in an organization. We will not argue whether this works for organizations
or not, we simply do not believe it is effective as a performance measurement tool, and can
possibly have dire consequences.
4.4 180 degree feedback:
A 180 degree feedback is a powerful self-development tool used worldwide in organizations and
other contexts. It is simply an exercise where you select competencies that are relevant to your
work/life/role circumstances, rate yourself on where you see yourself, and then ask others to rate
you on the same. Your own results are then compared to the average rating of all raters. The
consistency and/or discrepancy between these scores give you tremendous insight into how
others perceive you depending on their relationship to you, and insight into where you may not
be getting through to people effectively. These scores also highlight your hidden strengths, your
blind spots, and areas for development. A 180 feedback is one of the best ways you can use to

13. develop and sharpen your self-awareness. A 180-degree feedback, on the other hand, is where
your raters are at the same level as you (peers or colleagues), and a person you report to.
4.5 why 180 degree
Although you have the choice to stop and analyze your results after you do the self-assessment,
receiving feedback from others will give your insight into how people perceive you. It allows
you to see the gaps between how you view yourself and how others view you.
4.6 using 180 degree feedback instead of 360 degree feedback
360 degree assessments can make a big difference in employee development, but what if your
organization is not ready for 360 feedbacks? Consider using 180-degree format: self +
supervisor.
6 Key Reasons to consider 180-degree feedback instead of 360.Reality check – allows the person
being rated the benefit of comparing self-perception of strengths and weaknesses against those of
his or her manager.
Clarifies expectations – often we think we know what is most important on the job, but we could
be out of sync with our manager – a 180 allows the supervisor to weigh in on priorities and
subsequent discussion can make expectations crystal clear Out in the open – a typical 360
features anonymity (the person being rated doesn’t know who said what) and can be shrouded in
mystery and even suspicion; with a 180 the person being rated knows who said what – no
mystery and all data Simpler report – data resulting from a 180 exercise in the participant’s
output report shows self, supervisor and norm group – 3 powerful data points; this is plenty to
consider for development planning and are also probably the most important data points to
consider anyway!
Less annoying for raters – if you consider that a typical 360 involves about 12 raters (self,
supervisor and 10 peers / direct reports), you are probably running multiple participants through
the assessment which means that you may be asking raters to complete surveys for multiple
participants which can become annoying and tiresome (rater fatigue), rendering the resulting data
less reliable and consuming time away from core job duties. A 180 solves this problem. Quick
and more affordable – one of the drawbacks of a 360 is that it becomes a lengthy and tedious
process, getting everyone to do their rating on time and completely (lots of follow-up time, calls
and emails from HR!). With just the two raters, a 180 can be done quickly (a day or two,

14. typically) with no follow-up time or effort needed. Whereas 360’s run closer to $100 per person,
the same version as a 180 is generally a faction of the cost.
4.7 The Schroder Framework:
The 180° feedback survey measures individuals against the Schroder model of high performance
management. The Schroder model is a well validated, robust and highly reliable tool for
measuring performance. The Schroder Framework consists of 11 behaviors’ grouped into 4
clusters that studies have proven are key to being a high performer.
4.8 180 Performance Review Surveys:
180-degree assessments are set up within organisations to identify competency gaps, generate
tailored learning, and create Development Plans for employees. The reports are designed to
improve an individual’s awareness of his capabilities and areas of improvement, while
highlighting resources available to support his development. Generally, a 180 performance
review or 180 degree feedback exercise is recommended for junior and middle management
employees.
In this methodology, development feedback is typically generated through self and manager
inputs. The system then creates a consolidated report, comparing the two assessments, and
highlighting patterns and conclusions. The manager-employee duo discusses this report, with or
without the presence of a facilitating HR expert, and creates a detailed Individual Development
Plan for the employee.
6 Key Reasons to consider 180-degree feedback surveys
• Reality check – allows the person being rated the benefit of comparing self-perception of
strengths and weaknesses against those of his or her manager;
• Clarifies expectations – often we think we know what is most important on the job, but we
could be out of sync with our manager – a 180 performance review allows the supervisor to
weigh in on priorities and subsequent discussion can make expectations crystal clear!
• Out in the open – with a 180 performance surveys the person being rated knows who said what
– no mystery and all data!
• Simpler report – data resulting from a 180 exercise in the participant’s output report shows self,
supervisor and norm group – 3 powerful data points; this is plenty to consider for development
planning and are also probably the most important data points to consider anyway!

15. • Quick - With just the two raters, a 180 performance review survey can be done quickly (a day
or two, typically) with no follow-up time or effort needed.
4.9 Conduct:
Employee performance appraisals are now universally conducted, considering to be the most
important channel, to provide feedback to employees on their past performance. Precisely, the
appraisals are the significant opportunities for managers when they can discuss the strengths and
weaknesses of their team members and guide them to develop extraordinary skills to excel
professionally. Since ages, we have seen traditional performance reviews taking place in
organizations where the manager and the HR take control over the entire appraisal process.
However with the changing time and technology, the approach to conduct annual performance
evaluations have altered dramatically, giving a wider scope to include other participants in the
process. Today, we’re here to share some critical information on different employee performance
appraisal methods and how advanced HR tools can make the entire process easier and faster.
4.10 Appraisal:
It is one of the simplest ways to appraise employees. The employee evaluation process starts
with self-evaluation step where the employee fills a form giving appropriate ranking to himself/
herself and shares feedback on their own performance. After completion of this step, the
manager discusses the self-appraisal of the employee in a review meeting. Once all the
information is agreed by both the parties, including the manager and the employee, appraisal is
finalized.
4.11 Tips To Make 180 Or 360 Degree Employee Appraisal Successful & Less Time-
Consuming:
The basic idea behind any performance appraisal is to measure employees’ performance, analyze
it and identify high, average and low performers. Analyzing each individual’s capability is really
important. It helps managers to lead their team better and support team members who are in need
of professional guidance. To reach this aim, it is necessary to conduct the appraisal process
carefully and perfectly. Here’ are few handy tips you can adopt to make the process easier.
1. Preparation: Sit back and think about points you wish to cover in the review meeting. Pen
them down and go slow with the process.

16. 2. Leave Favoritism Behind: Remember, you have to be fair with your employees. Favoritism
will not take you anywhere, but a fair assessment will get you lots of appreciation from
employees.
3. Be Positive: A positive mindset makes things easier. Let positivity prevail.
4. Prioritize Appraisal Meetings: Forget everything and focus on employees’ appraisal meetings.
Schedule meetings. Don’t postpone or ignore appraisal meetings as it can adversely affect
mindset of your team members.
5. Take Care of SMART Objectives: Individual and team goals helps lot while evaluating an
employee’s performance. Use the SMART objectives to discuss past performance and allow
your employees to think a little more about their goals.
6. Regular Reviews: Even after appraisal, keep sharing feedback with employees on each project
so that they can be aware of their progress (or otherwise).
4.12 HR Tools Make Appraisal A Positive Experience:
In past two decades, implementation of progressive HR technology has become a common thing
in every organization. Best-in-class HR tools help managers and HR people to provide them
constructive feedback and encouragement to employees so that they realize their full potential
and exceed expectations.
The online appraisal system offers an innovative and reliable approach to administer employee
performance online while placing manager & HR at the forefront to perform managerial
functions. It automates the entire appraisal process and elevates employee-employer
relationships, productivity and competency levels. Employers can easily transform their talented
professionals with the help of online performance review tools. What else is needed when
successful performance appraisals leave employees motivated and make them clearer about their
work goals to be achieved in coming years!
4.13 Rating Employees:
Employee rating surveys are not only an invaluable source of knowledge about worker
performance but also a place to exchange views with employees on the issues included in the
questionnaire. A properly constructed employee evaluation questionnaire helps clearly verify
your employee’s competence and presents management’s expectations to employees. The most
important methods include 360 and 180 degrees feedback.

17. Objective employee evaluations summarize the information underpinning your organization
itself. These evaluations shape the attitudes and behaviors of employees by permanently
providing them with information about their successes, failures, and opportunities for
professional development.
4.14 The Use of Online Surveys for Employee Evaluation:
• Employee competence is commonly verified once every 6 or 12 months. This process evaluates
behavior, personality, and worker efficiency in relation to your company’s expectations for the
job. With properly designed questionnaires, you can learn employee weaknesses and establish
training plans to help your employees perform better.
• 360 Degree Feedback
• This method enables comprehensive and anonymous assessment of your employee based on
information from the entire work environment and from more than two sources. The first source
is the employee. The others sources can include superiors, subordinates, colleagues, and possibly
even your customers. By assessing 360 degrees through online surveys, you can quickly
diagnose any competency gaps in the organization and adapt training plans for the individual
needs of your employees. Do you want to learn how to create an effective questionnaire 360
degrees? See how we do it.
•180 Degree Feedback
•A 180 degrees questionnaire is most commonly used during annual evaluation when a
supervisor evaluates an employee’s effectiveness. Information is obtained from two sources: the
employee’s self-assessment and their supervisor’s assessment. With this kind of evaluation, you
can increase employee engagement, performance, and contribution.

18. Chapter 5
Conclusion
180 degree performance appraisal system is most used system in 20th Century. Before 360 it is
widely used for evaluating employee’s performance.
5.1 Limitation
Due to short period of time, we can’t go for outdoor or primary data collection. And also used
very little amount of data.
5.2 Recommendation
We recommend further research work to bring out more and more information about this system.
5.3 Future Work
We hope that, in future, newer researcher will work on it and take help from this paper.

19. Reference
www.ijaretm.com/publishpaper/2issue3idp3.pdf (literature review)
http://www.slideshare.net/wicaksana/performance-appraisal-3143996?qid=44370066-527d-
40ba-b0e4-d21611571084&v=&b=&from_search=39 (Advantages-Disadvantages)
http://www.traininghand.com/180-degree-appraisal-process/ (Advantages-Disadvantages)
http://www.traininghand.com/180-degree-appraisals-reviews/ (Why 180 degree)