In this file, you can ref useful information about 360 degree performance appraisal examples such as 360 degree performance appraisal examples methods

1. 360 degree performance appraisal examples
In this file, you can ref useful information about 360 degree performance appraisal examples
such as 360 degree performance appraisal examples methods, 360 degree performance appraisal
examples tips, 360 degree performance appraisal examples forms, 360 degree performance
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• performanceappraisal123.com/1125-free-performance-review-phrases
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• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting 360 degree performance appraisal examples
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A 360-degree performance appraisal gathers input from management, peers, customers and
subordinates to develop a comprehensive understanding of employee performance. The
reliability of this kind of performance evaluation depends on the quality of the information from
the respondents. While the 360-degree review system has its strong points, certain issues that can
affect its effectiveness.
Objectiveness
An employee's supervisor has to possess the ability to be objective for the performance appraisal
to be useful. One of the barriers to effectiveness for a 360-degree performance appraisal is the
objectiveness of the other reviewers in the process. A close personal relationship with peers can
skew a review in favor of the employee. If the employee gives customers price breaks and
special deals that do not necessarily benefit the company, but do benefit the clients, the clients
will give a positive review. Those types of reviews are not based on performance as much as
they are based on personal preference or needs of the client.
Comprehensive Information
Getting comprehensive information from those who do not completely understand the
employee's job duties can be difficult. A co-worker may have a general understanding of the
appraised employee's responsibilities, but she may not possess enough understanding to make a
comprehensive review. Supplying a job description along with the appraisal request can help, but

2. if the reviewer is not familiar with the needs and terminology of the job duties, not even the job
description can guarantee a comprehensive review.
Experience in Appraisals
A 360-degree performance appraisal is reliable as long as the reviewers know what to look for in
an employee's performance. If someone has never given a job appraisal before, he may not
understand what aspects of performance to judge. For example, a customer may focus in on the
phone demeanor of a customer service representative, but completely ignore the representative's
ability to analyze a situation and develop an acceptable solution.
Contact
To create a reliable 360-degree performance appraisal, the human resources department needs to
ensure that all participants come into regular contact with the employee. For example, some
salespeople often interact with the company webmaster. The human resources group should find
those salespeople, not ones who only have occasional contact, to obtain an effective evaluation
of the webmaster's performance.
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III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an

3. employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings

4. 4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.

5. III. Other topics related to 360 degree performance appraisal examples (pdf
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