This Presentation is prepared as a supplementary tool for Quantitative Evaluation of Headmaster & Teachers of schools. There is no separate proforma for evaluating the Performance of a Headmaster which is such an important development tool for an Educational Organization.

1. 360 – Degrees
Performance
Appraisal/Evaluation
Najma Kazi
najmakazi@gmail.com

2. 360- Degree
Performance
Evaluation
The Learning Outcomes of this Presentation
are……
 Meaning of the 360- degrees Performance
Evaluation
 Purpose of the 360-degrees Performance
Evaluation
 Benefits of 360 – degrees Feedback
 Disadvantages of 360- degrees Feedback
 Components of 360- degrees Appraisal
 Features of 36- degrees Appraisal
 How to develop 360- degrees Appraisal
 A sample proforma for the 360- degrees
performance evaluation of a Headmaster
 A sample proforma for the 360- degrees
performance evaluation of a Teacher

3. I - What is a
360-degree
Performance
Evaluation?
 360 Degree Feedback is a system or process in
which employees receive confidential,
anonymous feedback from the people who work
around them. This typically includes
the employee's superior, peers & subordinates.
 Marshall Goldsmith (1949) is a famous author,
leadership professor and leading expert in
business education and coaching. One of his
famous management development and HR tools
which he developed, is the 360-degree feedback
method.
 360-degree feedback is also referred to as multi-
source feedback or multi-source assessment.

4. II–Purpose
of 360-degree
Performance
Evaluation
 To act as a catalyst for development by
helping participants identify their strengths as
well as opportunities for improvement.
 To plan an effective starting point for most
leadership development programs.
 To evaluate the performance of employee in a
holistic manner.
 To get a enhance review
about performance and prospective of the
leader.
 To broaden the insight of manpower
development and its needs.
 To collect feedback from all the employees
and to ensure the organizational justice.

5. III - The
Benefits Of
360 Degree
Feedback
 It Increases Self-Awareness.
 Builds Confidence and Boosts Morale.
 Creates a Culture of Honesty & Openness.
 Empowers Leaders and Employees.
 Reduces Leader and Employee Turnover.
 Increases Accountability.
 It's the Launching Point for Effective
Professional Development.
 This system provides a comprehensive view
towards the performance of employees.
 It improves the credibility of the performance
appraisal system.
 The feedback from colleagues helps to strengthen
the self-development process of the employee.
 It also increases the responsibility and alertness
of employee towards their colleagues.
 The different ideas & opinions coming from
different Appraisers combined provide more
accurate assessment.

6. IV -
Disadvantages
of 360 - Degree
Feedback
 The process is very lengthy, complex and takes a
lot of time.
 If the feedback got exchanged among the
employees, it can create trouble and tension
among the staff.
 A lot of effort must be placed to train the
employee to effectively use the 360-degree
appraisal system.
 It is very difficult to figure out the results.
 Some feedbacks are useless and need to be
deleted carefully.
 A suspicious environment can be created in the
organization as the information is not available
to everybody.

7. V – Components
of 360 – Degree
Appraisal
360-degree appraisal has four integral
components:
 Self-appraisal.
 Superior's appraisal.
 Peer appraisal.
 Subordinate's appraisal.

8. VI-
Developing
360- Degree
Appraisal
 Establish the purpose of the 360-degree
feedback process.
 Determine competencies.
 Establish management support.
 Maintain confidentiality.
 Clear communication.
 Develop a feedback delivery plan.
 Develop a pilot process.
 Determine the right skill to be assessed.
 Proper selection of appraiser.
 Proper training should be provided to all
appraisers.
 The intention of appraisal system should be to
elucidate.
 Design simple and easily understandable process.
 Ensure that a follow up is taken after appraisal
review.

9. VII - What a
360 –Degree
Feedback
Survey
Measures?
 360 feedback measures behaviours and
competencies.
 360 assessments provide feedback on how others
perceive an employee.
 360 feedback addresses skills such as listening,
planning, and goal setting.
 A 360 evaluation focuses on subjective areas such
as teamwork, character, and leadership
effectiveness.

10. VIII - What
360 – degrees
Feedback
Surveys do
not Assess?
 360 feedback is not a way to measure employee
performance objectives.
 360 feedback is not a way to determine whether
an employee is meeting basic job requirements.
 360 feedback is not focused on basic technical or
job-specific skills.
 360 feedbacks should not be used to measure
strictly objective things such as attendance, leaves,
marks, etc.

20. THANK YOU