This document discusses the 360 appraisal method, which involves collecting feedback from various sources such as employees, managers, customers, and suppliers. It outlines six key steps to implementing a successful 360 appraisal program: 1) gaining employee agreement on the process and use of results, 2) developing common job descriptions, 3) creating standardized appraisal questions, 4) training evaluators, 5) taking action based on results, and 6) calculating and sharing scores. The goal is to conduct comprehensive and accurate performance evaluations that can help improve employee performance, training, and the overall company culture.

1. Performance appraisal method
If you are finding a better method of evaluating, in full aspects, the company culture, the
accuracy of the job descriptions, employee performance and the effectiveness of practices
and business operations, you may consider applying 360 Appraisal Method.
This is an Appraisal Method based on the feedback from many points of view such as of
employees under other managers, direct managers, subordinates, Director Board
members or of customers and suppliers, etc.
This method requires no computer software to have an accurate appraisal result. Many
small enterprises have developed themselves "low-tech" programs that mainly use paper,
but still, have many advantages in appraisal process. According to Rim Yurkus and Diane
Irvin - directors of LISTEN Co. (a company with headquarter in Denver, the US, which
specializes in helping corporations to develop their human resource and apply appraisal
methods), when developing 360 Appraisal Method, a company need to focus on the
following:
1. Making agreement with the employees
It shall be necessary to hold a meeting in which the purpose, procedures to apply 360
Appraisal Method and people who will receive the appraisal results will be clearly
explained. If the purpose is to develop professionalism, the results should be shared
among the evaluated employee and his manager or instructor at work.
If the purpose is to consider the performance for bonus, it shall be necessary to explain
clearly the role (by percent) of the Appraisal Method of 360. For example, an employee
will get a bonus on considering his general performance (50%), fulfillment level of the
business goals (25%) and the result of 3600 Appraisal Method (25%).
It shall be crucial for the company to clearly explain to their employees about How the
appraisal process will be supervised, How the results will be collected, what the next step
is, when the next appraisal will be and about any training or instruction course after
evaluating.
2. Building up a Common Job Description
You should begin by establishing a professional board which consists of representatives
of different departments, to work out a description with skills, knowledge and experience
required for each job.
The description should consider the core value and strategy of the company as a Lodestar
and consider high performance employees as typical when establishing a job description.
When skills and professional qualifications for each job are unified, they shall be divided
into smaller, more specific and easier to observe behaviors.

2. 3. Convert the behaviors above into appraisal questions
To have an accurate appraisal result, based on small behaviors as mentioned above,
appraisal questions must be extracted from so as to any evaluator can understand and give
the similar feedback when being asked with such question no matter when he is asked (6
weeks, 6 months or 6 years periodically)
The important point is that these questions must be unified and suitable to the company
condition. Finally, the list of appraisal questions on the employee behaviors will be
revised by summarizing and adding more or less question (if necessary), then submit to
the Director Board for approval.
4. Holding Training Course for responsible People for evaluating
The evaluators shall be instructed about how to give a valuable and objective feedback.
They should as well be reminded of the importance of the accuracy and of following the
Information Privacy Principle. They will be pre-informed of the employees, behaviors
and score scale to be evaluated.
It will be appropriate to apply 1 - 7 appraisal score scale, in which 1 is "unacceptable"
and 7 is "excellent". A section of "Not Applied (or N/A)" will be applied as for the
appraisal not relating to the job or employee to be evaluated. In addition, there should be
some questions requiring feedback in writing, for example: "What do you think are the
benefits that Mrs. A has brought us?"; "What do you think Mr. B should do first to
improve his performance in the future?"
5. Action after Evaluating
The evaluated people may hold a meeting to give thank to all the evaluators for their
feedbacks, make future engagement to improve and do better with their help and timely
advices. Based on the appraisal result, the company may consider the employees with
high and outstanding performance at work and skills and the opposites, for whom
appropriate training shall be decided if necessary.
6. Calculating the score and Announcing the result
The score should be calculated for different jobs, departments and managers. These
results may be used in the interview for recruitment or for leaving off work. The scores
will be classified according to the relationship between the employee and the evaluators
(co-worker, subordinate, customer...)
http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms for
performance appraisal.