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.
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.