720 DEGREE APPRAISAL Slide 2: 720 degree as the name suggests is 360 degree twice 720 degree feedback

is performing a feedback after the main 360 degree appraisal Doing the appraisal once, where the performance of the employee is analyzed Having a good feedback mechanism where the boss sits down with the employee another time and gives him feedback and tips on achieving the targets set. Slide 3: 720-degree approach provides for two rounds of feedback (a pre- and post-test) or a feedback approach which is done again after nine to twelve months. The pre intervention results sets the baseline. The development intervention is then done to improve the participant .(eg: training ,coaching). Post intervention survey shows the amount of improvement in the results. A 720 DEGREE APPRAISAL TEMPLATE TYPICALLY CONTAINS : : Key skill/capability type Skill component/element Question number (purely for reference and ease of analysis) Specific feedback question Tick-box or grade box (ideally a,b,c,d or excellent, good, not good, poor, or rate out of 5 or 10. Slide 5: TO USE THE 720 SYSTEM, Assessment system should be 360 degrees. Assessment should be done twice or thrice a year. Different assessments should be tabulated and compared for a given period. Slide 6: Conduct an information campaign that highlights the benefits and fairness of 720 feedback, and outline the process in some detail. Ensure that the rating instruments are relevant, valid and reliable Encourage and train raters on how to provide accurate ratings Treat employees with sensitivity and respect. WHAT IS 360 DEGREE FEEDBACK : 360 degree feedback, is the most comprehensive appraisal where the feedback about the employees performance comes from all the sources that come in contact with the employee on his job. The feedback is typically provided on a form showing job skills/abilities/attitudinal/behavioural criteria and some sort of scoring or value judgement system. 360 degree respondents for an employee can be his/her peers, managers (i.e. superior), subordinates, team members, customers, suppliers/ vendors. Slide 8: Anyone who comes into contact with the employee and can provide valuable insights and information or feedback regarding the on-the-job performance of the employee. For example, subordinate assessments of a supervisors performance can provide valuable developmental guidance, peer feedback can be the heart of excellence in teamwork, and customer service feedback focuses on the quality of the teams results.

Slide 9: For example, an agency may use supervisor, self, and customer input to supplement the rating officials appraisal in one divisions program. Another division of the same agency with selfdirected teams may use peer, self, and subordinate ratings to obtain the most useful input. IT HAS FOUR COMPONENTS : SELF APPRAISAL Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance SUPERIORS APPRAISAL Superiors appraisal forms the traditional part of the 360 degree appraisal where the employees responsibilities and actual performance is rated by the superior. Slide 11: SUBORDINATES APPRAISAL Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superiors ability to delegate the work, leadership qualities etc. PEER APPRAISAL Correct feedback given by peers can help to find employees abilities to work in a team, co-operation and sensitivity towards others. WHY USE 720 .. : This system is more development focused than performance alone, and supplements training and development functions in a better way. A powerful developmental tool because when conducted at regular intervals it helps to keep a track of the changes, others perceptions about the employees Many organizations are beginning to realize that the skill base of their executives and managers does not match the requirements of a rapidly changing environment. Without these critical competencies, executives and managers are less likely to be able to lead these organizations toward successful implementation of strategic changes. BENEFITS : Improved Feedback From More Sources Team Development Personal and Organizational Performance Development: Responsibility for Career Development Reduced Discrimination Risk Improved Customer Service Training Needs Assessment. DISADVANTAGES : Exceptional Expectations for the Process Insufficient Information Design Process Downfalls Failure to Connect the Process Insufficient Training and Process Understanding Focus on Negatives and Weaknesses Rater Inexperience and Ineffectiveness Requires commitment of top management and the Human resources (time, financial resources etc) Paperwork/Computer Data Entry Overload. CASE STUDY : Johnson & Johnson Advanced Behavioral Technology (JJABT), based in Denver, Colorado, has instituted a new 720-degree feedback system. the most important consideration in implementing the system is choosing the right individuals to be raters. To assemble the rating group, JJABT employees develop a list of key internal and external customers with whom they interact and then recommend five to ten individuals to serve as raters.

Slide 16: Employees supervisor still has the ultimate responsibility for the appraisal and selects appropriate raters from those recommended by the employees The JJABT 720-degree appraisal form includes items such as Does the employee : Follow up on problems, decisions, and requests in a timely fashion? Clearly communicate his or her needs/expectations? Share information or help others? Listen to others? Establish plans to meet future needs? Adhere to schedules? Raters score these items on a scale ranging from 1 (needs improvement) to 5 (outstanding). Space is also provided for the raters to make written comments. Slide 17: Employees supervisor summarizes the data and determines the final performance rating. This represents a combination of the comments and ratings from the various raters and the supervisors own feedback on the ratees performance. Typically, managers include a mean score and distribution range for each item. Feedback cant always be taken at face value. Care need be exercised where rater has given highly negative or positive feedback. JJABT managers stress that the key is to look for trends or patterns in the data. If there are questions or ambiguities in the raters feedback, supervisors will often solicit additional feedback from the same or new rates. After summarizing the data, the supervisor conducts the formal appraisal interview with the ratee. Slide 18: Raters are provided the option of being anonymous or open in their feedback. If the rater requests anonymity, then the supervisor must not reveal his or her identity to the ratee when discussing the performance review If the rater is willing to be open, then the supervisor may refer the ratee with questions about his or her feedback to the rater. In this way, it is hoped that the 720-degree appraisal can become less an evaluative tool and more a comprehensive system for enhancing communication, facilitating self-development, and improving performance. What are the advantages and disadvantages of Johnson & Johnsons 720 degree appraisal? : ADVANTAGES: The raters are selected from a list of key external and internal customers developed and recommendation by the employees Criteria by which the ratees are evaluated are clearly defined by the supervisor While the supervisor evaluates the work performance , the raters evaluate the behavior aspect of the ratee. Slide 20: To ensure fairness raters are provided the option of being anonymous or open in their feedback .the raters who chose to be anonymous their identity is not disclosed The raters feedback is not taken on face value and care is exercised to eliminate and remove ambiguities in the raters feedback especially when they have given highly positive or negative feedback DISADVANTAGES : Supervisor has a major say in the appraisal process While the list of raters is recommended by the employees , the raters are selected by the supervisor The final appraisal report is summarized by the supervisor which includes his own feedback Individual biases might affect the process

This system is very time consuming and costly This system requires a lot of commitment from the management as well as the employees. Do you think the ratings system is useful? How might you suggest improving it? : Yes the rating system is useful as it is benchmarked against the mean score and distribution range . The supervisor has full authority in the appraisal process thus after the supervisor has summarized the report, and appraised the ratee, the performance appraisal should be evaluated by management one level higher than the direct supervisor . What are your views on the anonymity issue? : In the appraisal process anonymity helps rater feel confident in evaluating the ratee and giving his free and frank feedback on the ratees behavioral aspects. He can mark the employee what he deserves . It helps the rater evaluate the employee on a fair and unbiased basis without the fear of his identity being revealed to the ratee.