360 degree performance appraisal

Dr.P.Mangalagowri,Msc(N).,PhD.,
Principal,
College of Nursing,
Madras Medical College.
• If you want one year of prosperity,
grow grain
• If you want ten years of prosperity,
grow trees
• If you want one hundred years of
prosperity, grow people
-Chinese proverb
 Introduction
• Traditional methods of
appraisal revels monopoly
findings
• Multiple input approach provide
more accurate reliable and
credible information.
• Various source of assessment
depicts wholesome development
• Nursing is a profession
practiced through the efforts
of team work.
 360 degree performance appraisal
• 360 - Degree Appraisal
is a system or process
in which employees
receive confidential,
anonymous feedback
from the people who
work around them.
 Definition
• According to ‘
Newstrom’
“Performance
appraisal is the
process of evaluating
the performance of
employees, sharing
that information with
them and searching
for ways to improve
their performance.
 Various Methods Used
• Straight Ranking Method

• Essay Appraisal Method

• Paired Comparison
Method
• Critical Incident Method
• Field Review
• Checklist Method
• Graphic Rating Scale
• Forced Distribution
 Various Methods Used
• MBO.
• *360 ̊ Method.
• *Assessment Centers.
• *Behaviorally
Anchored. Rating Scale.
• *Human Resource
Accounting.
 360º Appraisal
• Also called “multisource
feedback”
• Gather information on
performance from
multiple sources

– Self
– Supervisor
– Peers
– Subordinates
– Customers
360 Degree Performance Appraisal
Process
Administer the
Develop
Ensure
feedback, analyze
questionnaire
confidentiality
the data,

D
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 Advantages:

To the individual:
• Helps individuals to
understand how
others perceive them.

• Uncover blind spots.

• Quantifiable data on soft

skills.
 Contd
To the team:
• Increases communication
• Higher levels of trust
• Better team environment
• Supports teamwork
• Increased team
effectiveness
To the organization:
• Reinforced corporate culture by linking
survey items to organizational leadership
competencies and company values.
• Better career development for employees
• Promote from within
• Improves customer service by involving them
• Conduct relevant training
 Disadvantages
• most costly and time consuming type of appraisal.

• programs tend to be somewhat shocking to managers

at first
• problems may arise with subordinate assessments.
• The organization implementing this type of
performance appraisal must clearly
define the mission and the scope of the appraisal.
• Consideration of other issues like safeguarding the
process from unintentional respondent rating errors.
5 things to consider before you start 360
degree appraisal
1. Purpose
1. clarify why and what
2. communicate to
everyone.

2. Culture – are you ready?

3. Do you have a mature
enough team dynamic?
4. Are you open enough?
5. Those involved need to
feel comfortable &
supported.
 contd
3. Timing of introduction –
also link with the planning
cycle.

4. Roll out – champion?

1. How to generate buy-
in?
2. Involve everyone early.

5. Confidentiality for
appraisees and raters –
non-attributable.
 Five Integral Components
• Self Appraisal
• Superior’s Appraisal-
Nursing Supervisors,
Director
• Peer Appraisal- Staff
Nurses
• Subordinate’s Appraisal
• Customer- Patients And
Care Givers
 Self appraisal
Contributions:
• improve communication
between supervisor and
sub ordinates
• emphasize framing needs
and potential for the
employee
• It is particularly valuable
in situations where the
supervisor can’t readily
observe the work behavior
and task outcome
Limitations
• show low correlation
between self rating and
all other source of rating
• Sometimes it can be
lower than others
• Self rating should focus
on the appraisal of
purpose elements not on
the survey level
determinant
 Superior’s appraisal
Contributions: Limitations
• First line supervisor is • Sometimes supervisors
often in the best are less reliable for
position to effectively evaluation
carryout the appraisal • Supervisor should be
• They have the authority trainee
to redesign and reassign • Sometimes it is difficult
on employees work to appraise performance
due to the supervision
of large no. of
employees
 Peers appraisal
Contributions: Limitations
• Employee report • It is limited only for the
resentment. developmental purposes.
• Contribution of peer • It is difficult to maintain
evaluation in the central confidentiality.
input to the formal • They are familiar only
appraisal. with their team members’
• The peer feed back can task and responsibility.
help the supervisor in to • It is very time consuming.
coaching role rather • It causes tension and
than the judging role. break down
 Subordinates appraisal
Contributions:
• It helps to know about
employee issues.
• It helps to the supervision
interpersonal skills.
• Average of combining
subordinates and peer rating
provide a component appraisal.
Limitations
• Supervisor my fell threatened
• It is limited only for the
developmental purpose.
• Subordinates with the regular
assignment under manager
only should be included
 Customer appraisal
Contributions: Limitations
• Customer’s feedback • elicits to evaluate of
serves as an “Anchor team output.
“for almost all other • They do not see or
performance factors. particularly come about
• expansion of the focus the work processes.
of performance feed • expensive and time
consuming process.
 Conclusion
• Links the individual to the team
• 360 - Based on observations of
work colleagues of the real you!
• Part of a cycle of change &
development
• Jobs constantly change, roles
need to develop so does the
individual
• Team ethos paramount
• Need all the components to be
effective in achieving the wider
vision
Queries