360 Degree Performance Appraisal
The appraiser may be any person who has thorough knowledge about the job content, contents to be appraised, standards of contents, and who observes the employee while performing a job. The appraiser should be capable of determining what is more important and what is relatively less important. He should prepare reports and make judgments without bias. Typical appraisers are: Supervisor, peers, subordinates, employees themselves, users of service and consultants. Performance appraisal by all these parties is called “3600 Performance appraisal”.
Supervisors
Supervisors include superiors of the employee, other superiors having knowledge about the work of the employee and department head or manager.; General practices that immediate superiors appraise the performance which in turn is reviewed by the departmental head/manager. This id because supervisors are responsible for managing their subordinates and they have the opportunity to observe, direct and control the subordinate continuously. Moreover they are accountable for the successful performance of their subordinates. Sometimes other supervisors, who have close contact with employee work also appraise with a view to provide additional information.
Peers
Peer appraisal may be reliable if the work group is stable over a reasonably long period of time and performs tasks that require interaction. More often than not in business organizations if employees were to be evaluated by their peers, the whole exercise may degenerate into popularity contest, paving the way for the improvement of work relationship.
Subordinates
The concept of having superiors rated by subordinates is being used in most organization today, especially in developed countries. Subordinates ratings in such cases can be quite useful in identifying competent superiors. Though useful in universities and research institutions , this approach may not gain acceptance in traditional organizations where subordinates practically do not enjoy much discretion.
Self Appraisal
If individuals understand the objectives they are expected to achieve and the standards by which they are to be evaluated, they are to a great extent in the best position to appraise their own performance. Also since employee development means self development , employees who appraise their own performance may be highly motivated.
Self Appraisal Form—A Model
Name Department
Designation Employee Code N
Qualifications Scale of pay Category/Group Salary
1. Name and Designation of the immediate superior.
2. Specify the nature of supervision received from the superior.
3. Indicate your relationship with your superior.
4. Number of subordinates.
5. Indicate the nature of duties of your subordinates.
6. Specify the nature of followerships of your subordinates.
7. Indicate the level of co-operation received from your subordinates.
8. How many times your subordinates refused your orders.
9. Do your subordinates appreciate your style of leadership?
10. Do you maintain sound human relations with your subordinates.
11. Do you attend to your work punctually?
12. Specify the level of your self-expression both written and oral.
13. Indicate your level of work with others
14. Do you prefer team management?
15. Specify the nature and level of your initiative.
16. To what extent you know about your job and the organization.
17. Specify the level of your technical and other skills.
18. Indicate your ability to understand new things.
19. Comment about your originality and resourcefulness.
20. Identify the areas of work to which you are best suited.
21. Comment about your level and nature of judgement skills.
22. Do you have skills of integrity?
23. Do you ability to accept responsibility?
24. List out your achievements during the present year.
25. Would like to develop yourself ? If yes, specify the areas of technical ,marginal and humans relations areas.
26. Are you interested in specialized jobs or generalized jobs?
27. Indicate the improvements in your work performance
28. To what extent you availed the leave facility?
29. Specify your participation in extra curricular activities.
30. Provide any other related information. .
Date Signature of the Employee
Comments of Immediate Superior Signature.
The above is only a sample format and different organizations may adopt a different pattern to as it suits them. On practice the format also include weightages 1 to 3 for each attribute, 3 being the most important and a 1 to 10 point scale rating. The details are not within the scope of this article
From India, New Delhi
7The appraiser may be any person who has thorough knowledge about the job content, contents to be appraised, standards of contents, and who observes the employee while performing a job. The appraiser should be capable of determining what is more important and what is relatively less important. He should prepare reports and make judgments without bias. Typical appraisers are: Supervisor, peers, subordinates, employees themselves, users of service and consultants. Performance appraisal by all these parties is called “3600 Performance appraisal”.
Supervisors
Supervisors include superiors of the employee, other superiors having knowledge about the work of the employee and department head or manager.; General practices that immediate superiors appraise the performance which in turn is reviewed by the departmental head/manager. This id because supervisors are responsible for managing their subordinates and they have the opportunity to observe, direct and control the subordinate continuously. Moreover they are accountable for the successful performance of their subordinates. Sometimes other supervisors, who have close contact with employee work also appraise with a view to provide additional information.
Peers
Peer appraisal may be reliable if the work group is stable over a reasonably long period of time and performs tasks that require interaction. More often than not in business organizations if employees were to be evaluated by their peers, the whole exercise may degenerate into popularity contest, paving the way for the improvement of work relationship.
Subordinates
The concept of having superiors rated by subordinates is being used in most organization today, especially in developed countries. Subordinates ratings in such cases can be quite useful in identifying competent superiors. Though useful in universities and research institutions , this approach may not gain acceptance in traditional organizations where subordinates practically do not enjoy much discretion.
Self Appraisal
If individuals understand the objectives they are expected to achieve and the standards by which they are to be evaluated, they are to a great extent in the best position to appraise their own performance. Also since employee development means self development , employees who appraise their own performance may be highly motivated.
Self Appraisal Form—A Model
Name Department
Designation Employee Code N
Qualifications Scale of pay Category/Group Salary
1. Name and Designation of the immediate superior.
2. Specify the nature of supervision received from the superior.
3. Indicate your relationship with your superior.
4. Number of subordinates.
5. Indicate the nature of duties of your subordinates.
6. Specify the nature of followerships of your subordinates.
7. Indicate the level of co-operation received from your subordinates.
8. How many times your subordinates refused your orders.
9. Do your subordinates appreciate your style of leadership?
10. Do you maintain sound human relations with your subordinates.
11. Do you attend to your work punctually?
12. Specify the level of your self-expression both written and oral.
13. Indicate your level of work with others
14. Do you prefer team management?
15. Specify the nature and level of your initiative.
16. To what extent you know about your job and the organization.
17. Specify the level of your technical and other skills.
18. Indicate your ability to understand new things.
19. Comment about your originality and resourcefulness.
20. Identify the areas of work to which you are best suited.
21. Comment about your level and nature of judgement skills.
22. Do you have skills of integrity?
23. Do you ability to accept responsibility?
24. List out your achievements during the present year.
25. Would like to develop yourself ? If yes, specify the areas of technical ,marginal and humans relations areas.
26. Are you interested in specialized jobs or generalized jobs?
27. Indicate the improvements in your work performance
28. To what extent you availed the leave facility?
29. Specify your participation in extra curricular activities.
30. Provide any other related information. .
Date Signature of the Employee
Comments of Immediate Superior Signature.
The above is only a sample format and different organizations may adopt a different pattern to as it suits them. On practice the format also include weightages 1 to 3 for each attribute, 3 being the most important and a 1 to 10 point scale rating. The details are not within the scope of this article
From India, New Delhi
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