A 360 Degree Sample of an Employee Performance Appraisal - Part One

Human Resources, business
A 360 Degree Sample of an Employee Performance Appraisal - Part One
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The earliest type of employee performance appraisal system included a simple point-based ranking system, or a paired comparison method, either trait-based or based on observation of behaviors at work. The behavioral-based ranking system evolved into Behavioral Anchored Rating Scales (BARS). Later methods, which are much popular that BARS, include 360 degree appraisals and Management by Objectives.

Irrespective of the method, the Performance Appraisal process generally involves

  1. Feedback forms, questionnaires, and discussions among the employee and the appraiser, and among the appraiser and others such as supervisors for 360 degree appraisals.
  2. The HR department collating and analyzing the various inputs.
  3. HR publishing of the performance appraisal for the employee.

A sample performance appraisal of an employee in the 360 degree appraisal system follows in the next section.

Image Credit: flickr.com/David Armano

Step 1: Questionnaire

In a 360 degree appraisal, the questionnaire is administered by the employee for a self-appraisal, the employee’s supervisor, the employee’s subordinates or people reporting to the employee, and sometimes even the customers. Other relevant people such as the department head, if the employee does not report to him or her directly, may also be included in the appraisal process. The weight given to responses from such different sources vary among companies, with the maximum weight usually given to the supervisor’s ratings.

Sample Form for Supervisor and or Department Head

Employee Name: ______________

Rate the employee based on your work interactions with the employee on the following scales 1=Always, 2=Often, 3=Sometimes, 4=Rarely, 5=Never.

  1. The employee is technically competent in performing job duties
  2. The employee has good knowledge and awareness of his or her area
  3. The employee maintains expected standards of performance
  4. The employee takes the initiative to get things done
  5. The employee takes responsibility for work done or assigned
  6. The employee keeps me informed about work progress
  7. The employee follows work instructions well
  8. The employee takes the initiative to learn new things related to the work area
  9. The employee is a good team player and supports others to get work done
  10. The employee is approachable and shares his knowledge with other team members
  11. The employee is receptive to ideas and suggestions for new or different systems or approaches
  12. The employee is fair and consistent when dealing with others, and bases relationships on mutual respect
  13. The employee supports company policies and initiatives

Sample Form for Subordinate

Employee Name: _______________

Rate the employee based on your work interactions with the employee on the following scales 1=Always, 2=Often, 3=Sometimes, 4=Rarely, 5=Never.

  1. My supervisor is technically competent in performing job duties
  2. My supervisor has good knowledge and awareness of his or her area
  3. My supervisor takes the initiative to get things done
  4. My supervisor takes the initiative to learn new things related to the work area
  5. My supervisor is a good team player and supports others to get work done
  6. My supervisor is approachable and shares his knowledge with other team members
  7. I am confident that my supervisor can solve my work related problems
  8. My supervisor supports and encourages me to develop
  9. My supervisor provides me with opportunities to grow
  10. My supervisor is receptive to ideas and suggestions for new or different systems or approaches
  11. My supervisor is fair and consistent when dealing with me
  12. My supervisor recognizes my contributions and effort

Sample Form for Self-Appraisal

Employee Name: ___________________

Rate yourself on the following scales 1=Always, 2=Often, 3=Sometimes, 4=Rarely, 5=Never.

  1. Sample of an Employee Performance AppraisalI feel I have a good level of competency and awareness in performing job duties
  2. I feel I perform to the expected standards
  3. I take initiative to get things done
  4. I own up responsibility for work done or assigned
  5. I am able to learn new things related to my profession during the course of my work
  6. I am able to contribute to the growth of my team members
  7. The team members support me
  8. My supervisors support me by providing me with opportunities to grow
  9. My supervisor supports me by guiding me when in need
  10. My supervisors recognize my contributions and effort
  11. My subordinates recognize my contributions and efforts
  12. I am satisfied with my pay and benefits

Image Credit: flickr.com/varshesh

Step 2: Interview

The employee’s appraisal interview, usually conducted by an HR representative, is an integral part of the performance appraisal process. The interview aims to clarify the questionnaire. For instance, if the employee in his or her self appraisal answers “Rarely” to the question “I am satisfied with my pay and benefits,” the interviewer gives the employee an opportunity to clarify and substantiate. Similarly, if the supervisor has marked that the employee has good knowledge and awareness of his or her subject area, but rarely maintains expected standards of performance, the HR representative could probe for reasons for this discrepancy. Possible causes should include the expected standards not communicated to the employee, or the employee requiring some further training.

The HR collates the points and the information from the interview to publish the performance appraisal.

Sample Performance Appraisal

The objective of the performance appraisal ranges from deciding pay increases and promotions, determining training needs, identify people for succession planning, and more. The final performance appraisal report incorporates such purposes.

The following is a sample of an employee performance appraisal based on the above example

Appraisal Results for Mr. X for the period 01.04.2010 to 30.09.2010

  • Knowledge and Competence: Good. Mr X is technically competent in performing job duties
  • Work Performance: Average Mr X. performs to the expected standards sometimes
  • Coordination:Excellent. Mr. X coordinates his work well
  • Initiative: Average. Mr. X follows work instructions well, and takes up responsibility for the work, but could take more initiative
  • Team Work: Excellent Mr. X is an excellent team worker

Overall Performance Rating: Good

Salary: Basic salary increased from $6,000 per month to $6,200 per month

Changes in job profile / designation: N/A

Suggested Areas of Improvement: Improve awareness of company policies and procedures

Recommended Training Program: Communication skills, induction training, supervisor to counsel employee on expected standards of performance.