Standard performance appraisals attempt to evaluate the extent to which an employee does the required tasks and other job related characteristics.
In traditional performance appraisals, the manager or the supervisor appraises the employee’s performance. The 360 degree performance appraisal is a powerful and reliable new approach to performance evaluation that extends the process of securing feedback to not just the employee’s supervisor, but also the employee’s peers, team members, subordinates, customers, and even self. In short, the feedback covers everyone the employee interacts with regularly during the course of the job.
The medium to conduct 360 degree appraisals is a form. Click here to download a free 360 degree performance appraisal template or a 360 degree feedback questionnaire from our media gallery.
Make copies and provide the same form for evaluation to all the participants in the appraisal: supervisors, peers, subordinates, customers, and self. Have the participants return the forms to HR, who will then collate the feedback from various participants to prepare a comprehensive appraisal report.
Elements of the Template Explained
The columns in this free 360 degree performance appraisal template include
- Key Skill: Key skill, or capability type includes the generic competency or skill assessed. Examples include communication skills, problem-solving skills, planning skills, reporting skills, creativity, and others.
- Skill Component: Skill component or element relates to the specific trait within the key skill. For instance, the skill components for the key skill creativity would be “ability to think out of the box,” and “ability to look at problems from all angles.” Similarly, the “Communication” key skill can have “writing skills,” “negotiation skills,” “ability to persuade people,” and “presentation skills” as sub components or elements. Each key skill can have one or more such skill component.
- Feedback Question: The feedback question is the specific question asked to the appraiser regarding the specific skill to solicit a response. For instance, to gauge a candidate’s writing skills” the question for a customer would be “Rate the clarity and preciseness of the candidates letters, emails, and other written forms of communication.” The question for self evaluation would be “How do you rate your writing skills?”
- Rating and Comments: The appraiser places the score in the appropriate column, and provides an explanation to substantiate the score or account for any special information connected with the appraisal.
The key skills and skill components remain the same for all the appraisers. The specific question depends on the nature of the appraiser’s relation to the appraisee. For instance, while a supervisor can comment on the candidate’s performance in a job, a customer can only recollect specific experiences related to the job. Click here for a list of common questions for each appraiser. If using these questions for the template, HR needs to identify the relevant questions, and derive the key skill and skill component that the question measures.
The exact number and nature of the key skill and skill component should vary based on the job.
The form is generic and the HR needs to fill out the candidate’s particulars, key skills, skill components, and feedback questions for each appraiser. Adjust the size of the boxes as necessary to accommodate more, or less information as required.
Strike out the name of appraiser and relation to employee header for anonymous feedback.
Again you may download the template here and customize it to meet your specific evaluation needs.
BusinessBalls. “Performance Appraisals.” https://www.businessballs.com/performanceappraisals.htm#360%20degree%20feedback%20360%20degree%20feedback. Retrieved 15 February 2011.
Image Credit: flickr.com/Wouter Kiel