360 degree appraisal mg mam

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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 ofappraisal revels monopolyfindings

� Multiple input approachprovide more accuratereliable and credibleinformation.

� Various source ofassessment depicts

wholesome development� Nursing is a profession

practiced through theefforts of team work.




APPRAISAL

� 360 - Degree Appraisalis a system or processin which employees

receive confidential,anonymous feedbackfrom the people whowork around them.



DEFINITION

� According to ¶Newstrom·´Performance

appraisal is theprocess of evaluatingthe performance ofemployees, sharing

that information withthem and searchingfor ways to improvetheir performance.



V ARIOUS METHODS USED

� Straight Ranking Method

� Essay Appraisal Method

� Paired ComparisonMethod

� Critical Incident Method

� Field Review

�

Checklist Method� Graphic Rating Scale

� Forced Distribution



360º APPRAISAL

� Also called ´multisourcefeedbackµ

� Gather information on

performance frommultiple sources

± Self ±

Supervisor ± Peers ± Subordinates ± Customers




APPRAISAL



PROCESS

Develop questionnaire

Ensure confidentiality

Ensure confidentiality

Administer the feedback,

analyze the data,

Develop and distribute

results



:

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 leadershipcompetencies and company values.� Better career development for employees� Promote from within� Improves customer service by involving

them� Conduct relevant training



DISAD V ANTAGES

� most costly and time consuming type of appraisal.

� programs tend to be somewhat shocking to managersat first

� problems may arise with subordinate assessments.

� The organization implementing this type ofperformance appraisal must clearly

define the mission and the scope of the appraisal.

� Consideration of other issues like safeguarding theprocess from unintentional respondent rating errors.



5 THINGS TO CONSIDER BEFORE YOU

START 360 DEGREE APPRAISAL

1. Purpose1. clarify why and what2. communicate to

everyone.

2. Culture ² are you ready?1. Do you have a mature

enough team dynamic?2. Are you open enough?3. Those involved need to

feel comfortable &supported.



CONTD

3. Timing of introduction ²also link with the planningcycle.

4. Roll out ² champion?1. How to generate buy-

in?2. Involve everyone early.

5. Confidentiality forappraisees and raters ²non-attributable.



FI V E INTEGRAL COMPONENTS

� Self Appraisal

� Superior·s Appraisal-Nursing Supervisors,Director

� Peer Appraisal- StaffNurses

�

Subordinate·s Appraisal� Customer- Patients And

Care Givers



Self appraisal

Contributions:

� improve communicationbetween supervisor and

sub ordinates� emphasize framing needs

and potential for theemployee

� It is particularly valuable

in situations where thesupervisor can·t readilyobserve the work behaviorand task outcome

Limitations

� show low correlationbetween self rating and

all other source ofrating� Sometimes it can be

lower than others� Self rating should focus

on the appraisal ofpurpose elements not onthe survey leveldeterminant



Superiors appraisal

Contributions:� First line supervisor is

often in the best

position to effectivelycarryout the appraisal

� They have the authorityto redesign and reassign

on employees work

Limitations

� Sometimes supervisorsare less reliable for

evaluation� Supervisor should be

trainee

� Sometimes it is difficult

to appraise performancedue to the supervisionof large no. ofemployees



Peers appraisal

Contributions:� Employee report

resentment.

� Contribution of peerevaluation in the centralinput to the formalappraisal.

�

The peer feed back canhelp the supervisor in tocoaching role ratherthan the judging role.

Limitations

� It is limited only for thedevelopmental purposes.

� It is difficult to maintainconfidentiality.

� They are familiar only withtheir team members· taskand responsibility.

� It is very time consuming.

� It causes tension andbreak down



Subordinates appraisal

Contributions:

� It helps to know aboutemployee issues.

� It helps to the supervision

interpersonal skills.� Average of combining

subordinates and peer ratingprovide a componentappraisal.

Limitations

� Supervisor my fellthreatened

� It is limited only for thedevelopmental purpose.

� Subordinates with theregular assignment undermanager only should beincluded



Customer appraisal

Contributions:� Customer·s feedback

serves as an ´Anchor

´for almost all otherperformance factors.

� expansion of the focusof performance feed

Limitations

� elicits to evaluate ofteam output.

� They do not see orparticularly come aboutthe work processes.

� 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 theindividual

� Team ethos paramount� Need all the components to be

effective in achieving the widervision



Q UERIES

360 degree appraisal mg mam

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