360 performance evaluations presented by; karl schaub, chris rice & derek leslie
TRANSCRIPT
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360 Performance Evaluations
Presented By;
Karl Schaub, Chris Rice & Derek Leslie
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The Four Types
1. Top-Down Employee Performance Evaluations
2. Peer-to-Peer Employee Performance Evaluations
3. 360-Degree Performance Reviews
4. Self-Assessment Performance Reviews
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Top-Down Employee Performance Evaluations
Most Common and Most Effective
Assessment given directly from manager
Most effective when the manager works with that employee daily
Least effective when HR completes it on second hand knowledge
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Peer-to-Peer Employee Performance Evaluations
Requires same level employees to review each other No one knows a worker better than those that
work with them
Can cause problems if evaluations get back to employees
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Self-Assessment Performance Reviews
Employee asked to rate themselves
Helps employee reflect on their performance and be an active part of their review
Generally employees are harder on themselves
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360-Degree Performance Reviews
Customers, Suppliers, Piers, and direct reports
Very effective if kept anonymous
Every angle is accounted for and gives a true performance picture
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What 360 looks for.
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The 18 Universal Competencies Communication
Listens to others Processes information Communicates effectively
Adaptability Adjusts to circumstances Thinks creatively
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The 18 Universal Competencies Task Management
Works efficiently Works competently
Development of Others Cultivates individual talents Motivates successfully
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The 18 Universal Competencies Leadership
Instills trust Provides direction Delegates responsibility
Relationships Builds personal relationships Facilitates team success
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The 18 Universal Competencies Production
Takes action Achieves results
Personal Development Displays commitment Seeks improvement
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ExampleQuestionsFor 360Evaluations
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The Full Circle = 360 Degrees
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Self Evaluation
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The Self Evaluation
This is the first evaluation given
Usually just a paper that is given to employee and handed in to HR
The form will contain questions that foster honest feedback
They try to see themselves as others do
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The Self Evaluation
This sets up a positive meeting with the manager
Why?
Because the manager will tend to evaluate better than an employee will
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Boss Evaluation
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The Boss Evaluation
The Second Step of the process
The supervisor looks at the employee as unbiased as possible
It is key to not allow personal issues to block honest feedback
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The Boss Evaluation
Even if the manager is biased the 360 method tends to account for it and will even it out
Tardiness, work ethic, creativeness, etc are all taken into account from the managers perspective
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Peer Evaluation
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Peer Evaluation
Third Step
5 evaluations are usually collected
Information tends to be very accurate
Biases are kept to a minimum as long as confidentiality is maintained
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Peer Evaluation
Creates a picture for the employee being evaluated that is From other’s perspective Honest Eye opening Surprising Helpful Probably most accurate and truthful
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Direct Report
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Direct Report
Final Step
Given by those under the employee
Sometimes it is shown that words and actions are not necessarily matching up
Most helpful step for managers
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Direct Report
Can come from Customers Suppliers Anyone under the employee
Extremely honest because of the distance that is sometimes here for this report
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This Leads To
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Why is 360 Valuable to You?
Identifies your strengths and weaknesses from the perspective of others.
Improves your productivity and work relationships with those around you.
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Why 360 Fits For Today’s Workplace Jobs are many sided
Cut backs at firms cause for employees to pick up more responsibilities
Efficiency is becoming more important
This system delivers great suggestions
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Why is 360 Valuable to You?
Improves workplace morale.
Provides a means to identify leadership competencies that need improvement.
Serves as a training needs assessment.
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The 360 Evolution
At the beginning it was designed for managers or career development
Now the same evaluation process is used from the CEO down to Maintenance
And both are contributing the each other’s evaluation
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Who Uses It?
90 percent of Fortune 1000 companies
In our opinion every Company School Firm Sports Team Etc…
Should use this system for Improvement
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Technology
With the large numbers of employees there is a lot of information to keep track of
Employee Management Software is being used It keeps track of trends Ensures secrecy for comments Gives the results quickly
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360 Used For Pay Grades
Goals for specific employees can be inputted into the 360 system
How well everyone around the employee evaluates could indicate the amount of financial reward that employee receives
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Strategic Mission
The purpose of doing 360 must be clearly defined
If the mission is to develop and grow all employees must know that it is all for everyone's improvement
If communication breaks down employees could fear everyone attacking them in the evaluations
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Be Careful
You cannot be reckless with 360’s
If there are not clear goals set ahead of time then… The evaluations will have no direction They will be hard to interpret
It is best to have experts conduct these evaluations to ensure maximum effectiveness
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Intel and 360
Closely evaluated goals
Kept employees accountable for their inputs
Helped their employees to use evaluations accurately
Carefully watch for Gaming
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Intel Continued
They find with 360 prejudices related to Age Gender Race Religion Or any other factors
This has lead to great successes for Intel
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Pros of 360
More comprehensive system because responses are gathered from multiple perspectives
Feedback from peers and others may increase employee self-development
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Pros Continued
It may lessen prejudices because the feedback comes from more people, not just one person
Quality of information is better
It complements TQM initiatives by emphasizing internal/external customers and teams
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Cons of 360
Requires training to work
Employees could give dishonest and invalid feedback
Can Be expensive
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Cons Continued
Complex system in combining all responses
Feedback can be intimidating. Employees could feel like they are being “attacked”
Could be conflicting opinions, but accurate from their own standpoints
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In Conclusion
Helps individuals and companies improve, grow and develope
Provides honest and unbiased helpful feedback
Increasing individuals performance with 360-degree evaluations will lead to overall succes for a firm
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Has Anyone Ever Had A 360 Evaluation? Please briefly describe it
What were your likes?
Dislikes?
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