Performance Evaluation MSE 608B – Management of Engineering Professional Performance Evaluation 360o Feedback Vs. 720o Feedback Group Members: Anuj Agarwal Rahul Ramanujan Chun-Chien Yang Adetola R Akinola Rishi Unadkat November 4th, 2008

AGENDA General Overview about Performance Evaluation Discuss 2 types: 360o Performance Evaluation 720o Performance Evaluation Comparison of 360 degree & 720 degree Evaluations (Advantage & Disadvantage) Examples of Companies using 360o & 720o Conclusion References / Sources

Why Performance Evaluation is Needed? Performance evaluations are essential to developing a powerful work team. Evaluations should be conducted: Fairly Consistently and Objectively to protect your employees and the company. Performance Evaluation need to be Effective 5 Steps to a Performance Evaluation System Develop an evaluation form Identify performance measures Set guidelines for feedback Create disciplinary & termination procedures Set an evaluation schedule

Example of Identifying Performance Measure: Receptionist

Example of A Performance Evaluation Form

Two Type of Performance Evaluations We Will Be Discussing 2 types of Performance Evaluations 360o Performance Appraisals 720o Performance Appraisals

360o Performance Evaluations The Feedback Comes From Subordinates Peers Managers Self Other Colleagues Supervisors

Effects of 360o Review From Employee’s Perspective Employees Job Satisfaction Encouragement Reduce Their Intent To Leave From Leader’s Perspective Take advantage of under-utilized personnel strengths to increase productivity Avoid the trap of counting on skills that may be weak in the organization Apply human assets data to the valuation of the organization Make succession planning more accurate Design more efficient coaching and training initiatives Support the organization in marketing the skills of its members

Growth in Popularity of 360o Feedback Changes in role of employee and what is expected of them An emphasis on measurement within organizations The influence of new management concepts Management attitudes and receptiveness

720o Performance Evaluations The 720 degree review starts with a review of the leader’s contributions to the business, competences and other factors Next, major customers are identified and their representatives asked to be part of the review.  After program training, the 720 degree service provider, an objective third party, interviews the customer to determine the quality of the relationship with the executive All internal and external input is compiled, analyzed and presented to the executive. The executive, with support from the 720 degree service provider, develops measurable goals and a detailed action  plan to make changes. 

720o Review Model

Effects of 720o Review Performance goals are aligned with customer’s true expectations Customers, internal evaluators, vendors and the executive being evaluated are coached on the purpose, process and needed outcomes before beginning. For a 720-degree assessment, collect information not only from inside the company, but from outside groups. External assessors might include investors, customers, or suppliers. These groups are important because it is in their eyes that the organization’s intangible value matters most.

Similarities Between The 360o & 720o Appraisal Systems Both the 360° appraisal system and the 720° appraisal system provides alternatives to the traditional appraisal system. They are both useful in Learning Organization. They both involve the use of more than one evaluator, which in turns means that the different components of the appraisal system are handled by different people unlike the traditional appraisal system, which is based on a unitary system of evaluation. The 360° and 720° appraisal mechanisms are more reliable, focused and consistent. They are capable of re-assessment which is the opposite of what happens with the traditional system. They both guarantee confidentiality, unlike the traditional appraisal system.

Differences Between The 360o & 720o Appraisal Systems The 720° appraisal system is more focused on the customer’s feedback on specific position in the organization such as directors, managers and other higher or mid level managers and is therefore reliant on the Voice of the external customers while the 360° appraisal system is focused on the internal customer’s feedback on employee performance. The 720° appraisal system is more focused on Management/ Higher level staffs while the 360° appraisal system is general. The 360° has a Single evaluation cycle while the 720° has dual evaluation cycles.

Examples of Companies That Use 360o or 720o Appraisal Systems Previous Process for Performing Employee Evaluations The employee and his or her manager send versions of an Office Word document to each other in e-mail. The employee and the manager agree on a final version. The manager uploaded the final version of the Office Word document. The employee officially approved the final version by typing his or her name in the E-val tool.

Examples of Companies That Use 360o or 720o Appraisal Systems Provides improved collaboration on employee commitments and the review of those commitments without requiring face-to-face meetings. Reduces the amount of time required to complete employee reviews.

Examples of Companies That Use 360o or 720o Appraisal Systems There are No Companies the use 720o Appraisal Systems

REFERENCES Beam Pines Performance Growth Partner Inc. http://images.google.com/imgres?imgurl=http://www.beampines.com/images/720pic.gif&imgrefurl=http://www.beampines.com/sr_assessment_720.html&h=288&w=326&sz=34&hl=en&start=1&um=1&usg=__btZufluX0HkG64fhXGW7SYf5Jiw=&tbnid=H3yJqvLxNYFQpM:&tbnh=104&tbnw=118&prev=/images%3Fq%3D720%2Bfeedback%26um%3D1%26hl%3Den Performance Growth Partner Inc. http://www.performtogrow.com/articles.asp?id=68 The Strategic Project Leader  By Jack Ferraro http://en.wikipedia.org/wiki/360degree_fe_back

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