1. 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

2. 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

3. 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

4. Example of Identifying Performance Measure: Receptionist

5. Example of A Performance Evaluation Form

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

7. 360o Performance Evaluations
The Feedback Comes From
Subordinates
Peers
Managers
Self
Other Colleagues
Supervisors

8. 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

9. 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

10. 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. 

11. 720o Review Model

12. 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.

13. 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.

14. 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.

15. 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 .
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.

16. 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.

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

18. REFERENCES Beam Pines Performance Growth Partner Inc.
Performance Growth Partner Inc.
The Strategic Project Leader  By Jack Ferraro

19. QUESTIONS?
THANK YOU