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360 Appraisals Format

Name of the Organisation Period of Appraisal: From To:

Name of the Employee Empl.Code No. Department/Section:

I. First Level Appraisal Self Appraisal! To "e completed "y employee concerned!

#. $ole %odel: &o' far yo( are a $ole %odel to yo(r S(")ordinates*Spea+ the Tr(th!

P(nct(ality Total/Partial $easons thereof!

Personal Cleanliness ,

&o(se)+eeping ,Sharing -no'ledge/Teaching/Training ,

Participatie Approach ,

n)"iased $elationship ,Confidence in yo(r s(")ordinates ,

Time %anagement ,

Stress Control ,

0. %anagement S(pport: Pl tic+! Total/Partial $easons thereof!

1hat S(pports that yo( got to perform 'ell*

%an)po'er/Systems/En2oy)'or+ing/Delegation/Confidence/%otiation/

3eadership/Comm(nication/Training

Can yo( 4(antify in 5ge/any n(merical al(e on

6o(r 7al(e Addition to the Organisation/Department 8oals*

9f so s(pply the n(merical al(e. m(st match 'ith eidences!

1hat preented yo( that yo( co(ld not perform 'ell or at times*To 'hat etent!

;. S(ggestions:

For Self: Training Needs 9dentified "y self!

Departmento" Description/Designation/$ole Clarify/Addl.

$esponsi"ility ? A(thoritySignat(re:

Dated:

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99 Second Level of 360 Degree Appraisal

To "e apprised "y S(")ordinates!:

Ecellent @ ) B. &ae f(llest Satisfaction and (nderstanding8ood B. ;. =etter "(t needs improement =e specific!Poor ;.@ ) @ Strained $elations =e specific!

Eidences for negatie rating need not eplained here "(t it can "e sorted o(t

At the time of Performance co(nseling "y the S(periors.

S. No. Traits $ating

#. Approach to'ards s(")ordinates

0. Sharing -no'ledge;. Participatie Approach

B. Confidence Posed on them

. Comm(nication (nderstood/reached 'ell!

. Ta+ing concern on s(")ordinates. n)"iased Approach

G. $ole %odelH. Time Planning

#@. 3istening S+ill

##. $igid/Flei"le

#0. 8ood Team 3eader ho' far!

6o( can add as per yo(r re4(irement according to the role played "y the appraisee

Total $atings:

$emoe Negatie )! al(es separately to "e done "y &$ Department!for disc(ssions and co(nseling.

Signat(re: 9f necessary other'ise no need!

Data collected from the s(")ordinate leel is ery important "(t at the same time it

cannot "e ta+en as totally tr(e (nless it is properly s(pported "y data/incidents "eca(seof the mat(rity leel.

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999 3eel of Appraisal:

=y lateral leel &ODs/F(nctional &eads 'hereer the appraisee has cross) f(nctional co)ordination in eec(ting the 'or+/Pro2ect!

The rating can "e decided "y the indiid(al cross)f(nctional &ODs or a gro(p of

Appraisers depending (pon the %anagement

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-. Fo#rt! Level of Appraisal if re/#ired

This is the appraisal to "e done "y o(tside Agencies s(ch as C(stomers 7endorsDealers 8ot. Agencies 'here the concerned employee has more contacts on "ehalf of

the Organisation.

Traits can "e selected s(ch as

C(lt(re Comm(nication Co)ordination 3eadership I(alities Time PlanningP(nct(ality Satisfaction Stress Control and so on.

The Appraisal form can "e s(pplied to the indiid(als in a simple and o"2ectie type

'here all re4(ired traits are incorporated. =etter let it "e 1es or No I(estion Type.Sample C(somer/7endor can "e selected instead of sending the forms to all the contacts.

$ating can "e lin+ed at the final stage of ;@ Degree Appraisal appropriately.

. FIF2 L+4+L 5F APPRAISAL=y the S(periors!1hile 8iing $atings all a"oe ; or B leels of $atings m(st "e s("mitted to him

"efore he gies his $atings.

Traits can "e selected accordingly 'hich are "ased more on data. 4(antified!.$atingsm(st "e defined in relation to targeted data and achieed data.

S.No. Traits $ating

#. Personality from the ie' point of Attit(de!

0. Comm(nication from the ie' point of Presentation!

;. Time Planning

B. 7al(e Addition. &o(se+eeping if needed!

. Team mem"er 3eadership I(alities!

. Organisation/Corporate C(lt(re PracticesG. Systems ? Proced(res

H. Contin(o(s 9mproement

#@. Fit)in ,I(ality policyJ##. Potential

#0. Scope for higher leel

6o( add/delete Traits as per yo(r organiKation re4(irements.

Total

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. FINAL L+4+L 5F APPRAISAL I(antification of $atings!

To "e done "y Appraisal Committee represented "y Senior 3eel %em"ers!

Co(nseling to "e done "efore final and a(thentic ratings are incorporated

Add: $atings: 3eel 9 3eel 99 3eel 999 3eel and 3eel 97. Decide the Traits

Accordingly and fit)in the $atings o"tained from a"oe accordingly.

Apply 'eightage accordingly at different leels. For eample$ating gien on Comm(nication at leel 0 is B and at leel B is ;

Then derie a form(la on 'eightage "eca(se these 0 leels are

Not identical in the sense of %at(rity and -no'ledge. Accordingly Care m(st "e ta+en "y the &$ manager in deciding the 'eightage.

Final $atings o"tained from all leels m(st "e lin+ed 'ith the $atings decided for

$e'ards s(ch as increment merit a'ard promotions Training etc.

Pl Note: All Strengths and 1ea+nesses m(st "e informed to the appraisee either thro

Co(nseling or 'riting. S(ggest 'ays for 9mproement.

1e hae gien a sample format and start)(p for designing yo(r o'n ;@Degree Appraisals. 9nitially ma+e the forms so simple and easilynderstanda"le. 9n co(rse of time do the improement "y eperiences.

9t is good to implement ;@ Degree Appraisals "(t only 'ith the interest andinolement of &$ %anagers this system can get a s(ccess and s(rial other'ise in

many organiKations it got failed "eca(se of lac+ of inolement sho'n "y 3ine

%anagers.