a 360°evaluation TeaTree Systems:

Michael ChamberlainDrew KesslerBill WenrichDaniel Zhao

Table of ContentsI. PurposeII. MethodsIII. Areas of EvaluationIV. Potential IssuesV. ResultsVI. Conclusion

Purpose

• In order to improve team and quality of work, it is neccessary to examine current team dynamics.

• To achieve this goal, each team member must reflect on individual contributions, and examine the impact of these contributions on the group.

Methods

• To objectively measure each team member’s performance, a rating system was designed to measure individual competencies.

• All team members were asked to evaluate their own competencies on a scale of 1-10 , as well as to evaluate each other team member’s competencies on the same scale.

• The results of the survey were then analyzed on an individual and team basis.

Areas of Evaluation

• Developing ideas• Taking time to ask questions• Staying focused on task• Ability to consider social environment as it

influences the results of a case• Ability to articulate during presentations and

questions

Potential Issues• The 360-degree method is liable to some error

because of human tendencies:– Leniency/Stringency: Awarding very high or low

ratings instead of finding any category which has an average rating.

– Isolated Incident: A rating based on a few incidents of unusual performance.

– Similar-to-me Effect: Awarding better scores to people mirroring the rater’s self-image and performance.

Results

• While the group as a whole rated poorly on some competencies, each individual had at least one distinct competency different from the rest to improve upon.

Results

As a whole, these specific competencies stood out as problem areas of the entire group.

• Understanding Point of View• Staying Focused & on Track• Ability to Articulate• Taking Time to Ask Questions

Group Average – 8.2Individual Averages in the range 8 – 8.9

Conclusion

• The first step towards improvement is the acknowledgment of a problem…

• The synthesis of social and personal understanding of these results will allow for more efficient communication (speaking, and listening) among team members. Inevitably, this will drive creativity and productivity in the future.

• Questions?

References

• Human Resources, East Tennessee State University. (2010). Employee evaluation procedures guide. Retrieved from http://www.etsu.edu/humanres/documents/EvaluationProceduresGuide2010.pdf

• Murphy, Terrence H. and Joyce Marguiles, Initials. (2004). Performance appraisals. ARA Labor and Employment Law - Equal Employment Opportunity Committee, Mid-Winter. Retrieved from http://www.bnabooks.com/ababna/eeo/2004/eeo55.pdf