720 DEGREE

APPRAISAL

720 degree as the name suggests is 360 degree

twice
720 degreefeedback is performing a feedback

after the main 360 degree appraisal

Doing the appraisal once, where the

performance of the employee is analyzed

Having a good feedback mechanism where the

boss sits down with the employee another time

and gives him feedback and tips on achieving
the targets set

720-degree approach provides for two

rounds of feedback (a pre- and post-test)

or a feedback approach which is done
again after nine to twelve months.

The pre intervention results sets the

baseline.

The development intervention is then done

to improve the participant .(eg:training

,coaching).

Post intervention survey shows the

amount of improvement in the results.

A 720 DEGREE APPRAISAL

TEMPLATE TYPICALLY CONTAINS :
Key skill/capability type
Skill component/element
Question number (purely for reference and ease

of analysis)
Specific feedback question
Tick-box or grade box (ideally a,b,c,d or excellent,

good, not good, poor, or rate out of 5 or 10

TO USE THE 720 SYSTEM,

Assessment system should be 360 degrees.
Assessment should be done twice or thrice a

year.
Different assessments should be tabulated

and compared for a given period.

Conduct an information campaign that

highlights the benefits and fairness of 720

feedback, and outline the process in some
detail.
Ensure that the rating instruments are

relevant, valid and reliable

Encourage and train raters on how to

provide accurate ratings

Treat employees with sensitivity and

respect

WHAT IS 360 DEGREE FEEDBACK

360 degree feedback, is the most comprehensive

appraisal where the feedback about the

employees performance comes from all the
sources that come in contact with the employee
on his job.
The feedback is typically provided on a form

showing job skills/abilities/attitudinal/behavioural

criteria and some sort of scoring or value
judgement system.
360 degree respondents for an employee can be

his/her peers, managers (i.e. superior),

subordinates, team members, customers,
suppliers/ vendors

Anyone who comes into contact with the

employee and can provide valuable insights

and information or feedback regarding the
on-the-job performance of the employee.
For example, subordinate assessments of a

supervisors performance can provide

valuable developmental guidance, peer
feedback can be the heart of excellence in
teamwork, and customer service feedback
focuses on the quality of the teams results.

 For example, an agency may use supervisor,

self, and customer input to supplement the

rating officials appraisal in one divisions
program.
Another division of the same agency with

self-directed teams may use peer, self, and

subordinate ratings to obtain the most useful
input.

IT HAS FOUR COMPONENTS

SELF APPRAISAL
Self

appraisal gives a chance to the employee to look at

his/her strengths and weaknesses, his achievements,
and judge his own performance

SUPERIORS APPRAISAL
Superiors

appraisal forms the traditional part of the 360

degree appraisal where the employees responsibilities
and actual performance is rated by the superior.

SUBORDINATES APPRAISAL
Subordinates appraisal gives a chance to judge the

employee on the parameters like communication and

motivating abilities, superiors ability to delegate the
work, leadership qualities etc.

PEER APPRAISAL
Correct feedback given by peers can help to find

employees abilities to work in a team, co-operation and

sensitivity towards others.

WHY USE 720 ..

This system is more development focused than performance

alone, and supplements training and development functions in

a better way.
A powerful developmental tool because when conducted at

regular intervals it helps to keep a track of the changes,

others perceptions about the employees
Many organizations are beginning to realize that the skill base

of their executives and managers does not match the

requirements of a rapidly changing environment.
Without these critical competencies, executives and managers

are less likely to be able to lead these organizations toward

successful implementation of strategic changes.

BENEFITS

Improved Feedback From More

Sources
Team Development
Personal and Organizational
Performance Development:
Responsibility for Career Development
Reduced Discrimination Risk
Improved Customer Service
Training Needs Assessment

DISADVANTAGES
Exceptional Expectations for the Process
Insufficient Information
Design Process Downfalls
Failure to Connect the Process
Insufficient Training and Process

Understanding
Focus on Negatives and Weaknesses
Rater Inexperience and Ineffectiveness
Requires commitment of top
management and the Human resources
(time, financial resources etc)
Paperwork/Computer Data Entry
Overload

 Raters are provided the option of being

anonymous or open in their feedback.

If the rater requests anonymity, then the

supervisor must not reveal his or her identity to

the ratee when discussing the performance
review
If the rater is willing to be open, then the
supervisor may refer the ratee with questions
about his or her feedback to the rater.

In this way, it is hoped that the 720-degree

appraisal can become less an evaluative tool

and more a comprehensive system for
enhancing communication, facilitating selfdevelopment, and improving performance.

What are the advantages and disadvantages

720 degree appraisal?
ADVANTAGES:

The raters are selected from a list of key external

and internal customers developed and

recommendation by the employees
Criteria by which the ratees are evaluated are

clearly defined by the supervisor

While the supervisor evaluates the work

performance , the raters evaluate the behavior

aspect of the ratee

 To ensure fairness raters are provided the

option of being anonymous or open in their

feedback .the raters who chose to be
anonymous their identity is not disclosed
The raters feedback is not taken on face value

and care is exercised to eliminate and remove

ambiguities in the raters feedback especially
when they have given highly positive or
negative feedback

DISADVANTAGES
Supervisor has a major say in the appraisal

process

While the list of raters is recommended by the

employees , the raters are selected by the

supervisor
The final appraisal report is summarized by the
supervisor which includes his own feedback
Individual biases might affect the process

This system is very time consuming and costly

This system requires a lot of commitment

Do you think the ratings system is useful?

How might you suggest improving it?
Yes the rating system is useful as it is

benchmarked against the mean score and

distribution range .
The supervisor has full authority in the

appraisal process thus after the supervisor

has summarized the report, and appraised the
ratee, the performance appraisal should be
evaluated by management one level higher
than the direct supervisor .

What are your views on the anonymity issue?

In the appraisal process anonymity helps rater

feel confident in evaluating the ratee and

giving his free and frank feedback on the
ratees behavioral aspects. He can mark the
employee what he deserves .
It helps the rater evaluate the employee on a

fair and unbiased basis without the fear of his

identity being revealed to the ratee.