360 Review

360 review - is one of the most objective methods of identifying the potential of staff and their suitability for the position. Feedback on an employee's professional qualities is provided by him/herself and his/her surroundings: line manager, subordinates and colleagues. What qualities are assessed: specific competencies, performance, and potential.

This method allows each team member to understand how others view his/her effectiveness as an employee, colleague or manager. At the same time, the HR specialist gains valuable insights into the specific training needs of employees and career paths.

The PeopleForce toolkit makes it easy to administer the entire process - collecting data from four sources and visualising the assessment results.

How to organise a review process in the system:

Step 1. Determine what will be assessed and what questions to ask
Step 2. Set up a timeline and select participants for the assessment
Step 3. Run the evaluation cycle
Step 4: Analyze the results, provide feedback and incorporate it into decision making

Here's a walk-through of the 360° review cycle in the system.

1. What competencies to assess and what questions to ask

Competencies are the skills, knowledge, behaviors and abilities that an employee needs to perform his or her job functions and tasks. They are essential for success, which is why it is important to review and assess the competences in a timely manner. Every company has its own competences. You can therefore describe corporate competencies, both by departments and by positions - mainly hard and soft skills of employees.

Start by creating a list of competences your employees should have and describing them.

Go to Settings - under PeoplePerform find "Competencies" - click "New competency" in the top right corner. In the dropdown window add a name, description, indicators of the competence and select the way the skill is to be assessed - at company, department or employee position.



Question templates

Next you need to create question templates to be used in the assessment.

The templates are divided into three types:

Self & manager question template - mandatory for 360° Assessment. The template is automatically assigned to the employee being assessed as well as to their manager. "Potential" and "Performance" are already entered into the system by default and will be displayed in the 9 boxes matrix as a result of the assessment cycle.
The Private manager assessment template is optional. This is used if you need to ask a few individual questions that only the manager can see.
General question template - mandatory for the 360° Assessment. This can be assigned to colleagues and/or subordinates for bottom-up feedback.

Let's look at an example of creating a question template for employee Self & manager assessment.

To do this, go to Performance - Reviews - Question templates - New question template in the upper right corner. Name the template. In the drop-down window select "Add question".



Question templates

Next you need to create question templates to be used in the assessment.

Text
Rating
Competency

(A) In the text type add a question for self feed-back and for a manager to answer. Generally, these are open-ended questions. If you want to make it required, check this box. Save it.



(B) In the rating type of questions also add statements (questions) for self-assessment and for the manager. They have a 5-point scale which can be edited. This is presented from the weakest to the strongest option. There is also an option to include a comment and make it compulsory.



We recommend to use the "Competence" question type, as this is used to graph the whole team in the statistics of the completed assessment cycle.

(B) Finally, in the Competency question type, you can select the desired competency from a pre-created catalogue. Similarly add statements (questions) for self-assessment and for manager. Edit the 5-point scale and add comments as needed.



Please note! When creating the Competency questions template, assessments on competences such as Potential and Performance are mandatory. The questions themselves can be edited, rephrased and if necessary the response scale can be changed.

2. Set up timelines, details and assigning participants to the assessment

Move on to the creation of the review cycle. Click New review cycle on the right-hand side of the tab review.

Name the review, preferably including the nature or type of the evaluation and the evaluation period. Here you define the employees that are to be evaluated and which fall under the review cycle.
By default all employees in the company are selected for evaluation:
Role
Department
Position
Division
Location
Employment type
Specific person
Employee attribute (e.g. evaluating employees who work earlier than a certain date)

You can select more than one filter to cover the range of people you want:



Next, identify participants, that is, those who will provide feedback and answer questions. In the 360° review all 4 types of participants can be involved:
1) Employee Self-Assessment - participants evaluate their own performance over a specified period.
2) Managers - supervisors evaluate the performance of their line subordinates.
3) Peers - colleagues who interact with the employee evaluate him or her. The appraisal creator sets the minimum and maximum number of colleagues to participate.
When choosing the appraisal by peers, three options are available to you:
Employees nominate peers - in this case, the employee to be appraised chooses the peers for themselves and their choice can be confirmed by the supervisor.
Only line managers and HR assign colleagues.
Only HR appoints colleagues.
4) Upwards - subordinates assess the performance of their line manager.



The review creator can make adjustments on peers, settings and notifications in the appraisal cycle at any stage.

Next you need to select the Review Question Templates you created earlier. The mandatory templates for Assessment 360° are:
Self & manager question template
Peer question template
Upward question template



Also specify key Review Dates:
Start of the review cycle, when the system will send emails to participants
Peer selections due by - deadline for employee/manager to specify peers for assessment
Reviews due by - the last day when participants will be able to submit their responses
Review cycle finishes on - before this date the manager needs to share and discuss the results of the evaluation with the employee.

Next select Assessment period, for which period you want to evaluate the employees. The evaluation period is the period during which the performance, competences, achievements and potential of the employees are evaluated. For example, last month, last quarter or last year. The period gives context to the review cycle.

The system also offers the option to send reminders to participants who have not selected their colleagues for the appraisal cycle a specified number of days before the deadline.



Finally, draft a kick-off email to the team describing the purpose and process of the assessment



3. Starting the evaluation cycle
In this phase the participants nominate peers, answer the questions asked, score the ratings, leave their comments and feedback.
The progress of assessment by individual participants as well as overall progress can be tracked in the current review cycle. You can go as follows: Performance - section Reviews - Current review cycles - and click on the name of the assessment cycle. In the window that is opened, an overview of the progress of the current evaluation is shown.



4. Analyse the results

The results of the assessment carried out in the PeopleForce system are as follows
Competencies diagram
Top 3 competencies of the team
Average assessment result of the competences of particular employees
A 9 matrix boxes with the parameters of employees' potential and performance

You can find the results as follows: Performance - section Reviews - Ended review cycles - and click on the evaluation cycle title. In the window that opens, you can see an overview of the complete cycle by date, the results by Competencies and the Matrix 9 boxes under Statistics.

Results can also be exported in Excel format - to do this use the 'three dots' button on the right.

Examples of review results are shown in the screenshots from the PeopleForce system below:
Competency Diagram



Top 3 competencies



Average score of competences

9 boxes Matrix in the Statistics section. Here you can click on any desired sector to display the employees who are included in it.



Where and when you can use the review results:

To identify employees' weaknesses and strengths, to prepare personal development plans;
To make decisions about rewards, promotions or succession;
To review OKRs, unit structures;
To conduct 1-on-1 meetings;
To rethink internal communications, policies and practices.
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