Made by: Amitava Talukdar Aparajita Chimedia

720 degree as the name suggests is 360 degree twice

720 degree feedback 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.

 Key skill/capability type Skill component/element 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.

 Ensure

that the rating instruments are relevant, valid and reliable and train raters on how to provide accurate ratings

Encourage

Treat employees with sensitivity and respect

 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

 This system is more development focused than

performance alone, and supplements training and development functions in a better way. 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.

 Team Development

Personal and Organizational Performance

Development: Responsibility for Career Development Improved Customer Service Training Needs Assessment

Failure to Connect the Process Insufficient Training and Process

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

 Johnson

& Johnson Advanced Behavioral Technology (JJABT), based in Denver, Colorado, has instituted a new 720degree feedback system.

the most important consideration in implementing the system is

choosing the right individuals to be raters.

To assemble the rating group, JJABT employees develop a list

of key internal and external customers with whom they interact and then recommend five to ten individuals to serve as raters.

 The JJABT 720-degree appraisal form includes items such as

Does the employee : Follow up on problems, decisions, and requests in a timely fashion? Clearly communicate his or her needs/expectations? Share information or help others? Listen to others? Establish plans to meet future needs?
Raters score these items on a scale ranging from 1 (needs

improvement) to 5 (outstanding). Space is also provided for the raters to make written comments.

 Employees supervisor summarizes the data and determines the final

performance rating.
The supervisor conducts the formal appraisal interview with the rate

 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 .

 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.