180 degree Performance Appraisal

Dr.Sarma

09/04/09 Saama HR Global 1

agenda

We will cover:
•The objective
•The system
•The process
•The out come
•How to get the best

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180 Degree Performance Appraisal Initiative

• Why 180 Degree PA?- better system compared to

Assessment by RM alone

• System/Tool Description: online-simple and user friendly

• Home grown
Objective
• To obtain the appraisee’s and reporting manager's
assessment of on the job performance on specific
parameters.
• This is not to be construed as exercise for salary changes
• Set up goals for improvement and rise to the expected
performance level.

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 Appraisal Period

• To be conducted at least twice a year.

The periods suggested are:
 1st October to 31st March
 1st April to 30th September
 We urge Reporting Managers/ Appraisees to conduct it more
frequently-e.g. end of assignments. Or every quarter )

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How Process Works?

• The entire process is automated. HRMS is used to carry out

the appraisal.
• There are two parties to the appraisal:
– Reporting Manager (Appraiser)
– Self (Appraisee)
– Ratings Finalised after appraisal by both appraiser
and Appraisee

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180 Appraisal Questionnaire

There are in all 17 parameters to rate

 14 - are mandatory common to all roles
 3 optional- Appraisee can decide along with
Reporting manager-these are role specific

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How the System Works-Step 1& 2

Step 1:Rating on identified parameters .

 Self Reporting Manager
The System will recognize/store the ratings once they are
submitted by Appraisee and Reporting Manager .
Step 2: Final Ratings
 An appraisal 1:1 will be conducted between Appraisee
and RM after self rating-responsibility is of Appraisee
to take up with RM
 The final ratings will be frozen after the 1:1and RM
finalizes Rating.
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 Saama HR Global 8
Step 3

Step 3:Goal Setting

Short term-on the job targets: (1-yr): identify/specify every
job related targets or deliverables.(Simple- Measurable--
achievable- Realistic--Time bound)(e.g. 100% completion of
deliverable on dead line)
Long Term- career/ competency related (for next 3-5 yrs):
Identifying the long term competency/role related goals.
(e. g role; technical architect- build robust
technical design competency)

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 Step 4:

Training Needs
Identifying the most critical training
area (Technical / managerial
/behavioural) required to strengthen the
current competency and meet the
expected future role specific
competency needs.
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How to get the best out of the
process

• Self rating- be very realistic and objective

Have facts and data like customer appreciation,
assignment completion dates etc which can justify
the ratings during discussion with RM
• Do Not rate keeping Salary raises in mind – be
clear about the objective of this exercise
• Understand Reporting managers' performance
expectations and set goals

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Benefits of 180 Degree PA

• Benefits for Self- opportunity to express your own

assessment and review with Reporting Manager for
performance expectation alignment

• Benefits for Saama-Helps in systematically plan future

career growth/competency enhancement
180 Degree PA Road Map

Description Owner Duration Dependency

Appraisee- HR/Susan July-august managers

Appraiser List
Mapping &
Freeze
Freezing QQ HR/doc/Susan September RM
(along with
Need
assessment
portion)
Briefing session HR/doc September 3- nil
10th
180 Degree PA Road Map (Contd.)

Description Owner Duration Dependency

Prepare Time HR 10 September all

Plan Start Dates till 30th
and End dates for September
Manager's and
Appraisee (Self)
ratings
Comfort zone Susan 3sept -10th nil
checking & FAQ september
circulation

System readiness /india devept 1 September high

teamSys
Admin
180 Degree PA Road Map (Contd.)

Description Owner Duration Dependency

Plugging data in Susan 10th September nil

system till 30
September
Ensure System Susan
works effectively

Finalizing Samira/Nandini
suitable dates
and Marking
Manager's
Calendar for
one on one
180 Degree PA Road Map (Contd.)

Description Owner Duration Dependency

Analysis Doc 10th till 20 nil

October

Feedback RMs 4 weeks after nil

Session closure
180 Degree PA Road Map (Contd.)

Description Owner Duration Dependency

Launch email Susan 5th to 10th

September

Individual follow Susan Every day

up emails (once
it is already
launched)
Tracking Sheet Samira/Susan ongoing
to ensure
meeting
happens on the
said date
Do’s and Don'ts

• Do’s -familiarize with the parameters

• follow time lines strictly

• Don'ts—leave incomplete forms

• Fail to submit
• Talk with RM
Outcome

Final ratings
finalized goals
Finalized training needs
Thank you