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360 Performance Reviews

Use 360 evaluations to augment your performance management process.

We make it easy. You partner with an experienced project manager who uses our advanced Spectiv 360 evaluation platform to administer the entire process. This means that we do the heavy lifting but you still have complete access to the system and visibility to the process. Your project manager works with you to set up assessments, participants, schedules, and reporting options. We also answer questions from users, send reminders, and generate reports. This ensures high confidentiality, zero mistakes, and peace of mind.

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Rater Summary
Rater Summary
Competency Summary
Competency Summary
Competency Distribution
Competency Distribution
Overall Score by Rater Group
Overall Score by Rater Group
Radar Plot
Radar Plot
Focus Areas
Focus Areas
Question Detail
Question Detail
Derailer Summary
Derailer Summary
Gaps by Rater Group
Gaps by Rater Group
Comments
Comments
Action Planner
Action Planner
Prescriptive Recommendations
Prescriptive Recommendations
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Precise Measurement of Behaviors and Insightful Reports

The DecisionWise 360 for Appraisal is a customized multi-rater assessment process designed specifically for use in the evaluation of employee performance. Based on over 25 years of performance management research, these assessments combine the power of 360 evaluations with traditional performance appraisal to provide a more comprehensive picture of individual performance.

Advantages of 360 Evaluations for Appraisal

Once used almost strictly for development, 360 surveys are proven to be a valuable option for performance appraisal. Using 360 performance appraisals carries with it some significant advantages:

  • It provides a more complete picture than a top-down, single rater appraisal (a performance evaluation that includes only the manager’s feedback).
  • Supervisors often don’t have a full picture of their employees’ performance. Multiple perspectives highlight all sides of performance.
  • 360 reviews measure more than just operational performance (which tends to be the focus of most managers’ appraisal feedback).
  • 360 evaluations takes into account the effectiveness of the employee when working with various groups and levels.
  • Organizations find it less biased (and even more legally defensible) than the evaluation provided by a single individual.
  • Organizations already using 360 evaluations for development find it a logical step in assessing performance.
  • 360 performance reviews tend to have more process and structure than the haphazard performance appraisals typically done in most organizations. This greatly increases the likelihood that the appraisal will be complete, and will give useful feedback.

Using 360 Evaluations for Performance Appraisal

Despite the tremendous value that can be gained by using 360 performance evaluations, there are some important considerations:

  • A 360 evaluation for appraisal is different from a 360 survey for development. Off-the-shelf surveys typically do not take this into consideration.
  • A multi-rater appraisal addresses both what was done and how it was done.
  • Communication prior to beginning the process should be very clear, providing guidance on the how and why of the process.

When used for evaluation, in particular, it’s important that the entire process be considered- not just the tool. Our DecisionWise teams are the experts in the use of 360 assessments for both appraisal and development.

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