360 Pa

PGHR – 360 Appraisals Format (Draft Format.
You must design your own format

By taking inputs from the following Format) Each Level Appraisal
Must be separated and rated by the Appraisers.
Name of the Organisation Period of Appraisal: From To:
Name of the Employee Empl.Code No. Department/Section:
I. First Level Appraisal (Self Appraisal) (To be completed by employee concerned)
1. Role Model: How far you are a Role Model to your Sub-ordinates?
(Speak the Truth)
Punctuality Total/Partial (Reasons thereof)
Personal Cleanliness “
House-keeping “
Sharing Knowledge/Teaching/Training “
Participative Approach “
Un-biased Relationship “
Confidence in your sub-ordinates “
Time Management “
Stress Control “
2. Management Support: (Pl tick) Total/Partial (Reasons thereof)
What Supports that you got to perform well?

Man-power/Systems/Enjoy-working/Delegation/Confidence/Motivation/
Leadership/Communication/Training
Can you quantify in %ge/any numerical value on

Your Value Addition to the Organisation/Department Goals?
If so supply the numerical value. (must match with evidences)
What prevented you that you could not perform well or at times?
(To what extent)
3. Suggestions:
For Self: Training Needs (Identified by self)
Department’s Procedures/Systems/
From Management: (Be specific and give evidential support)

Man-power/Systems/Automation/Mechanisation/Training/
Knowledge Aids/Welfare/Assertiveness for next higher position/
Change in Job Description/Designation/Role Clarify/Addl.
Responsibility & Authority
Signature:
Dated:
…..2
…..2
II Second Level of 360 Degree Appraisal

(To be apprised by Sub-ordinates):
Pl note: If your sub-ordinates are trained in evaluation and have full maturity
Level, then you introduce the 360 Degree Appraisal at their level otherwise, don’t
burn the fingers. It is better that the concerned employee is evaluated by sub-
ordinates as a whole instead of individual evaluation. Also select the Job
Traits and Ratings accordingly and must be very simple in understanding. Each
Rating must be defined well.
Excellent 05 - 4.5 Have fullest Satisfaction and understanding
Good 4.5 – 3.5 Better but needs improvement (Be specific)
Poor 3.0 - 0 Strained Relations (Be specific)
Evidences for negative rating need not explained here, but it can be sorted out
At the time of Performance counseling by the Superiors.
S. No. Traits Rating
1. Approach towards sub-ordinates
2. Sharing Knowledge
3. Participative Approach
4. Confidence Posed on them
5. Communication (understood/reached well)
6. Taking concern on sub-ordinates
7. Un-biased Approach
8. Role Model
9. Time Planning
10. Listening Skill
11. Rigid/Flexible
12. Good Team Leader (how far)
You can add as per your requirement according to the role played by the appraisee
Total Ratings:
Remove Negative (-) values separately (to be done by HR Department)
for discussions and counseling.
Signature: (If necessary, otherwise, no need)
Data collected from the sub-ordinate level is very important, but, at the same time, it
cannot be taken as totally true unless it is properly supported by data/incidents, because
of the maturity level.
…….3
……3
III Level of Appraisal:
(By lateral level HODs/Functional Heads wherever the appraisee has cross-
functional co-ordination in executing the work/Project)
The rating can be decided by the individual cross-functional HODs or a group of
Appraisers depending upon the Management’s decision:
Name & Designations of Appraisers (Select the Appraisers to whom the Appraisee has
contacts or co-ordinates almost frequently. For example, Production Chief with QC Chief
and Materials Chief, or HR Manager with all HODs, Materials Chief with
Production/maintenance/QC/Accounts like that. Rare Coordination need not be taken
into consideration. For example, HR with Finance Manager or Company Secretary. For
this HR must do ground work in deciding the Group of Appraisers.
Ratings: Definition as given in II Level appraisals.
Sl.No. Name of the Traits Rating

1. Communication Skill (Be specific on requirements)
2. Co-ordination Skill
3. Sharing Concern (Listening Skill)
4. Knowledge of Other Department’s Work systems
5. Team Leader
6. Presentation Skill
7. Time Planning
8. Housekeeping
9. Taking concern on Organisation Dev.
10. Sharing Knowledge
Total
Take out the negative Ratings for Counseling. Support with Evidences at the time of
Counseling.
Signature: (Appraiser)
Pl Note: While Rating, the Appraiser must keep in mind as to how the appraisee’s
functions affected the performance of other Departments both positive or negative.
Purpose of Ratings is to focus towards the Quality/Systems/Procedures/Employee
Inter-personal Relations.
….4
….4
4. Fourth Level of Appraisal (if required)
This is the appraisal to be done by outside Agencies such as Customers, Vendors,

Dealers, Govt. Agencies where the concerned employee has more contacts on behalf of
the Organisation.
Traits can be selected such as
Culture, Communication, Co-ordination, Leadership Qualities, Time Planning,

Punctuality, Satisfaction, Stress Control and so on.
The Appraisal form can be supplied to the individuals in a simple and objective type
where all required traits are incorporated. Better let it be Yes or No Question Type.
Sample Customer/Vendor can be selected instead of sending the forms to all the
contacts.
Rating can be linked at the final stage of 360 Degree Appraisal appropriately.
5. FIFTH LEVEL OF APPRAISAL (By the Superior(s)

While Giving Ratings, all above 3 or 4 levels of Ratings must be submitted to him
before he gives his Ratings.
Traits can be selected accordingly which are based more on data. (quantified).Ratings
must be defined in relation to targeted data and achieved data.
S.No. Traits Rating
1. Personality (from the view point of Attitude)
2. Communication (from the view point of Presentation)
3. Time Planning
4. Value Addition
5. Housekeeping (if needed)
6. Team member (Leadership Qualities)
7. Organisation/Corporate Culture Practices
8. Systems & Procedures
9. Continuous Improvement
10. Fit-in “Quality policy”
11. Potential
12. Scope for higher level
You add/delete Traits as per your organization requirements.
Total
……5
….5
5. FINAL LEVEL OF APPRAISAL (Quantification of Ratings)

(To be done by Appraisal Committee represented by Senior Level Members)
Counseling to be done before final and authentic ratings are incorporated
Add: Ratings: Level I, Level II, Level III, Level and Level IV. Decide the Traits
Accordingly and fit-in the Ratings obtained from above accordingly.
Apply weightage accordingly at different levels. For example,
Rating given on Communication at level 2 is 4 and at level 4 is 3,
Then derive a formula on weightage, because these 2 levels are
Not identical in the sense of Maturity and Knowledge. Accordingly,
Care must be taken by the HR manager in deciding the weightage.
Final Ratings obtained from all levels must be linked with the Ratings decided for
Rewards such as increment, merit award, promotions, Training, etc.
Pl Note: All Strengths and Weaknesses must be informed to the appraisee either thro
Counseling or writing. Suggest ways for Improvement.
We have given a sample format and start-up for designing your own 360
Degree Appraisals. Initially make the forms so simple and easily
Understandable. In course of time, do the improvement by experiences.
It is good to implement 360 Degree Appraisals, but only with the interest and
involvement of HR Managers, this system can get a success and survival , otherwise, in
many organizations, it got failed because of lack of involvement shown by Line
Managers.
Linking Data /Ratings from all Levels:
HR Manager must know as to how to link the ratings given by the Sub-ordinates,
Horizontal Level and superior Level. Also compare this with Self-appraisal. When you
present the performance data/ratings to the higher level, you can put up all the ratings
given by the horizontal, sub-ordinate and customer levels. In case of each evaluation,
you need not disclose the ratings given by the different levels. You may submit all the
ratings given at all levels, to your higher authorities.
Excellent One Data Presentation

HR Managers must know the technique as to how to present one complete set of
data on different Performance Heads given by different Levels to the target person.
It will facilitate the higher authority to decide rewards, Training Needs, Career
Planning or Succession Planning. For example, HR Manager must know the
technique linking ratings given by the sub-ordinate, horizontal and immediate
supervisor and customer (if need be) levels on “Communication”. Like this link all
data into one data under different Performance Heads/Skills.

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PGHR – 360 Appraisals Format (Draft Format.

You must design your own format

2. Management Support: (Pl tick) Total/Partial (Reasons thereof)

What Supports that you got to perform well?

Can you quantify in %ge/any numerical value on

From Management: (Be specific and give evidential support)

II Second Level of 360 Degree Appraisal

Signature: (If necessary, otherwise, no need)

III Level of Appraisal:

Ratings: Definition as given in II Level appraisals.

Sl.No. Name of the Traits Rating

4. Fourth Level of Appraisal (if required)

This is the appraisal to be done by outside Agencies such as Customers, Vendors,

Traits can be selected such as

Culture, Communication, Co-ordination, Leadership Qualities, Time Planning,

5. FIFTH LEVEL OF APPRAISAL (By the Superior(s)

5. FINAL LEVEL OF APPRAISAL (Quantification of Ratings)

Linking Data /Ratings from all Levels:

Excellent One Data Presentation

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