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360-Degree Assessment

United StatesPerformanceOffice ofManagementPersonnel and IncentiveManagementAwards Division360-DegreeAssessment:An OverviewThis material was developed with the assistance ofHuman Technology, Inc. of McLean, VA, under contractOPM-91-2958 with the Office of Personnel Mangement sTraining Assistance Assessment : An OverviewTABLE OF 2 What does this rating source contribute?.. 2 What cautions should be addressed?.. 3 What does this rating source contribute?.. 3 What cautions should be addressed?.. 4 What does this rating source contribute?.. 4 What cautions should be addressed?.. 6 What does this rating source contribute?.. 6 What cautions should be addressed?.. 7 What does this rating source contribute?.. 8 What cautions should be addressed?.. 8 Questions & 9360 DEGREE ASSESSMENTUSOPM:PMIADS eptember 1997 Page 1C ONCEPTT ypically, performance appraisal has been limited to a feedback process between employees andsupervisors. However, with the increased focus on teamwork, employee development, andcustomer service, the emphasis has shifted to employee feedback from the full circle of sourcesdepicted in the diagram below.

♦ Self-ratings are particularly useful if the entire cycle of performance management involves the employee in a self-assessment. For example, the employee should keep notes of task accomplishments and failures throughout the performance monitoring period. ♦ The developmental focus of self-assessment is a key factor. The self-assessment ...

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