180 degree Performance Appraisal

04/11/23 Saama HR Global 1

Dr.Sarma

agenda

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We will cover:

•The objective

•The system

•The process

•The out come

•How to get the best

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

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• • 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.

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

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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

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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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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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.04/11/23 Saama HR Global 10

Step 4:

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-Appraiser List Mapping & Freeze

HR/Susan July-august managers

Freezing QQ (along with Need assessment portion)

HR/doc/Susan September RM

Briefing session HR/doc September 3-10th

nil

180 Degree PA Road Map (Contd.)

Description Owner Duration Dependency

Prepare Time Plan  Start Dates and End dates for Manager's and Appraisee (Self) ratings

HR 10 September till 30th September

all

Comfort zone checking & FAQ circulation

Susan 3sept -10th september

nil

System readiness /india devept teamSys Admin

1 September high

180 Degree PA Road Map (Contd.)

Description Owner Duration Dependency

Plugging data in system

Susan 10th September till 30 September

nil

Ensure System works effectively

Susan

Finalizing suitable dates and Marking Manager's Calendar for one on one

Samira/Nandini

180 Degree PA Road Map (Contd.)

Description Owner Duration  Dependency

Analysis Doc 10th till 20 October

nil

Feedback Session

RMs 4 weeks after closure

nil

Description Owner Duration Dependency

Launch email Susan 5th to 10th September

Individual follow up emails (once it is already launched)

Susan Every day

Tracking Sheet to ensure meeting happens on the said date

Samira/Susan ongoing

180 Degree PA Road Map (Contd.)

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