The purpose of the OSD 360 Employee Evaluation System is to provide each employee the opportunity to receive performance feedback from his or her immediate supervisor, colleagues, subordinates, team members and customers.

The process of gathering 360-degree feedback allows each employee to understand how others view his/her effectiveness as an employee, co-worker, or staff member. In most organisation this process is completed a minimum of once a year as part of the annual performance evaluation process.

For the purposes of this performance evaluation, the employee needs to obtain feedback from a variety of sources such as other section heads, department heads, senior and junior colleagues. The individuals chosen to provide feedback must generally interact routinely with the person receiving feedback as part of their job.

The evaluators should include:

• A member of their immediate work team
• Colleagues in other departments that they have worked closely with over the last year.
• More junior colleagues including those the employee directly manages.

• Users should be selected by HR and their details created on the system.
• Users should be classed by department and position.
• Ideally, HR start the evaluation process for each employee or groups of employees or all employees.
• There are normally two sets of evaluation questions, one for department heads and above and one for all other employees
• HR are able to modify the questions and answers for each form.

• HR selects the employees that are due for evaluation and initiates the process.
• Selected employees will receive a notification in their e-mail that their performance evaluation process has commenced

• The concerned employee can see a full list of users (by department and position).
• The concerned employee will select the n other employees that will conduct the evaluation.
• This list is sent automatically to the employees manager who must approve (or reject) the n evaluating employees.
• The manager can approve / reject all or individual members from the list.
• If rejected, the concerned employee must re-select the n evaluators.
• If approved, then the n employees are notified that they need to provide evaluation for the concerned employee.
• If the manager has not approved / rejected the n selected evaluators within 3 days of the employee selecting them, they are considered as automatically approved.
• HR selects the employees that are due for evaluation and initiates the process.
• Selected employees will receive a notification in their e-mail that their performance evaluation process has commenced

• The notified employees will visit a form with some simple questions that have multiple choice answers.
• All the evaluators will do is select the answers to the multiple choice.
• Based on the answers, the system will calculate a report for each employee.
• This report will then be forwarded to the concerned employee, the department head and HR.
• The concerned employee, the department head and HR have access to a history of the employees previous evaluations.

1. The total aggregate 360Degree score is x.y (This score will range between 1-5)
2. The competencies that are you are strong in are as follows:
a. Competency 1
b. Competency 2

3. The Competencies in which you are weak and need to improve are as follows
a. Competency 1
b. Competency 2