360-Degree Performance Evaluation - digitization of performance review

What is a 360-Degree Performance Evaluation?

360-Degree Performance Evaluation is a widespread methodic for monitoring the professional results of an employee. Unlike the traditional approach, which includes only managers, 360-Degree Performance Evaluation allows reviewing by colleagues, staff, and external business partners. All they receive special feedback questionnaires, which should be filled.  Ratings on the specified competencies are calculated on the gained responses. The results are provided to an employee and then with his manager, they develop plans for the development of his skills, improving relationships with colleagues, etc.

Our product '360-Degree Performance Evaluation’ combined all processes for conducting performance review – the creation of feedback questionnaires, preparation of reviewers lists, tabulation of results into the visual reports.

The goal of '360-Degree Performance Evaluation’ product:

• Digitize the processes of the professional reviews
• Get rid of HR employees from manual work on preparing and processing the questionnaires
• Provide the clarity of the professional performance evaluation of employees
• Include managers and colleagues in the process

Solution architecture

360-Degree Performance Evaluation consists of .NET Core Microservices application with the interface on Angular and SQL Server as the database.

The application is located in the form of a Docker container at the Kubernetes cluster.

It receives working data from the ‘Organizational structure’ module, which works on schedule and gains data on employees and divisions from the corporate Intranet database, it determines changes. 

Some changes are applied automatically; other ones require the participation of moderators. Such mechanics allows keeping the business logic of the HR process up-to-date.

How is the evaluation done?

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Reviewers are divided into several categories: colleagues on the division, colleagues from other divisions, internal partners, external partners, staff (at the evaluation of a manager). On default, the status of a manager in this process is gotten by a user, which is determined by a manager of the evaluated employee. If required, the status can be changed, specifying the needed people for every concrete evaluation. After the launch, the system creates questionnaires for all specified reviewers, including the evaluated one and his manager. 

The feedback questionnaire is a page with a questionnaire form. Every question has several variants of a response where you should choose only one variant. Some questions are required to respond. The structure and requirement of questions are defined depending on the type of evaluation, the valuated one’s role, and the reviewer’s category. When choosing the highest and the lowest rating, it is required to add a comment with the explanation of such a rating.

As our customer said, with the implementation of 360-Degree Performance Evaluation the company had increased the openness of opinions on cross-functional interaction.  The company saw the unique possibility to understand the workplace situation and the effectiveness of build relationships in working divisions.

Access to feedback questionnaires

Employees specified at the categories of colleagues and staff, see the link to their questionnaires at the corporate portal. External and internal partners will receive the notification by email – they can fill a questionnaire or withdraw from the participation. A manager of the employee has access to all the filled questionnaires and can look through the responses. The evaluated employee sees only the questionnaires, which were filled by himself and his manager. He can view responses at the second questionnaire only when he fills his one. The process will be ended when all participants (reviewers) fill their questionnaires in or when a manager stops the process. After that, the tab ‘Results’ appears in the interface, where the prepared reports can be downloaded. Here the scale of the results is displayed – the system shows the number of the scores and the achieved level for the evaluated employee. 

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When a manager reads the report, he can correct his questionnaire and send it to the employee again. Thus, he can take into account the comments from other employees, representatives of other divisions, and external partners in the evaluation. Finally, the evaluated employee gets the full picture. Further, the manager has a meeting with the employee, makes up his final comment, and ends the evaluation in the system. After the end of the process, the system prepares the scale of results with the scores and level, which was achieved by the employee. The scale of results is available for the evaluated employee, his manager, and his chief manager.

Results

The product automates HR specialist’s work, allows refusing from Excel tables, where it is not convenient to work with data on each employee. Due to our customer’s experience, the first wave has shown that the employees perceive the tool positively, can initiate the evaluation process, evaluate their colleagues without instructions, and assistance from the HR department.

Now with the customer we plan the further product development that the tool can be used wider for different purposes of employees. In the future the product will be scaled for working inside the holding, to take into account the specific tasks for every single enterprise.