The 360 system depends on lots of data about an employee being passed between individuals at various stages in the process:
Employee decides who feedback providers should be
Feedback providers are an employee’s colleagues. The type of people who would be asked to provide feedback would be those who rely on the worker to give them information or services so that they can do their own job properly.
Feedback providers give their feedback
The feedback providers are asked to comment on their colleague’s performance, including things like communication, time management and team work.
Employee completes self assessment
Self-assessment is a way for an employee to measure their own performance. The employee writes an assessment of how well they think they have done their job and met their targets.
Feedback report is generated
The self assessment and feedback from colleagues is compiled into a feedback report. This is used during the one-to-one discussions between the employee and a mentor.
One-to-one feedback session takes place
The one-to-one feedback session happens between the employee and a mentor. It will include discussions on career planning, and helps the employee with his/her Personal Development Plan.
Employee updates Personal Development Plan
A Personal Development Plan helps the employee to set goals and targets for the next two years. The 360 process gives the employee useful data so that they can identify areas for development.