360_Multi-Rater pages 4-14

360_Multi-Rater pages 4-14


Introduction and Key Concepts:

Overview of the 360 Multi-Rater Module

Navigation: Talent Management>>360 Multi-Rater

Overview

The 360 Multi-Rater module is a review system that allows you to obtain feedback from multiple sources called: employees, direct reports, managers, peers and project team members. These sources may be supervisory, subordinate or lateral. The feedback is used to inform behavioural changes, employment and succession decisions and to facilitate performance improvement.

This full-circle review system is effective in effecting behavioural and/or development change as it is more difficult to discount the viewpoints of multiple sources. Moreover, the feedback can be anonymous, as opposed to face-to-face, so that multi-raters are more comfortable providing reviews.
Some employee benefits (at all levels) of implementing a 360-degree review system are to:

✓ become more self-aware as there is greater understanding of how behaviours are perceived by others in comparison to personal perceptions.
✓ identify and build upon strengths and improve weaknesses.
✓ focus on learning and development and take ownership for self-development.
✓ receive feedback in a positive, open-minded and non-aggressive manner.
✓ obtain feedback about senior executives’ performance – as this might be the only forum on which to do so.

360 Multi-Rater


A Guide to Using the 360 Multi Rater Module

Before implementing the HRplus 360 Multi-Rater Module, it’s important to prepare key data points for a smooth and efficient review process. An HRplus implementation consultant will guide you with questionnaires and templates to capture the necessary information during setup:

•Reporting Relationships: Ensure all reporting relationships are correctly set up to support workflows like leave approvals, performance reviews, and organizational chart generation.
•Competency Framework: Define the competencies for evaluation, create competency levels, and link them to the company. At least one default competency should be selected for grouping 360 questions.
•Rating Scales: Establish a consistent rating scale with descriptive categories (e.g., "Almost Never," "Often") mapped to point values. Set up overall rating bands for final qualitative ratings.
•360 Questions: Develop questions aligned with competencies, choosing the appropriate question types (e.g., rating scales, open-ended), and assign them to relevant reviewer groups (e.g., peers, managers).
•Teams and Member Groups: Define participating teams and member groups (e.g., self, peers, managers) and assign employees accordingly to ensure everyone understands their role in the review process.
•HR Events: Set up HR events to manage the 360 process, including event details, responsible administrators, and status notifications for participants.

With the support of an HRplus implementation consultant and the provided tools, your organization will be well-prepared to streamline the setup and ensure a seamless and effective 360 Multi-Rater process.

Steps

Description

Step 1: Set Up Reporting Relationships

Navigation: Personnel>>Personnel>>Positions>>All Positions (Filled and Vacant)>>[Select Company]>>[Select Employee]>>Edit Position Supervisor

Managers and direct reports can rate each other’s competencies. Therefore, the reporting relationships (direct supervisors) must be set up.

Step 2: Setup Competency Framework

Navigation: Personnel>>Setup>>Organisation>>Qualifications-Related-Codes>>Competencies>>Competencies

Competencies are used to group 360-degree feedback questions to ensure a comprehensive evaluation of key performance areas.

Step 3: Setup 360 Multi Rater Parameters

Navigation: Talent Management>>360 Multi-Rater>>360 Multi-Rater Setup

Step 3.1: 360 Ratings

Rating Standards and corresponding Points.

Step 3.2: Overall Ratings

360 Overall Ratings

Step 3.3. 360 Questions

360-Degree feedback questions are designed to gather comprehensive feedback from various perspectives, including self-assessment, peer and team reviews, manager evaluations, and customer feedback.

Step 3.4: 360 Options

360 options allow you to configure features to be visible or hidden.

Step 4: Setup Multi-Rater Teams

Navigation: Talent Management>>360 Multi-Rater>>360 Multi-Rate Setup>>Teams>>[New Member Group]

Step 4.1: Member Groups

Member Groups

• All teams will belong to one or more member groups. These groups inform the responsibility of the team by its very name.

• The member groups differ for cross-functional and non-cross-functional teams.

Step 4.2: Non-Cross-Functional Teams

Non-Cross Functional teams

• These teams are specific to a Department and comprise employees within the same department in one company.

Step 4.3: Cross-Functional Teams

Cross Functional Teams

• These teams comprise employees from any department in the organization. The team is usually time-specific and employees with the required knowledge, skills and abilities are selected to work on the project until completion.

Step 5: Select Questions

Questions

• Select the questions on which the team members will be rated.

Step 6: Select Employees

• Select the employees who are members of the various teams.

• For both cross-functional and non-cross-functional teams, the employee list displays employees by Company and Department.

• Based on the team (Peers, Project Team, Self), the system will create and display the appropriate number of records.

Step 7: Set Up HR Events

Navigation: Talent Management>>HR Events>>Manage Events>>Events

• Set up the 360 Multi-Rater Event

• Set up the HR Event to control and manage the 360 degree reviews. This is done for both cross-functional and non-cross-functional teams.

The 360 Multi-Rater HR event is an automated event that is managed by HR or the manager. When the event is set up and the record saved, the system does the following:

1. Creates all the relevant records e.g. the 360 review records – reviewer and reviewee.

2. Displays the records according to their Event Status based on the colour-coded legend e.g. all records that have been Started will be shown in blue.

3. Sends reminders to the employee’s Inbox re the status of the 360 Multirater HR Event.

4. Creates the appropriate records so that employees, on login, can perform the 360 degree reviews (Home>>My HR Events>>360 Multi Rater).

• Define the ‘views’ that are allowed: check the relevant boxes to allow employees or managers or team leaders to see their reviews..

Step 8: Conduct the 360 Reviews

Navigation: Home>>My HR Tasks>>360 Reviews

• On logon, all participating employees will be able to access the employee records that they have to review.

• At this point, HR has the responsibility of acting as Customer and performs the review for this member group. (Future Feature).

• Managers review their direct reports.

• Team Leaders review their team members.

• Employees review each other and their managers/team leaders based on the member group to which they belong.

Step 8:

Conduct a review of Another Employee

Conduct a Self-Review

Step 9: View the 360 Summary

Navigation: HR: Talent Management>>HR Events>>Manage Events>>Events>>[Select Event]>>[+]>>360 Review Talent Management>>360 Multi-Rater>>360 Multi-Rater Summary>>[Select Company]>>[+]>>Summary

Employee: Home>>My Performance>>My 360 Reviews

Managers: User Self Service>>Manager>>Talent>>360 Multi-Rater (for Direct reports)

User Self Service>>Manager>>Talent>>Team Members Review (for Cross Functional Team members)

Team Leaders (cross-functional teams): User Self Service>>Team Leader>>360 Multi-Rater

Glossary of 360 Multi-Rater Terms

360 Multi-Rater: A performance evaluation process where feedback is collected from multiple sources, including peers, supervisors, subordinates, and sometimes external parties like customers or clients.

360 Questions: Predefined questions used in the 360 Multi-Rater process to evaluate various competencies and performance areas.

A

Appraisee: The individual whose performance is being evaluated in the performance management process. This could refer to an employee, team member, or anyone under review.

Appraisal Period: The timeframe during which the employee's performance is being evaluated.

C

Competency Type: Categories of skills or qualities that are evaluated in the 360 Multi-Rater process.

Cross-Functional Teams: Teams comprising members from different departments or functional areas within an organization, formed to collaborate on projects requiring diverse expertise.

Customers Rate Employee: A feedback process where customers provide input on the performance of an employee who serves them directly.

D

Direct Reports Rate Manager: A feedback process where employees who report directly to a manager provide feedback on the manager's performance and leadership skills.

F

Feedback: Information provided by reviewers about an employee’s performance, which is used for performance evaluation and development.

M

Manager Rates Direct Reports: A feedback process where a manager evaluates the performance and contributions of their direct reports.

Member Group: A defined group of individuals within an organization, such as a team or department, who share common responsibilities in the 360-review process.

N

Non-Cross Functional Teams: Teams composed of members from the same department or functional area, focusing on tasks specific to their expertise.

O

Overall Rating: The final, summarized rating that represents an aggregate of all feedback received during the 360-review process.

P

Peers Rate Each Other: A feedback process where colleagues at the same hierarchical level evaluate each other's performance and contributions.

Project Team Rates Each Other: In project-based settings, team members provide feedback on each other's contributions to the project's success.

Performance Period: The specific timeframe for which an employee's performance is being assessed.

R

Reviewer: An individual who provides feedback, assessments, and ratings about the performance of others in the evaluation process.

Rating Scale: The system used to quantify the feedback, often involving descriptive categories such as "Always", "Sometimes" etc.

S

Self-Rating: A component of the performance evaluation where the individual assesses their own performance, skills, and contributions.

T

Team: A group of employees organized to provide and receive feedback within the 360-review process, either cross-functional or non-cross functional.


360 Multi-Rater Updates: What's New?

This article provides a summary of recent updates to the HRplus 360 Multi-Rater module, focusing on key enhancements. These updates include new features, fixes and improvements designed to improve both user experience and the effectiveness of the module.

September 13th – November 1st, 2024

1. Teams: Questions and Team Members are removed when a Team is deleted.

  Read more here.

January 3rd – February 6th, 2024

1. HR Events: Added new features for managing HR events within the 360 Multi-Rater module, streamlining performance evaluation processes. Read more here.

December 4th – December 14th, 2020

1. 360 Multi-Rater Audit: Introduced audit capabilities for tracking and reviewing 360 Multi-Rater feedback and evaluations, enhancing transparency.

Read more here.



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