Memorandum #79: Relaunch of 360 Feedback Survey for Employee-Supervisor Evaluation

360 Feedback is an integral part of our performance management system, designed to provide a comprehensive and well-rounded evaluation of an individual's performance. The feedback collected encompasses various aspects of an individual's work, including their skills, competencies, communication, teamwork, leadership, and overall performance. This will be scheduled semi-annually, every July, and end of the month of December.

PURPOSE:

1. Encourage Development: The primary objective of 360 Feedback is to promote personal and professional growth by identifying areas of strength and areas that require improvement.
2. Enhance Self-Awareness: The feedback received through this process helps individuals gain a better understanding of their strengths and areas for development.
3. Development Planning: The feedback collected serves as a basis for creating individual development plans.
4. Performance Evaluation: 360 Feedback provides valuable input for performance evaluations. It allows supervisors to gather insights from multiple sources and ensure a more balanced and comprehensive assessment of an individual's performance.

BENEFITS:

1. This process aims to provide individuals with a holistic view of their performance and offer constructive feedback to help them enhance their skills.
2. Provides a comprehensive view of their performance, it allows individuals to reflect on their behaviors and make necessary adjustments to maximize their potential.
3. Enables individuals to create personalized development plans that focus on specific areas for improvement, leading to targeted growth and skill enhancement.
4. 360 feedback ensures a more fair and balanced performance evaluation, minimizing bias and increasing the accuracy of assessments.

SCOPE:

In this 360 Feedback process, all supervisors will be evaluated by their subordinates. This
comprehensive approach ensures that we gather feedback from various angles and levels within the organization, allowing for a comprehensive evaluation of our leaders' effectiveness.

Role of Employees - As participants in the 360 Feedback process, each of you plays a crucial role in providing valuable feedback. When filling out the feedback form, please keep the following reminders and instructions in mind:

1. Be Specific: Provide specific examples and instances to support your feedback. Specific examples help supervisors understand the context and make the feedback more actionable.
2. Focus on Behavior: Direct your feedback towards the supervisor’s behaviors and actions, rather than personal attributes. This helps ensure that the feedback remains constructive and focused on areas for improvement.
3. Balance Strengths and Areas for Improvement: Recognize and highlight the supervisor’s strengths, as well as areas where they can improve.
4. Be Constructive: Frame your feedback in a constructive manner, offering suggestions or solutions to address any identified areas for improvement. The goal is to help our team leaders grow and develop their leadership skills.

Steps of the 360 Feedback process:

1. Survey Distribution: An online form will be distributed to all individuals to provide feedback. The form will consist of carefully crafted questions designed to assess various aspects of leadership and performance.
2. Feedback Collection: Participants will be requested to complete the survey confidentially, providing their honest and constructive feedback to the designated supervisors. It is crucial to provide specific examples and actionable insights to support the feedback given.
3. Data Compilation and Analysis: Once the feedback is collected, it will be compiled and analyzed by the Human Resources department. The feedback will be reviewed, summarized, and organized to ensure anonymity and confidentiality.
4. Feedback Report Generation: Individual feedback reports will be prepared for each Supervisor, consolidating the feedback received. These reports will highlight both the strengths and areas for improvement identified through the feedback process.
5. Feedback Discussion: Each Supervisor will have a one-on-one feedback discussion with their manager or a designated HR representative. This discussion aims to provide a supportive and constructive environment for the team leader to understand and reflect on the feedback received.
6. Development Planning: Based on the feedback received, Team Leaders will work with their supervisors or HR representatives to develop a personal development plan. This plan will outline specific actions and goals to enhance their leadership skills and address any identified areas for improvement.