The 360 Degree Performance Appraisal Form is a crucial tool for modern New Zealand organizations seeking to implement comprehensive employee evaluation systems. This document is designed to gather feedback from multiple stakeholders, including supervisors, peers, subordinates, and where applicable, external clients, providing a holistic view of an employee's performance and impact within the organization. The form is structured to comply with New Zealand employment legislation, particularly the Employment Relations Act 2000 and Privacy Act 2020, ensuring fair and transparent evaluation processes while protecting participant confidentiality. It is typically used during annual or semi-annual performance reviews, major project completions, or professional development planning phases, and includes both quantitative and qualitative assessment components to provide balanced feedback on technical skills, behavioral competencies, and leadership capabilities.
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1. Employee Information: Basic details of the employee being evaluated including name, position, department, and time in role
2. Evaluator Information: Details of the person providing feedback including name, position, and relationship to employee (supervisor, peer, subordinate, client)
3. Confidentiality Statement: Statement regarding the confidential nature of the evaluation and how the information will be used and protected
4. Instructions: Clear guidelines on how to complete the assessment, including rating scale explanations and expectations for constructive feedback
5. Core Competencies Assessment: Evaluation of fundamental skills and behaviors required for the role
6. Performance Objectives Review: Assessment of achievement against previously set goals and objectives
7. Leadership Capabilities: Evaluation of leadership and management skills where applicable
8. Behavioral Competencies: Assessment of workplace behaviors, interpersonal skills, and cultural fit
9. Open-Ended Feedback: Space for qualitative feedback on strengths, areas for improvement, and specific examples
10. Overall Rating: Summary evaluation considering all aspects of performance
11. Acknowledgment: Signatures section for both evaluator and employee, confirming the feedback has been discussed and reviewed
1. Technical Skills Assessment: Detailed evaluation of role-specific technical skills, to be included for technical positions
2. Project Performance: Assessment of specific project contributions, included when employee has significant project responsibilities
3. Client/Customer Feedback: Section for external stakeholder feedback, included for customer-facing roles
4. Innovation and Creativity: Assessment of creative problem-solving and innovative thinking, included for roles requiring these skills
5. Cultural Contribution: Evaluation of contribution to company culture and values, included when organization emphasizes cultural aspects
6. Remote Work Effectiveness: Assessment of performance in remote working conditions, included for hybrid or remote roles
1. Rating Scale Guide: Detailed explanation of the rating scale used in the assessment
2. Competency Framework: Detailed descriptions of each competency and expected behaviors at different performance levels
3. Performance Standards: Description of performance expectations for different roles and levels
4. Development Resources: List of available training and development resources aligned with competencies
5. Previous Goals: Record of previously set goals and objectives from last review period
Authors
Relevant legal definitions
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Relevant Industries
Technology
Financial Services
Healthcare
Education
Professional Services
Manufacturing
Retail
Public Sector
Construction
Hospitality
Non-profit
Telecommunications
Consulting
Legal Services
Media and Entertainment
Relevant Teams
Human Resources
People and Culture
Learning and Development
Talent Management
Performance Management
Operations
Senior Leadership
Management
Organizational Development
Relevant Roles
Human Resources Manager
HR Business Partner
Performance Management Specialist
Department Manager
Team Leader
Chief Executive Officer
Managing Director
Operations Manager
Project Manager
Department Head
Learning and Development Manager
Talent Development Specialist
HR Director
Chief Human Resources Officer
People and Culture Manager
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