General Forums >> Agency Best Practices >> Inappropriate Rating
Inappropriate Rating
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Posted about 1 year ago Have you ever received an inappropriate rating? You might think that is a trick question, since it is a wide spread occurrence. A better system is needed and what I have found to work is one known as a 360 degree feedback system. This system involves getting a rating from not just your supervisor, but your peers, your customers, and other people affected by your work. Also, supervisors can receive a 360, in which they receive a rating form subordinates, peers, customers, and their boss. This way, a rating is not one sided and ones overall performance can be better judged. Google 360 feedback and see what you think. Would it help in your situation? Would you like to review your boss? Do you know of a better method that can be used than the traditional rating system? |
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| Posted 12 months ago Has anyone seen this implemented in a Government workplace? I have not yet, but I think it would be benificial. |
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| Posted 11 months ago A friend of mine from the private sector stated that this system is used in his workplace and has had positive outcomes. But, his employment also has a lot of team building in place too. |
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| Posted 11 months ago Finally - life in this forum. Could it be the holidays that kept everyone away? Joatman, no, the 360 evaluation hasn't been implemented in my agency and I think it never will . Yes, I received inappropriate ratings before. As you can imagine, the criteria is generic - a one size fits all deal - because it doesn't address my particular circumstances that management is only too happy to have me handle. Changing the perfromance evaluations is political and would uncover a lot of nonsense in the middle, and especially upper management, ranks. I'm at the production level so I always have something to show for my work. Anselm |
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| Posted 11 months ago I like the 360 because it aims to show just how well the over all "Gears" produce an outcome. So, if upper management is not performing will, the lower "Gears" have to work harder and that is not profecient. |
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| Posted 11 months ago I agree with you wholeheartedly. This 360 performance evaluation sounds great! Here's an example of how some people can "hide" : they tell the lower employees "Because upper management wants this done and so forth . . . " Then they turn around and tell the upper management when questioned about thier lackluster performance 'because the production employees aren't doing enough . . . .and so forth". So, upper management never really gets all the information to diagnose problems and therefore recommend proper solutions. Lower level or production employees never feel management solutions address problems adequately. Time goes by and we're back to square one. Sounds familar? A 360 eval would curtail this nonsense greatly. Anselm |
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| Posted 11 months ago Yes, it is like having both sides of the story. The story that comes from your close friend is always sugar coated, but the story from a foe is rater bitter. Mix the two stories togehter and you may just get the bitter sweet truth. |