This document discusses 360 degree performance appraisals and group work performance appraisals. 360 degree appraisals involve evaluating an employee from multiple perspectives, including the employee's self-evaluation, evaluations from the employee's manager, peers, and direct reports. Group work performance appraisals similarly evaluate the performance of groups and involve selecting criteria, evaluating results and the performance of group members, leadership, and sub-groups. The document provides examples of factors that can be evaluated for employees, groups, leadership, and sub-groups.

1. 360 appraisal
These are 11 methods of performance appraisal that include:
1. Critical incident method
2. Weighted checklist
3. Paired comparison analysis
4. Graphic rating scales
5. Essay Evaluation
6. Behaviorally anchored rating scales
7. Performance ranking method
8. Management By Objectives (MBO)
9. 360 degree performance appraisal
10. Forced ranking (forced distribution)
11. BOS
And Group Work Performance is one methods that is nearly same 360 appraisal.
1. Select Criteria to Evaluate
• The group effort contains some factors which can be evaluated by performance
• Select wide-range criteria when evaluating the performance
• Evaluate the criteria of which the improvement may assure the actual economic benefit.
2. Evaluate the Result
The evaluation result needs to be meaningful and accurate or, to be useful, and if
necessary, you may concern outside people for evaluation
3. Evaluate employee performance
Evaluating the whole group performance in accordance with the project goal, schedule
and financial status
• Financial status: actual cost, estimated profit?
• Schedule: achievement in accordance with the goal?
• Quality: the accuracy; customer satisfaction?
• Development: the contribution of the group; ability?
4. Leadership
Evaluating the role of the group leaders in assisting and guiding the group.

2. • Management: reach the goals as planned?
• Evaluation opinion from higher level: meet the group schedule?
• Evaluation opinion from lower level: meet the schedule set for the group?
• Opinions from group members, customers, relevant people, etc.
5. Sub-Group
Evaluating the effectiveness of each sub-group by target norm
• Targets: actual results comparing to targets?
• Quality: inside evaluation opinion?
• Customer: opinions from customers?
• Improvement: intended future result?
6. Group Member
Evaluating member contribution in the whole group achievement.
• Efficiency comparing with the target?
• Evaluation opinion: from higher seniors, co-workers and customers.
• Self-evaluation: comparing to other co-workers.
• Other value: any other contribution? Sense of responsibility?
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