This 360 Evaluation document is designed for organizations operating in New Zealand that seek to implement a comprehensive feedback system for employee development and performance assessment. It provides a structured approach to gathering and analyzing feedback from multiple stakeholders while ensuring compliance with New Zealand's Privacy Act 2020 and Employment Relations Act 2000. The document is particularly valuable for organizations looking to enhance their performance management systems, foster employee development, and create a more transparent feedback culture. It includes essential components such as confidentiality provisions, feedback collection methodologies, and reporting guidelines, making it suitable for both small businesses and large corporations operating under New Zealand jurisdiction. The 360 Evaluation framework can be customized to align with specific organizational needs while maintaining compliance with local employment laws and best practices.
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1. Parties: Identifies the organization conducting the evaluation and the employee being evaluated
2. Background: Explains the purpose and context of the 360-degree evaluation program
3. Definitions: Defines key terms used throughout the document including 'evaluators', 'feedback providers', 'evaluation period', etc.
4. Purpose and Objectives: Outlines the specific goals and intended outcomes of the 360-degree evaluation process
5. Evaluation Process Overview: Describes the general framework and timeline of the evaluation process
6. Participant Roles and Responsibilities: Details the responsibilities of all parties involved - subject employee, evaluators, HR, and supervisors
7. Confidentiality Requirements: Specifies the confidentiality obligations and data protection measures
8. Feedback Collection Methodology: Explains how feedback will be gathered, including rating scales and comment sections
9. Report Generation and Distribution: Details how evaluation results will be compiled, reviewed, and shared
10. Data Protection and Storage: Outlines how evaluation data will be stored, protected, and eventually disposed of
1. Development Planning: Optional section for organizations that want to link 360 evaluations directly to development plans
2. Performance Management Integration: Optional section for organizations using 360 feedback as part of formal performance reviews
3. Appeal Process: Optional section detailing procedures for challenging or requesting review of evaluation results
4. Multi-language Provisions: Optional section for organizations conducting evaluations across multiple languages/regions
5. Remote Work Considerations: Optional section addressing specific provisions for remote or hybrid workforce evaluation
1. Schedule 1: Evaluation Competency Framework: Detailed listing of competencies and behaviors being evaluated
2. Schedule 2: Rating Scales and Criteria: Detailed explanation of rating scales and scoring criteria
3. Schedule 3: Feedback Provider Selection Criteria: Guidelines for selecting appropriate feedback providers
4. Schedule 4: Timeline and Key Dates: Detailed timeline of the evaluation process including key milestones
5. Schedule 5: Sample Feedback Forms: Templates of all evaluation forms and questionnaires
6. Appendix A: Confidentiality Agreement: Template confidentiality agreement for all participants
7. Appendix B: FAQ Document: Common questions and answers about the 360 evaluation process
Relevant legal definitions
360 Evaluation
Agreement
Authorized Representative
Business Day
Competency Framework
Confidential Information
Development Plan
Effective Date
Evaluation Cycle
Evaluation Period
Evaluation Report
Evaluator
Feedback Provider
Focal Employee
Good Faith
Human Resources Representative
Line Manager
Participant
Personal Information
Privacy Standards
Rating Scale
Respondent
Self-Assessment
Subject Employee
Supervisor
Survey Administrator
Third Party
Working Day
Agreement
Authorized Representative
Business Day
Competency Framework
Confidential Information
Development Plan
Effective Date
Evaluation Cycle
Evaluation Period
Evaluation Report
Evaluator
Feedback Provider
Focal Employee
Good Faith
Human Resources Representative
Line Manager
Participant
Personal Information
Privacy Standards
Rating Scale
Respondent
Self-Assessment
Subject Employee
Supervisor
Survey Administrator
Third Party
Working Day
Clauses
Confidentiality
Data Protection
Privacy
Evaluation Process
Participant Rights
Feedback Collection
Information Storage
Reporting Requirements
Good Faith
Non-Discrimination
Intellectual Property
Process Integrity
Dispute Resolution
Amendment Provisions
Evaluation Timeline
Data Security
Natural Justice
Participant Selection
Quality Assurance
Record Keeping
Termination
Communication Protocol
Data Protection
Privacy
Evaluation Process
Participant Rights
Feedback Collection
Information Storage
Reporting Requirements
Good Faith
Non-Discrimination
Intellectual Property
Process Integrity
Dispute Resolution
Amendment Provisions
Evaluation Timeline
Data Security
Natural Justice
Participant Selection
Quality Assurance
Record Keeping
Termination
Communication Protocol
Relevant Industries
Professional Services
Financial Services
Technology
Healthcare
Education
Manufacturing
Retail
Government
Non-profit
Telecommunications
Construction
Mining and Resources
Transport and Logistics
Agriculture
Relevant Teams
Human Resources
People and Culture
Learning and Development
Organizational Development
Employee Relations
Performance Management
Talent Management
Training and Development
HR Operations
HR Analytics
Relevant Roles
Human Resources Manager
People and Culture Director
Performance Management Specialist
Learning and Development Manager
Talent Development Coordinator
HR Business Partner
Chief Human Resources Officer
Employee Relations Manager
Organizational Development Specialist
HR Operations Manager
Training Manager
Workforce Development Manager
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