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360 Performance Appraisal

360 Performance Appraisal Template for New Zealand

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Key Requirements PROMPT example:

360 Performance Appraisal

"Need a 360 Performance Appraisal document for our Auckland-based tech startup of 50 employees, to be implemented by March 2025, with special focus on remote work evaluation and integration with our performance bonus system."

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Document background
This document serves as a crucial tool for implementing comprehensive performance evaluations within organizations operating in New Zealand. The 360 Performance Appraisal framework is designed to facilitate structured feedback from multiple stakeholders, including supervisors, peers, direct reports, and sometimes external parties. It is particularly valuable when organizations seek to implement a holistic approach to performance assessment and employee development. The document ensures compliance with New Zealand employment legislation, including the Employment Relations Act 2000 and Privacy Act 2020, while providing a robust framework for gathering, analyzing, and acting upon multi-source feedback. It is typically implemented during annual review cycles or at specific career development milestones, supporting both performance evaluation and professional growth objectives.
Suggested Sections

1. Purpose and Scope: Outlines the objectives of the 360-degree feedback process and who it applies to within the organization

2. Process Overview: Describes the step-by-step process of the 360-degree feedback, including timelines and responsibilities

3. Feedback Providers: Defines who will provide feedback (supervisors, peers, direct reports, etc.) and the selection criteria

4. Confidentiality and Data Protection: Details how feedback information will be collected, stored, and protected in compliance with Privacy Act 2020

5. Core Competencies: Lists and describes the key competencies and behaviors being evaluated

6. Rating Scale: Explains the rating system used for evaluation and what each rating level means

7. Feedback Collection Method: Specifies how feedback will be gathered (online system, forms, interviews) and timeframes

8. Results Analysis: Explains how feedback will be compiled, analyzed, and presented

9. Development Planning: Outlines how feedback will be used to create development plans and set future goals

10. Review and Appeals Process: Describes the process for reviewing and potentially challenging appraisal results

Optional Sections

1. Executive Level Considerations: Additional considerations and criteria specific to executive-level employees

2. Remote Worker Adaptations: Modified processes and considerations for remote or hybrid workers

3. Cultural Sensitivity Guidelines: Special considerations for cross-cultural feedback and interpretation

4. Probationary Period Integration: How the 360 feedback process integrates with probationary period assessments

5. Performance-Related Pay Links: How the 360 feedback results connect to compensation decisions

6. Multi-Language Support: Guidelines for conducting appraisals in multiple languages

Suggested Schedules

1. Schedule 1: Competency Framework: Detailed description of each competency and behavioral indicators

2. Schedule 2: Feedback Forms: Standard templates for collecting feedback from different categories of respondents

3. Schedule 3: Timeline Template: Annual calendar template for planning and executing the 360 feedback process

4. Schedule 4: Development Plan Template: Template for creating personal development plans based on feedback

5. Appendix A: Rating Scale Guidelines: Detailed guidelines and examples for using the rating scale

6. Appendix B: Feedback Provider Guidelines: Instructions and best practices for providing constructive feedback

7. Appendix C: Frequently Asked Questions: Common questions and answers about the 360 feedback process

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant legal definitions
360-Degree Feedback
Appraisal Period
Competencies
Confidential Information
Development Plan
Employee
Employer
External Stakeholder
Feedback Provider
Good Faith
Human Resources Representative
Line Manager
Performance Criteria
Performance Rating
Personal Information
Rating Scale
Respondent
Review Administrator
Review Cycle
Self-Assessment
Subject Employee
Peer Reviewer
Direct Report
Behavioral Indicators
Assessment Framework
Evaluation Period
Performance Objectives
Development Goals
Feedback Session
Action Plan
Relevant Industries

Technology

Financial Services

Professional Services

Healthcare

Education

Manufacturing

Retail

Government

Non-profit

Telecommunications

Consulting

Energy

Construction

Transportation

Hospitality

Relevant Teams

Human Resources

People and Culture

Learning and Development

Talent Management

Employee Relations

Performance Management

Organizational Development

Senior Leadership

Executive Leadership

Operations Management

Relevant Roles

Chief Executive Officer

Human Resources Director

Department Manager

Team Leader

Performance Management Specialist

HR Business Partner

Learning and Development Manager

Talent Development Coordinator

Operations Manager

Project Manager

Senior Executive

Line Manager

Department Head

Employee Relations Manager

Organizational Development Specialist

Industries
Employment Relations Act 2000: Fundamental legislation governing employment relationships in New Zealand, particularly the requirement for good faith dealings between employers and employees in all aspects of employment, including performance reviews.
Privacy Act 2020: Regulates how personal information is collected, used, stored and disclosed during the 360-degree feedback process, ensuring confidentiality and proper handling of sensitive performance data.
Human Rights Act 1993: Ensures the appraisal process is free from discrimination based on protected characteristics such as age, gender, ethnicity, religious belief, or disability.
Protected Disclosures (Protection of Whistleblowers) Act 2022: Relevant for protecting employees who may raise concerns about workplace practices during the feedback process.
Health and Safety at Work Act 2015: Pertinent when performance appraisals involve discussion of workplace safety responsibilities and performance in maintaining safe work practices.
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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