This document serves as a comprehensive guide for organizations implementing a 360 Performance Evaluation System in New Zealand. It is designed to be used when establishing or updating performance evaluation processes that incorporate feedback from multiple sources, including supervisors, peers, subordinates, and self-assessment. The system complies with New Zealand employment legislation, including the Employment Relations Act 2000, Privacy Act 2020, and Human Rights Act 1993. It contains detailed procedures for feedback collection, evaluation criteria, data protection measures, and appeals processes, ensuring fair and transparent performance assessments while promoting employee development. The document is particularly valuable for organizations seeking to implement more comprehensive and objective performance evaluation methods that align with modern management practices and legal requirements in New Zealand.
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1. Parties: Identifies the organization and the parties to whom this system applies
2. Background: Explains the purpose and objectives of implementing the 360-degree performance evaluation system
3. Definitions: Defines key terms used throughout the document including 'evaluator', 'feedback provider', 'performance cycle', etc.
4. Scope and Application: Specifies who is covered by the system and when it applies
5. System Overview: Provides a high-level description of the 360-degree evaluation process and its components
6. Roles and Responsibilities: Defines the roles of HR, managers, employees, and feedback providers in the process
7. Evaluation Frequency and Timing: Establishes the regular cycle for evaluations and timing requirements
8. Confidentiality and Data Protection: Outlines how feedback data will be collected, stored, and protected in accordance with Privacy Act 2020
9. Feedback Categories and Criteria: Details the competencies and performance areas to be evaluated
10. Rating System: Explains the rating scale and scoring methodology
11. Review and Appeals Process: Describes how employees can review and appeal their evaluation results
12. Implementation and Training: Outlines the training required for all participants in the system
1. Integration with Other HR Systems: Used for larger organizations to explain how the 360 evaluation connects with other HR processes like compensation and promotion
2. Remote Worker Provisions: Include when organization has remote or hybrid workers to address specific evaluation considerations
3. Cross-Cultural Considerations: Include for organizations with diverse cultural workforce or international operations
4. Calibration Process: For larger organizations requiring rating normalization across departments
5. Development Planning: Optional section linking evaluation results to personal development plans
6. Technology Platform Guidelines: Include when using specific software for managing the 360 evaluation process
1. Schedule 1: Evaluation Forms: Standard templates for different types of feedback collection
2. Schedule 2: Competency Framework: Detailed description of competencies and behaviors being evaluated
3. Schedule 3: Timeline and Process Flow: Detailed timeline showing all steps in the evaluation cycle
4. Schedule 4: Rater Guidelines: Instructions and best practices for providing effective feedback
5. Schedule 5: Privacy and Confidentiality Agreement: Template for confidentiality agreements to be signed by feedback providers
6. Appendix A: Frequently Asked Questions: Common questions and answers about the 360 evaluation process
7. Appendix B: Sample Reports: Examples of evaluation reports and how to interpret them
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