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360 Degree Performance Appraisal Form

360 Degree Performance Appraisal Form Template for Ireland

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Key Requirements PROMPT example:

360 Degree Performance Appraisal Form

"I need a 360 Degree Performance Appraisal Form for our tech startup of 50 employees in Dublin, focusing heavily on innovation metrics and peer feedback, while ensuring GDPR compliance and including specific sections for technical skill evaluation."

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Document background
The 360 Degree Performance Appraisal Form is a vital HR management tool designed for organizations operating under Irish jurisdiction. It enables a comprehensive evaluation of employee performance through feedback from multiple organizational perspectives. This document should be used during annual or semi-annual performance reviews to gather insights from supervisors, peers, direct reports, and the employees themselves. The form includes sections for competency assessment, behavioral evaluation, goal setting, and development planning, all while ensuring compliance with Irish employment law and GDPR requirements. It's particularly valuable for organizations seeking to implement fair, transparent, and holistic performance management systems that support employee development and organizational growth.
Suggested Sections

1. Employee Information: Basic details including name, position, department, employee ID, review period, and date of review

2. Confidentiality Statement: Declaration of confidentiality and data protection measures in line with GDPR requirements

3. Performance Rating Scale: Explanation of the rating scale used throughout the assessment (e.g., 1-5 scale with detailed descriptions)

4. Core Competencies Assessment: Evaluation of fundamental skills and behaviors required for the role

5. Job-Specific Skills Assessment: Evaluation of technical and role-specific capabilities

6. Leadership Capabilities: Assessment of leadership and management skills where applicable

7. Behavioral Competencies: Evaluation of workplace behaviors, teamwork, and interpersonal skills

8. Goals Review: Assessment of achievement against previous period's goals

9. Future Goals and Development: Setting of new objectives and development plans

10. Overall Performance Summary: Consolidated feedback and final performance rating

11. Acknowledgment and Signatures: Space for relevant signatures and dates, confirming review completion

Optional Sections

1. Project-Specific Performance: Used when employee has been involved in significant projects during the review period

2. Client/Customer Feedback: Include for customer-facing roles where external feedback is relevant

3. Sales Performance Metrics: Include for sales-related positions

4. Technical Skills Matrix: Used for technical roles requiring specific skill assessments

5. Health and Safety Compliance: Include for roles with significant safety responsibilities

6. Innovation and Creativity: Used for roles where creative thinking and innovation are key expectations

7. Language Skills Assessment: Include for roles requiring multiple language capabilities

Suggested Schedules

1. Appendix A: Competency Framework: Detailed descriptions of each competency and behavior being assessed

2. Appendix B: Rating Guidelines: Comprehensive guide to interpreting and applying the rating scale

3. Appendix C: Development Resources: List of available training and development opportunities

4. Appendix D: Feedback Guidelines: Instructions for providing constructive and objective feedback

5. Schedule 1: Role Profile: Current job description and role requirements

6. Schedule 2: Previous Objectives: List of objectives set in the previous review period

7. Schedule 3: Performance Improvement Plan Template: Template for documenting specific improvement needs and actions

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
Appraisee
Appraiser
Assessment Period
Competencies
Confidential Information
Core Responsibilities
Development Goals
Feedback Provider
Key Performance Indicators (KPIs)
Line Manager
Peer Reviewer
Performance Rating
Personal Data
Professional Development Plan
Rating Scale
Review Cycle
Self-Assessment
Stakeholder
Strategic Objectives
Subordinate Feedback
SMART Goals
Training Needs
Upward Feedback
Performance Metrics
Behavioral Indicators
Development Areas
Evaluation Criteria
Performance Standards
Review Panel
Calibration Session
Clauses
Data Protection
Confidentiality
Rating Methodology
Feedback Process
Performance Criteria
Development Planning
Goal Setting
Assessment Timeline
Rights and Responsibilities
Appeals Process
Documentation Requirements
Evaluation Process
Feedback Guidelines
Self-Assessment
Peer Assessment
Management Assessment
Subordinate Assessment
Review Meeting
Performance Metrics
Competency Framework
Development Actions
Training Requirements
Sign-off Requirements
Dispute Resolution
Record Keeping
GDPR Compliance
Equal Opportunities
Anti-Discrimination
Performance Improvement
Review Frequency
Relevant Industries

Financial Services

Technology

Healthcare

Manufacturing

Retail

Professional Services

Education

Public Sector

Construction

Telecommunications

Hospitality

Non-profit

Legal Services

Transportation

Energy

Relevant Teams

Human Resources

Performance Management

Talent Development

Learning & Development

Employee Relations

Organizational Development

People Operations

Corporate Services

Personnel Management

Relevant Roles

HR Manager

Department Director

Team Leader

Project Manager

Senior Executive

Chief Executive Officer

Department Head

Line Manager

Operations Manager

Human Resources Director

Performance Management Specialist

Talent Development Manager

Business Unit Manager

Regional Manager

Division Head

Industries
Employment Equality Acts 1998-2015: Ensures the appraisal process does not discriminate based on nine protected grounds: gender, civil status, family status, sexual orientation, religion, age, disability, race, and membership of the Traveller community
General Data Protection Regulation (GDPR): Regulates the collection, processing, and storage of personal data gathered during the appraisal process, including feedback from colleagues and performance metrics
Data Protection Acts 1988-2018: Irish implementation of data protection requirements, governing how employee data is handled, stored, and processed during performance reviews
Unfair Dismissals Acts 1977-2015: Relevant as performance appraisals may be used in dismissal decisions, requiring fair procedures and accurate record-keeping
Safety, Health and Welfare at Work Act 2005: Ensures that performance measures don't compromise workplace safety and that safety-related performance is properly evaluated
Industrial Relations Acts 1946-2015: Provides framework for handling disputes that may arise from performance appraisals and ensures fair procedures in performance management
Protected Disclosures Act 2014: Ensures that whistleblowing activities cannot negatively impact performance evaluations and protects employees who make protected disclosures
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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