360 Degree Evaluation Template for South Africa

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Key Requirements PROMPT example:

360 Degree Evaluation

"I need a 360 Degree Evaluation agreement for our multinational IT company's South African operations, launching March 2025, that includes provisions for cross-border data transfers and remote evaluations, with specific focus on technical roles and client feedback integration."

Document background

This 360 Degree Evaluation agreement is designed for organizations operating in South Africa that seek to implement a comprehensive performance feedback system. The document is particularly crucial when establishing or formalizing a multi-source feedback process that complies with South African employment and data protection legislation. It provides the legal and procedural framework for gathering, processing, and utilizing feedback from various organizational stakeholders while ensuring compliance with the Labour Relations Act and POPIA. The agreement is typically implemented when organizations want to move beyond traditional top-down evaluations to a more holistic assessment approach, or when updating existing evaluation systems to meet current legal requirements and best practices.

Suggested Sections

1. Parties: Identification of the employer and employee subject to the evaluation

2. Background: Context of implementing the 360-degree evaluation system and its purpose within the organization

3. Definitions: Key terms used in the document including 'evaluators', 'feedback providers', 'evaluation cycle', 'competencies', etc.

4. Purpose and Objectives: Clear statement of the evaluation's goals, intended outcomes, and benefits

5. Evaluation Process: Detailed description of how the 360-degree evaluation will be conducted

6. Roles and Responsibilities: Definition of roles for all participants including subject, evaluators, HR department, and external facilitators if any

7. Confidentiality and Data Protection: Provisions for handling sensitive information in compliance with POPIA

8. Feedback Collection and Processing: Methods and procedures for collecting, analyzing, and presenting feedback

9. Implementation of Results: How the evaluation results will be used for development and performance management

10. Review and Appeal Process: Procedures for addressing concerns or disputes about the evaluation process

Optional Sections

1. External Facilitator Provisions: Required when external consultants are involved in administering the evaluation

2. Cross-Border Data Transfer: Necessary when evaluation data is processed or stored outside South Africa

3. Integration with Performance Management: Include when 360-degree feedback directly affects performance reviews or compensation

4. Development Planning: Optional section detailing how evaluation results link to personal development plans

5. Remote Evaluation Procedures: Include when evaluations need to be conducted remotely or in hybrid work environments

Suggested Schedules

1. Schedule A - Competency Framework: Detailed listing of competencies and behaviors being evaluated

2. Schedule B - Evaluation Timeline: Annual or periodic schedule of evaluation activities and deadlines

3. Schedule C - Evaluation Forms: Standard templates and questionnaires used in the evaluation process

4. Schedule D - Participant Guidelines: Detailed instructions for all participants in the evaluation process

5. Appendix 1 - Data Protection Protocols: Specific procedures for ensuring POPIA compliance

6. Appendix 2 - Feedback Report Template: Standardized format for presenting evaluation results

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

alex.den.21@genieai.co

Relevant legal definitions

Clauses

Relevant Industries

Financial Services

Professional Services

Information Technology

Healthcare

Manufacturing

Retail

Education

Telecommunications

Mining

Construction

Public Sector

Consulting

Hospitality

Non-Profit Organizations

Energy

Relevant Teams

Human Resources

Legal

Organizational Development

Training and Development

Employee Relations

Performance Management

Talent Management

Executive Leadership

Compliance

Internal Communications

Relevant Roles

Human Resources Director

HR Manager

Performance Management Specialist

Organizational Development Manager

Training and Development Manager

Department Head

Team Leader

Senior Manager

Chief Human Resources Officer

Talent Development Specialist

Employee Relations Manager

HR Business Partner

Chief Executive Officer

Managing Director

Operations Manager

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Let's create your 360 Degree Evaluation

Authors

Alex Denne

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