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360 Degree Management Review

360 Degree Management Review Template for South Africa

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Key Requirements PROMPT example:

360 Degree Management Review

"I need a 360 Degree Management Review document for a medium-sized tech company in South Africa, focusing on senior management evaluation with emphasis on data protection and confidentiality, to be implemented by March 2025."

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Document background
This 360 Degree Management Review document is designed for organizations operating in South Africa that seek to implement a comprehensive and legally compliant management evaluation system. It addresses the requirements of key South African legislation, including the Labour Relations Act, Employment Equity Act, and POPIA, while providing a structured approach to gathering and analyzing feedback from multiple stakeholders. The document is particularly valuable when organizations need to assess management effectiveness, identify leadership development needs, and make informed decisions about career progression. It includes detailed procedures for feedback collection, confidentiality protocols, and results communication, ensuring fairness and transparency in the review process while maintaining legal compliance.
Suggested Sections

1. Parties: Identification of the organization and the management employee being reviewed

2. Background: Context of the 360-degree review program and its role in the organization's performance management system

3. Definitions: Key terms used in the document including 'reviewer', 'feedback provider', 'rating scale', etc.

4. Purpose and Objectives: Clear statement of the review's aims, including development goals and performance evaluation purposes

5. Review Process Overview: Step-by-step explanation of how the 360-degree review will be conducted

6. Confidentiality and Data Protection: Measures to protect personal information in compliance with POPIA

7. Reviewer Selection and Responsibilities: Criteria for selecting feedback providers and their roles in the process

8. Feedback Collection Method: Description of how feedback will be gathered, including tools and timelines

9. Review Areas and Competencies: Specific leadership and management competencies being assessed

10. Results Communication: Process for communicating and discussing review results

Optional Sections

1. Development Planning: Include when the organization wants to formally link review results to personal development plans

2. Performance Rating Integration: Include when 360 feedback will be incorporated into formal performance ratings

3. Appeals Process: Include when organization wants to provide formal means for challenging review results

4. Remedial Actions: Include when specific procedures for addressing performance gaps are required

5. Review Frequency: Include when establishing regular review cycles different from standard annual reviews

Suggested Schedules

1. Schedule A: Competency Framework: Detailed description of leadership and management competencies being assessed

2. Schedule B: Rating Scales: Explanation of rating scales and scoring criteria

3. Schedule C: Feedback Forms: Standard questionnaires and feedback forms for different reviewer categories

4. Schedule D: Timeline Template: Standard timeline for the review process including key milestones

5. Schedule E: Confidentiality Agreement: Template for reviewers to sign regarding confidentiality obligations

6. Appendix 1: Development Plan Template: Template for creating personal development plans based on review results

7. Appendix 2: Feedback Guidelines: Guidelines for providing constructive and objective feedback

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

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alex.den.21@genieai.co
Relevant legal definitions
360 Degree Review
Appraisee
Appraiser
Assessment Period
Competency Framework
Confidential Information
Development Plan
Direct Report
Effective Date
Feedback Provider
Implementation Date
Key Performance Indicators
Leadership Competencies
Management Competencies
Participant
Peer Reviewer
Performance Rating
Personal Information
Rating Scale
Review Cycle
Review Administrator
Review Coordinator
Review Panel
Review Period
Reviewer
Self-Assessment
Stakeholder
Subject Manager
Superior
Supervisor
Target Competencies
The Company
The Organization
Upward Feedback
Clauses
Purpose and Scope
Confidentiality
Data Protection
Consent
Review Process
Feedback Collection
Rating Methodology
Participant Selection
Timelines and Deadlines
Rights and Obligations
Review Administration
Feedback Analysis
Results Communication
Development Planning
Record Keeping
Dispute Resolution
Appeals Process
Non-Discrimination
Amendment Process
Implementation
Quality Assurance
Training Requirements
Documentation
Reporting Requirements
Performance Integration
Remedial Actions
Review Frequency
Accessibility of Information
Continuous Improvement
Compliance
Relevant Industries

Financial Services

Manufacturing

Technology

Healthcare

Retail

Mining

Education

Professional Services

Telecommunications

Public Sector

Construction

Energy

Agriculture

Transportation

Hospitality

Relevant Teams

Human Resources

Legal

Senior Management

Middle Management

Operations

Training and Development

Organizational Development

Performance Management

Talent Management

Industrial Relations

Relevant Roles

Chief Executive Officer

Managing Director

Department Head

Senior Manager

Project Manager

Team Leader

HR Director

Operations Manager

Regional Manager

Division Head

Branch Manager

Program Manager

Functional Manager

Line Manager

Supervisory Positions

Industries
Labour Relations Act 66 of 1995: Governs the relationship between employers and employees, ensuring fair labor practices and protecting against unfair dismissal. Relevant for how performance reviews can be used in disciplinary procedures or workplace disputes.
Employment Equity Act 55 of 1998: Ensures that performance review processes are non-discriminatory and promote equal opportunity in the workplace. Reviews must be conducted fairly across all demographic groups.
Protection of Personal Information Act (POPIA) 4 of 2013: Regulates how personal information is processed and stored during the review process, including performance data and feedback from various stakeholders.
Basic Conditions of Employment Act 75 of 1997: Sets out fundamental rights of employees, including the right to fair labor practices which extends to performance evaluation processes.
Promotion of Access to Information Act 2 of 2000: Ensures employees have the right to access their performance review records and related documentation used in the evaluation process.
Skills Development Act 97 of 1998: Relevant for linking performance reviews to skills development and training opportunities identified during the review process.
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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