The document discusses 360 degree and 180 degree performance appraisal systems. A 180 degree appraisal allows feedback from team members to be provided to the line manager during an individual's performance discussion. A 360 degree appraisal involves collecting feedback about an individual from their line manager, colleagues, and direct reports. Key points about JSPL's performance review system are that it uses a rating scale method and management by objectives approach. Performance is reviewed annually with mid-year reviews for those seeking promotions. Feedback and discussion between employees and their managers are important parts of the process.

1. PDR-180 & 360 Degree
Presented By-
Swatantra Shandilya
MBA 1/2015 2096

2. PERFORMANCE APPRAISAL SYSYTEM
• Performance appraisal is the methodology by virtue of which an individual employee is
apprised of his/her strong points & weaknesses, with respect to the job under taken,
with a view to strengthen the strong points & eradicate the weaknesses, in order of
priority, so that both individual employee & the organization work in conjunction
with each other towards organizational effectiveness.

3. 180˚ Appraisal
Extends the traditional appraisal
process to make the feedback
process two-
way. Feedback from team members ca
n be provided to their line manager on
a one-to-one basis during the
individual’s appraisal discussion, or it
can be collated and presented as group
feedback from all team members.
360˚ Appraisal
Involves capturing feedback about
an individual from a range
of people (respondents) including
his or her line manager, colleagues a
nd direct reports. The data is then
compared with the individual’s own
assessment of their performance.

4. 180 Appraisal
0

5. Key Points of PDR System
• Believe in One to One Manager Interaction
• Rating Method is used.
• Rating will be given by Reporting officer and by Reviewer.
• It will be done once a year.
• Final appraisal of an employee will be decided by HR.
• Employee Performance Review Form will be given to individual employees. Client appreciation mail or
any other attachment can be added.
• If not satisfied, then again one to one interaction will be done with HR
and Manager.
• Final salary structure will be applicable from 1st of April.

6. RATING DESCRIPTION RATING
RATING VIEW
Significantly exceeds
performance requirements 5 FEE
Exceeds performance
requirements 4 EE
Meets performance
requirements 3 ME
Marginally meets performance
requirements 2 BE
Unacceptable performance 1 FBE

7. “Management by Objective” and “Rating Scale Method” are the methods which are used in
JSPL Performance Management System.
• Online system of PDR (Performance and Development Review) portal is created.
• 3 level of participant will be there in online PDR. i.e. Employee, Reporting and Reviewer.
• PDR will be done once in a year and reviewed half yearly.
• PDR verticals are defined as-
1. Leadership
2. Team Work
3. Quality
4. Cost

8. • PDR Form is proceed to Reporting Officer and it has to be approved. Reporting Officer has the
right to comment on employee strength, Weakness, Productivity and Goals, but can have
discussion with the employee.
• In the whole scenario, Employees can see the Reporting Officer comment and then, PDR Form
will submit to Reviewer for approval.
• After whole process, Manager releases the EMS Form Portal to access for employees. In this,
Rating is given w.r.t to all 5 verticals. And by putting formula, overall rating is given to the
employee.
• If satisfied or not, discussion will be there. Feedback and Comments will be given by immediate
Reporting Manager. It will be kind of one and half an hour discussion.
• In the month of April, new Salary structure implements.

9. Key Notes-
The rating bell curve have to maintain for all individual department and the
location as a whole.
Each level of approval can alter only a single up or down. In case of more
than that, s/he has to produce the justification to HR department.
Mid year review is mandatory for all aspirants irrespective of position.

11. Thank You!