Posts Tagged ‘360’
I concluded my series of reflections in 2012 with 360 work reviews at CeL.
Why bother to do more work when the minimum is all that is required?
In our 360 work review process, there is the extra Google Form, individual e-portfolios, a team review after individual reviews, as well as the extra collective time and effort to do all this.
At this point, I should add that I try to meet my staff in their teams for informal lunch meetings. I meet a different team each work day as part of my socializing, monitoring, and review processes.
Our HR department does not require us to submit the form they prepared. The process is not part of my staff’s annual appraisal nor is it tied to promotion or salary increments.
Why do more when less is required?
Asking why I would rather put in effort in the seemingly informal work reviews is like asking why one should do frequent formative assessment in the face of summative assessment.
The analogy is apt because the processes are more transparent in the regular work reviews and formative assessment. The purpose for these is timely feedback.
The processes in appraisals and summative assessment are much less transparent. The purpose for these is often sorting.
One process builds trust and actually improves performance. The other can create distrust and unhealthy competition. No prizes for guessing which does what and why I do more when less is required.
While I am away, my staff at CeL will be trying a modified version of a 360 work review.
The midterm work review (this year) precedes the annual appraisal (next year) and is normally a conversation between each staff member and me. But since they do not just work with me, I thought it best to include peer reviews.
To do this, I prepared a Google Form which requires them to evaluate the quality of their own work as well as that of their immediate team mates. Only I get to see the collated results which I will use for group and individual work reviews.
Sounds easy? Not if you think about managing the human dynamics and digesting all that information. But I think that it is a step in the right direction if we want to nurture a culture of openness and trust.