Multi-source in the assessment process

There is no need to convince anyone about the importance of assessing employee competencies at individual levels. Competency employee evaluation systems distinguish several employee evaluation models – 90-degree evaluation, 180-degree evaluation and 360-degree evaluation.

The classic 90-degree model of employee appraisal is carried out through the appraisal of an employee by his immediate supervisor. The model assumes only one direction of assessment, which makes it the easiest and fastest way to assess competences. The 180-point evaluation model assumes the admission of two sources in the evaluation process. One of the sources may be the supervisor, and the other one may be the employee himself, by including the employee’s self-assessment in the process. This extends the process, because the analysis should include both the supervisor’s assessment and the employee’s self-assessment. The added value of including an additional source in the employee appraisal process is the confrontation of the perspective of the skills held from the point of view of the employee’s superior and subordinate. In this model, instead of the assessed employee, the team with which the employee cooperates can participate. The 360-degree model assumes the admission of multiple sources in the evaluation process. In this multi-source evaluation model, it is allowed not only to evaluate the employee by the immediate supervisor or self-evaluation, but also by co-workers, subordinates, and even by admitting internal or external clients to the process. This is undoubtedly the most time-consuming method of assessing employee competencies, but the feedback received from many sources allows the employee to pursue goals related to self-improvement. As in the case of a lower-level employee, the feedback on the results of their work collected from subordinate employees is the foundation for improvement in a managerial position where interpersonal skills play a key role.

In support of HR activities, we have created the SkillBox Competence Matrix system, in which we handle the employee appraisal process.

The competency assessment module allows you to assess hard competences thanks to the scoring scale and soft competences thanks to the descriptive (behavioral) scale. An employee with access to the system can perform a self-assessment. The supervisor independently evaluates the employee. During the meeting, the assessments made are analyzed and the final assessment is given. Additionally, the employee can plan goals to be achieved for the next period.

Test the Periodic Assessment module and other SkillBox functionalities!

You can also use the Skills Matrix template, thanks to which you will systematize the competences of your employees!

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