360 Reviews

Peer reviews are known as 360 Reviews in symplr Performance. 360 Reviews open up employee performance appraisals to greater depth and breadth of feedback. This full-circle view of performance provides more insight for coaching and development, and ensures more accurate, effective, and fair assessments.

The 360 Review differs from an appraisal, which traditionally provides the employee with the opinion of his or her performance as viewed by the manager and tends to focus on the progress the employee achieved on job goals.

In contrast, the 360 Review focuses more directly on the skills and contributions that an employee makes. The goal of the feedback is to provide a balanced view to an employee of how others view his or her contribution and performance.

When working with 360 Reviews, there are two terms that you'll come across often: Facilitator and Subject.

The Facilitator is the user that is responsible for managing various aspects of the review process. This includes reviewing employee selections for contributing reviewers, making final selections for reviewers, and managing the feedback received from those selected reviewers. Learn more about the Facilitator for 360 Reviews

The Subject refers to the employee about which the reviews are being conducted. The Subject makes suggestions about which fellow employees should complete their review; but the decision is ultimately up to the Facilitator.

The basic workflow for 360 Reviews in symplr Performance is as follows:

  1. An administrator creates a 360 Review schedule.
  2. A setup task is assigned to the subject (employee) and the facilitator.
  3. The subject (employee) submits suggestions for reviewers.
  4. The facilitator reviews and edits the subject's suggestions as needed.
  5. Tasks to complete the review are created for the selected reviewers.
  6. Reviewers submit their feedback regarding the subject (employee).
  7. The facilitator collects and compiles feedback.