Performance Evaluations:

August 2005 issue

I would like to see the university put 360 degree performance evaluations into effect. I would like to see a separate form created for bottom up evaluations so that the comments made are not tied to the staff’s evaluations. The administration of the library does not support bottom up evaluations. Staff choosing to comment on their own evaluation forms about the performance of their managers are made to look difficult. Everyone should be accountable for their job performance and that includes management. Many of us do not receive constant or even consistent supervision and issues arising because of this go unaddressed.

Response

Source: Julie Nuter
Title: Director
Unit/Department: Human Resources

According to Nuter, some areas within the university utilize 360 degree (or multi-rater) feedback processes and use it as one input among others to the performance management process. Bottom up feedback can take many forms. Choices about feedback tools are influenced by many factors including culture, readiness and feedback goals. An organization the size and complexity of DePaul would need to engage in a comprehensive process to determine appropriate processes and tools, to design/deliver appropriate training and to effectively implement a new system.