Definition
The answer to "how do you evaluate a person"—five job success factors and five levels of behavior anchors (the ruler has five levels but only three are filled in; these five are the profile for this one DBSL position, not universal), 360 evaluator composition and Olympic averaging, score range conversion to grades, target weights each no less than 20% totaling 100%; only the five-level rating definitions and the company-level 11 success/derailment factors are universal; other positions must build their own factors.
In detail
Performance Management and 360-Degree Assessment is a systematic employee evaluation method that converts abstract work performance into observable, ratable specific behaviors through five job success factors and a five-level behaviorally anchored rating scale. It addresses the question of "how to fairly and objectively evaluate a person." Unlike interview selection (evaluating at hiring), performance management focuses on ongoing performance during employment. Its outputs include 360-degree feedback reports, performance ratings, and subsequent development recommendations, providing a basis for compensation adjustments and promotions.
Example in practice
During the annual Performance Appraisal cycle, HR organizes 360-degree feedback for a DBSL from their supervisor, peers, subordinates, and customers. Based on the DBSL-specific five success factors and behavior anchor scales, feedback is converted into specific ratings, and an Olympic average is calculated (removing the highest and lowest scores) to reduce bias. If evaluating other positions such as sales or finance, only the five-level rating definitions are used; success factors must be built separately, and the DBSL's five cannot be directly applied.