Is 360-degree feedback data legally defensible if linked to performance appraisal and utilized for merit increase, bonus, promotion or firing decisions?
As William Swan & Philip Margulies summarize in their book “How to Do A Superior Performance Appraisal”, EEOC guidelines state that “an org. must demonstrate that its appraisal process is valid, that it is job related, and that it accurately measures significant aspects of job performance. The organization must demonstrate that the appraisal system is the best available method, that no other system is less discriminatory.” This in turn requires that the raters can be identified with the ratings they provide. Given that raters are anonymous in the 360-degree feedback process, revealing raters would violate confidentiality. Ultimately, organizations could be at risk if 360-degree feedback scores are utilized for decisions arising from an appraisal process.
Related Questions
- Is 360-degree feedback data legally defensible if linked to performance appraisal and utilized for merit increase, bonus, promotion or firing decisions?
- How can a supervisor go about getting customer and employee feedback for the performance appraisal?
- Can 360 degree feedback be used to replace traditional performance appraisal systems?
