March 1996

The Policy Perspective On: 360-Degree Assessment

Statute. Section 4302 of title 5, United States Code, authorizes agencies to develop appraisal systems that provide for periodic appraisal of job performance and permit the accurate evaluation of job performance including the extent of courtesy demonstrated to the public. The law does not address any particular methods for conducting such appraisals.

Although 360-degree assessment is addressed nowhere specifically in title 5, other fundamental provisions of the law cover the application of such a method, and agencies must be mindful of these general provisions.

At 5 U.S.C. § 2302(a)(2)(A)(viii), "a performance evaluation under chapter 43 of this title" is specifically included as an example of a "personnel action" addressed in Section 2302, Prohibited personnel practices. Section 2302(b) goes on to state that:

"Any employee who has authority to take, direct others to take, recommend, or approve any personnel action, shall not, with respect to such authority-1) discriminate for or against any employee...; (2) solicit or consider any recommendation or statement, oral or written, with respect to any individual who requests or is under consideration for any personnel action except as provided under section 3303(f)...."

Section 3303(f), in turn, states that: "An agency, or any authorized officer or employee of an agency, may solicit, accept, and consider, and any other individual or organization may furnish or transmit to the agency or such authorized officer or employee, any statement with respect to an employee...who requests or is under consideration for a personnel action, if (1) the statement is furnished pursuant to a request or requirement of the agency and consists solely of an evaluation of the work performance, ability, aptitude, and general qualifications of the employee...."

In addition, the information gathered as part of 360-degree assessment is subject to the provisions of 5 U.S.C. § 552a, Records maintained on individuals, and its implementing regulations.

Governmentwide Regulation. 360-degree assessment is not the subject of any specific regulations. However, the 1995 revisions to the general appraisal regulations were carefully developed to allow for multiple-rater assessments. 5 CFR 430.102(b) notes that performance management involves the use of "appropriate measures of performance." Elsewhere in the appraisal regulations, the wording about appraisal and measurement has been kept general to prevent any conflict with using multiple information sources.

OPM Policy. No formal policy has been developed on 360-degree assessment. OPM guidance on this subject is available in the concept paper, 360-Degree Assessment: An Overview. OPM supports the use of multiple raters as an effective method of assessing performance-both for developmental and appraisal needs. Research has shown that a 360-degree assessment or appraisal process provides more accurate, reliable, and credible information. In addition, the use of customer input as part of a 360-degree assessment is one of the more common methods of evaluating courtesy to the public.

Agency Policy. Agencies can develop internal policy regarding the use of multiple sources of assessment input. Given the prohibited personnel practices statutes, agencies would do well to include as part of the training for employees who will be providing rating input reminders of their obligations under sections 2302 and 3303 of title 5, United States Code.