This 360 Degree Evaluation agreement is designed for organizations operating in South Africa that seek to implement a comprehensive performance feedback system. The document is particularly crucial when establishing or formalizing a multi-source feedback process that complies with South African employment and data protection legislation. It provides the legal and procedural framework for gathering, processing, and utilizing feedback from various organizational stakeholders while ensuring compliance with the Labour Relations Act and POPIA. The agreement is typically implemented when organizations want to move beyond traditional top-down evaluations to a more holistic assessment approach, or when updating existing evaluation systems to meet current legal requirements and best practices.
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Key Requirements PROMPT example:
360 Degree Evaluation
"I need a 360 Degree Evaluation agreement for our multinational IT company's South African operations, launching March 2025, that includes provisions for cross-border data transfers and remote evaluations, with specific focus on technical roles and client feedback integration."
1. Parties: Identification of the employer and employee subject to the evaluation
2. Background: Context of implementing the 360-degree evaluation system and its purpose within the organization
3. Definitions: Key terms used in the document including 'evaluators', 'feedback providers', 'evaluation cycle', 'competencies', etc.
4. Purpose and Objectives: Clear statement of the evaluation's goals, intended outcomes, and benefits
5. Evaluation Process: Detailed description of how the 360-degree evaluation will be conducted
6. Roles and Responsibilities: Definition of roles for all participants including subject, evaluators, HR department, and external facilitators if any
7. Confidentiality and Data Protection: Provisions for handling sensitive information in compliance with POPIA
8. Feedback Collection and Processing: Methods and procedures for collecting, analyzing, and presenting feedback
9. Implementation of Results: How the evaluation results will be used for development and performance management
10. Review and Appeal Process: Procedures for addressing concerns or disputes about the evaluation process
1. External Facilitator Provisions: Required when external consultants are involved in administering the evaluation
2. Cross-Border Data Transfer: Necessary when evaluation data is processed or stored outside South Africa
3. Integration with Performance Management: Include when 360-degree feedback directly affects performance reviews or compensation
4. Development Planning: Optional section detailing how evaluation results link to personal development plans
5. Remote Evaluation Procedures: Include when evaluations need to be conducted remotely or in hybrid work environments
1. Schedule A - Competency Framework: Detailed listing of competencies and behaviors being evaluated
2. Schedule B - Evaluation Timeline: Annual or periodic schedule of evaluation activities and deadlines
3. Schedule C - Evaluation Forms: Standard templates and questionnaires used in the evaluation process
4. Schedule D - Participant Guidelines: Detailed instructions for all participants in the evaluation process
5. Appendix 1 - Data Protection Protocols: Specific procedures for ensuring POPIA compliance
6. Appendix 2 - Feedback Report Template: Standardized format for presenting evaluation results
Authors
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Professional Services
Information Technology
Healthcare
Manufacturing
Retail
Education
Telecommunications
Mining
Construction
Public Sector
Consulting
Hospitality
Non-Profit Organizations
Energy
Relevant Teams
Human Resources
Legal
Organizational Development
Training and Development
Employee Relations
Performance Management
Talent Management
Executive Leadership
Compliance
Internal Communications
Relevant Roles
Human Resources Director
HR Manager
Performance Management Specialist
Organizational Development Manager
Training and Development Manager
Department Head
Team Leader
Senior Manager
Chief Human Resources Officer
Talent Development Specialist
Employee Relations Manager
HR Business Partner
Chief Executive Officer
Managing Director
Operations Manager
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