360° Evaluation

What a single score can't tell you, four perspectives can

Name: Devokr
Availability: OnlineOnly
Author: Devokr

Multi-source feedback from the employee themselves, their manager, peers and direct reports. Anonymous, competency-based and development-focused. An evaluation experience that goes beyond the limits of a single subjective score.

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Free for up to 10 users, no credit card required

Four perspectives Self · Manager · Peer · Direct Report

Anonymous and fair Min rater threshold

Competency-linked Template library + PDF report

app.devokr.com / 360-evaluation

The Heart of the Module

Same employee, four different perspectives

360° evaluation is the only module that views an employee from four different perspectives. Each perspective tells its own truth, and the system combines them.

Self

The employee assesses their own strengths and growth areas. Comparing with the other perspectives surfaces blind spots.

Manager

The direct manager's perspective gives a close-up view of performance goals and day-to-day work outputs.

Peers

Same-level teammates observe team dynamics, collaboration and day-to-day interaction with the employee.

Direct Reports

Upward feedback from the manager's team surfaces blind spots in leadership, direction and coaching.

Process Efficiency · Auto-Assignment

Pick the people to evaluate, the system picks the raters

Manager and direct reports come automatically from the org chart, while peers are selected by a smart algorithm based on team hierarchy.

Self · Automatic

The evaluated person always evaluates themselves; self-assessment opens automatically in the cycle.

Manager · Automatic

The direct manager from the org chart is assigned automatically.

Direct Reports · Automatic

The evaluated person's direct reports are added automatically.

Peers · Smart algorithm

The org chart, team and department hierarchy are taken into account; up to 10 peers are included in the evaluation.

Manual Override

Admins can review the automatic selection, add or remove people, and even add new raters after the cycle has started.

Trust Mechanism · Anonymity

Anonymity protected by a minimum rater threshold

Anonymity is the foundation of 360° feedback. Knowing they could be identified by a small group makes employees less candid. Devokr automatically hides groups with too few raters in the report. The default minimum rater threshold of 3 can be increased as you wish.

Insufficient

A single peer is not visible in the report. Since anonymity cannot be preserved, the entire group is hidden.

P1 P2

Insufficient

Responses from two raters are hidden in the report. Groups below the threshold see a "not enough raters" message.

P1 P2 P3

Visible

Three or more raters become visible in the report. Even then, only the group average is shared, not individual answers.

Self and manager are always visible, since who they are is already known. Anonymity only applies to peer and direct report groups, and rater identifiers never appear in reports; who wrote what cannot be inferred from the system.

Process Lifecycle

DRAFT → IN PROGRESS → CLOSED → RELEASED

Each 360° cycle goes through four phases. While the system handles automatic aggregation and reminders, admins and managers stay in the loop at decision points.

DRAFT — preparation IN PROGRESS — ongoing CLOSED — system runs RELEASED — opened to people

Module Capabilities

A modular and secure evaluation experience

From question types to reporting, from reminders to parallel cycles — everything you need in one module.

Multiple Question Types

Scale (1-5, 1-7), free text, competency-based and rater-type-specific questions, all in one question set.

Customizable scale questions

Universal vs rater-type-specific questions

N/A answer option auto-excluded from the average

Template Library

Build organization-wide question set templates and reuse them in new evaluations with a single click.

Auto Reminders

Raters who haven't completed their evaluation receive T+ email and in-app notifications.

Professional Report & PDF

Anonymity rules are applied automatically.

Parallel Cycles

Not generally recommended, but for very large organizations parallel cycles like "Marketing 360°" or "Engineering 360°" can run at the same time.

Team-Based Scope

Apply to the entire organization or selected teams. Smart subject selection and preview catch conflicts before the cycle starts.

Decline with Reason

A rater can decline with a reason by saying "I'm not in a position to evaluate this person."

Auto Score Calculation

When the cycle closes, group averages, competency-based distributions and label mappings are calculated in parallel.

Two Modules, Two Purposes

360° vs Period Evaluation

Two modules under one roof, doing very different jobs. 360° is development and feedback focused; Period Evaluation, used alongside, leans more toward scoring and reward.

Dimension

360° Evaluation

Period Evaluation

Purpose

Development and multi-source feedback

Period performance scoring

Who Evaluates

Self + Manager + Peers + Direct Reports

Self + Manager (+ Final Evaluator)

Anonymity

Min rater threshold, raters hidden

Open, who said what is known

Score Output

Competency-based distribution, development report

Single final score, development report

Frequency

Once a year

Once a year (year-end) or in custom periods defined by the organization

Module Connection

Competency library + question sets

OKR + competency library + weighted score

Used together 360° feeds development data, and Period Evaluation reflects that development in the performance score. An employee's strengths/growth map and period score describe the same person.

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Build your multi-perspective feedback culture with Devokr

Anonymous, competency-based feedback from self, manager, peers and direct reports. Automatic assignment, automatic aggregation and professional reports.