Implementation of 360 Degree Feedback Performance Appraisal System for Civil Servants: A Good Things Towards Behavior and Performance Change

Abstract

In this article, a framework model is introduced and recommended for the implementation of a 360-degree feedback performance appraisal system as a civil servant performance appraisal system approach that is effective in creating innovative work behaviors, performance appraisal fairness, commitment, and individual performance improvement, thus supporting the creation of individual change and organizational development.This paper selects an exploratory study using a theoretical approach based on performance management, and a practical experience approach from the application of a civil servant performance appraisal system in government organizations. The data analysis method used is a qualitative research method.This article is based on the results of a study of the theory of a 360-degree feedback performance appraisal system, practical experience in government organizations that still use a formal civil servant performance appraisal system, and the latest government regulations on performance management of civil servants in Indonesia which should have been implemented as a basis for assesment the performance of civil servant.This paper fulfills the identified need to present an integrated model of a 360-Degree Feedback Performance Assessment System with Individual Development and Organizational Development for Government Institutions. To the best of the researcher's knowledge, this is the first study to show that the developed model can support behavior change and individual performance improvement for each Civil Servant.