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Typically, perfomance appraisal has been limited to a feedback process between employees and supervisors. However, with the increased focus on teamwork, employee development and customer service, the emphasis has shifted to employee feedback from the full circle of sources. This multiple -input approach to performance feedback is`sometimes called 360-degree assessment to connote that full circle.
There are no prohibition in law or regulation against using a variety of rating sources. in addition to the employee's supervisor, for assessing performance. Research has shown, assessment approaches with multiple rating sources provide more accurate, reliable and credible information. For this reason, the US Office of Personnel Management supports the use of multiple rating sources as an effective method of assessing performance for formal appraisal and other evaluative and developmental purposes. The 360-degree feedback process has become persuasive in management and human resource development practices. Reported statistics on the 360-degree use suggest that it has gone from almost unheard of in 1980s to widespread use in 2000.
译文：
通常，绩效考核仅仅限于主管和员工之间的双向考核。然而随着企业对于团队合作，员工开发与客户服务的重视，员工考核的重心已经转向全方位的反馈与评价。这种多元反馈评价也被称为360度全方位评价。
法律与法规并没有禁止多元考核。研究表明全方位考核的信息更加准确、可靠。因此美国人事管理局将这样的考核方式列为他们的目标。目前全方位考核已经在企业的人事制度中被广泛应用，数据表明正是在2000起，它被广为接受。
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