The benefits and challenges of introducing the 360-degree feedback in the public service of Malta

Abstract

The Public Service of Malta uses single-source performance appraisals to measure and manage public officers’ performance. However, the literature highlights the ample benefits of multi-source feedback and shows that foreign public services are shifting to multi-source feedback. Thus, this study aims to evaluate the introduction of the 360-degree feedback in the Public Service of Malta by analysing the potential benefits and challenges of such an introduction.

Subsequently, the benefits and challenges of the current and the proposed 360-degree feedback as well as the general perception of the 360-degree feedback process are analysed using mixed methodology. Questionnaires are used to gather general quantitative data from public officers whilst interviews are conducted with officers in management/administration positions to gather indepth, qualitative data.

From the findings, it was concluded that whilst public officers’ regard the 360-degree feedback as highly beneficial, the challenges outlined by interviewees will most likely hinder its successful implementation. Furthermore, generally, participants are against the introduction of the 360-degree feedback as a replacement to the current system. However, there is a positive perception on the self-assessment and the introduction of the 360-degree feedback as a complementary employee/leadership development tool to the current performance appraisal.

Moreover, public officers’ feedback indicates that they are open and receptive to receiving feedback from multiple sources. Thus, it is suggested, amongst others, that a self-assessment is introduced to the current performance appraisal system and the 360-degree feedback is introduced as a leadership development tool for senior management.