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2. 360-degree feedback - Wikipedia

   en.wikipedia.org/wiki/360-degree_feedback

   360-degree feedback (also known as multi-rater feedback, multi-source feedback, or multi-source assessment) is a process through which feedback from an employee's colleagues and associates is gathered, in addition to a self-evaluation by the employee. 360-degree feedback can include input from external sources who interact with the employee ...

3. Clark L. Wilson - Wikipedia

   en.wikipedia.org/wiki/Clark_L._Wilson

   Clark L. Wilson (August 31, 1913 – August 12, 2006 in Winchester, Virginia) was an American industrial psychologist who introduced the concept of 360 feedback surveys for management training and development applications. From 1970-1973 he developed his first 360-degree feedback survey, the "Survey of Management Practices". It was based on a ...

4. Talk:360-degree feedback - Wikipedia

   en.wikipedia.org/wiki/Talk:360-degree_feedback

   360 degree feedback refers to the process of gathering 360 degree feedback. 360 degree review refers to the use of 360 degree feedback... for review. As a process, they are identical, and their articles should be merged and relationship clarified within that one article to explain that difference. The common advice against the use of 360 degree ...

5. Hacker stole documents from file server used in civil case ...

   www.aol.com/hacker-stole-documents-file-sharing...

   A hacker gained access to an online secure document-sharing file between attorneys involved in a civil lawsuit brought by a close friend of former Rep. Matt Gaetz, according to sources familiar ...

6. Karen L. Katen - Pay Pals - The Huffington Post

   data.huffingtonpost.com/paypals/karen-l-katen

   From January 2008 to December 2012, if you bought shares in companies when Karen L. Katen joined the board, and sold them when she left, you would have a 128.0 percent return on your investment, compared to a -2.8 percent return from the S&P 500.

7. Performance appraisal - Wikipedia

   en.wikipedia.org/wiki/Performance_appraisal

   For example, employees of routine jobs where performance maintenance is the goal would benefit sufficiently from annual PA feedback. On the other hand, employees of more discretionary and non-routine jobs, where goal-setting is appropriate and there is room for development, would benefit from more frequent PA feedback.