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Additional studies found no correlation between an employee's multi-rater assessment scores and his or her top-down performance appraisal scores ( provided by the person's supervisor ), and advised that although multi-rater feedback can be effectively used for appraisal, care should be taken in its implementation.

This research suggests that 360-degree feedback and performance appraisals get at different outcomes, and that both 360-degree feedback and traditional performance appraisals should be used in evaluating overall performance.