This week's literature was on evidence-based methods used by industrial-organizational (I/O) psychologists during employee evaluations like the performance appraisal which is called 360-degree feedback appraisal (Cascio & Aguinis, 2019). Within this system, the employee's appraisal derives from a combination of ratings by supervisors, peers, employees supervised by the employee, and from the employee (Oostrom, et al., 2016). The purpose of 360-degree performance appraisal system is to give the employee who may be a manager or supervisor different perspectives of the employee's job performance and the system should help employees make improvements through their own efforts or through training (Oostrom, et al., 2016)