In another article I found on EBSCO, discussed whether or not 360 degree feedback, or really any type of employee feedback, should be simply used for development of employees, or whether it should be tied to administrative decisions such as compensation or work hours. Recently, the amount of firms which use employee feedback tied to these types of decisions has been increasing. It is questionable whether standard feedback systems are even good; that is, managers who review employees below them, a top down approach, rather than having every mixed level employee revies. One idea is combining the feedback outcomes, making them develop employee performance levels, as well as tying the feedback to salary and other job design factors.
Maylett, Tracy. "360-Degree Feedback Revisited: The Transition From Development to Appraisal." Compensation & Benefits Review 41.5 (2009): 52-59. Business Source Complete. EBSCO. Web. 1 Mar. 2010.