Mid-market HR teams running formal 360 review cycles quickly hit the limits of ERPNext HR out of the box. Native Appraisal and Appraisal Template support goal- and KRA-based, mostly top-down evaluation — they were never designed for multi-rater feedback where a single employee is scored by peers, managers, direct reports and themselves, with the rater's identity hidden from the person being reviewed. Teams end up exporting to spreadsheets or a third-party SaaS tool, breaking the link between the review data and the employee master, and losing anonymity guarantees in the process. That is exactly the gap this product closes, natively inside ERPNext.

ECOSIRE builds a proper Frappe app (installed with bench get-app / bench install-app) that adds a dedicated 360 module rather than hacking core DocTypes. The core data model is a set of new DocTypes — a 360 Review Cycle, a 360 Competency Questionnaire with weighted question rows, a 360 Rater Assignment, and an anonymized 360 Feedback Response — all linked back to the standard Employee DocType so results stay in your HR data. Rater groups (peer / manager / report / self) are configurable per cycle, each group carrying its own score weight, so a manager's rating can count differently from a peer's in the final composite. Responses are decoupled from rater identity at the storage layer: the person under review sees aggregated scores and anonymized comment threads, never who said what, while the required minimum-responses-per-group threshold prevents small-sample de-anonymization.

The workflow is wired with Frappe's own primitives. hooks.py doc events (on_submit, validate) enforce cycle state transitions and lock responses once submitted; scheduler events (scheduler_events cron/daily hooks) drive automated invitation and reminder emails to raters who haven't completed their assignments before the cycle deadline. Server scripts compute the weighted aggregates and gap analysis (self-score vs. others-score deltas) on submission, and the results surface as ERPNext report views and print-format-ready competency heatmaps. Access is governed by Frappe role profiles and permission rules — an HR Manager role can configure cycles and read aggregated reports, raters get scoped access only to their own assignments, and row-level permissions keep one department's data out of another's. A set of whitelisted methods exposed over the Frappe REST API lets you launch cycles or pull aggregated results programmatically, and optional client scripts improve the rater form UX (progress indicator, save-and-resume).

Because this is build-to-order, nothing ships until we agree on scope. We start with a short scoping call to confirm your rater-group model, competency framework, weighting rules and anonymity thresholds, then build against your Frappe/ERPNext v15 or v16 instance. Typical delivery is 2–4 weeks from confirmed scope. You receive the installable app source, a UAT pass on a staging copy of your site with a documented rollback plan, and a post-go-live support window — plus the full git repository so your team (or ours) can extend it later. It is your code on your instance, not a locked SaaS black box.