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360 Feedback Survey Example 1

360 Feedback begins here, with the employee receiving feedback from a selected group of feedback givers. A questionnaire form measuring a variety of business related competencies is used to provide a standardized format for collecting performance feedback.

A group of 12 to 20 feedback givers is comprised of managers/supervisors, peers/colleagues, direct reports/subordinates, and others. The others can include internal or external stakeholders, clients/customers, or others the individual interacts with.

This example questionnaire (below) shows how multiple competencies and comments can be an integral part of the survey to provide valuable feedback to the employee. A comment box is provided for each rating made by the participant. These written comments provide feedback in more detail than just a single rating.

Editing the Items

You can edit the questionnaire items below by clicking on the "Edit this Survey" button. You are able to make any changes you feel are needed. This will enable you to include the questions that you feel are most important for your assessment process.


ABC Global 360-Degree Feedback

Rater:

You are providing feedback to:



Instructions

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of 's leadership development process. This tool is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve months. Your responses will be merged with other's feedback and presented to the manager to guide them in their on-going development. Comments will be shared anonymously as written with the manager, unless you indicate otherwise.

Method of use: As part of the annual appraisal process, leaders receive feedback from peers, subordinates, customers and supervisors. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the individual's annual appraisal and development plan.

Your questionnaire can be customized to include competencies and items relevant for your needs. Competencies and items can vary depending on job classification or other demographic factors.

To what extent does ____________ exhibit the following ...

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Communication Skills

 Needs
Improvement		 Could Benefit
from
Development 		Performs
as
Expected 		Is a
Role Model
for Others 		Don't
Know
  1. Writes complete and developmentally-oriented performance appraisals with clear goals, using SMART criteria
  1. Communicates Corporate initiatives in a relevant and actionable manner to employees within his/her organization.
  1. Notifies others about developments in plans and goals.
  1. Confidently communicates across all organizational levels, including external stakeholders.
  1. Communicates crucial information to others.
  1. Can effectively deliver presentations.
  1. Is approachable and accessible when needed.
  1. Willing to accept feedback from others.
  1. Maintains eye contact to foster direct communication.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?

Establishing Focus/Direction

 Needs
Improvement		 Could Benefit
from
Development 		Performs
as
Expected 		Is a
Role Model
for Others 		Don't
Know
  1. Decides on key performance indicators (KPIs) to measure individual and team success.
  1. Makes sure that employees understand and identify with the team's mission.
  1. Articulates the goals, expected outcomes, and how the goal contributes to the broader vision of the organization.
  1. Aligns the team's efforts, energy, and focus on a shared goal.
  1. Pays close attention to how tasks are distributed among employees.
  1. Determines the distribution of tools, equipment, and budget needed to achieve objectives.
  1. Expands employee focus from day-to-day tasks to more strategic goals.
  1. Stays focused even when under pressure and stress.
  1. Balances team workload by redistributing tasks when capacity or availability changes.
If [Participant Name] were to make improvements in Establishing Focus/Direction, what are your suggestions for how he/she can improve this?

Supervisory Skills

 Needs
Improvement		 Could Benefit
from
Development 		Performs
as
Expected 		Is a
Role Model
for Others 		Don't
Know
  1. Offers non-monetary rewards as incentives for employees.
  1. Willing to consider a spectrum of disciplinary measures, ranging from formal warnings to unpaid leave.
  1. Assigns tasks appropriately.
  1. Communicates effectively to avoid issues, conflicts and errors on the job.
  1. Decides the order that tasks need to be completed.
  1. Introduces targeted training and development initiatives to address and elevate subpar performance.
  1. Exemplifies professionalism in the workplace.
  1. Fosters an environment that supports open communication.
  1. Provides direction and coaching to employees.
If [Participant Name] were to make improvements in Supervisory Skills, what are your suggestions for how he/she can improve this?

Managing Risk

 Needs
Improvement		 Could Benefit
from
Development 		Performs
as
Expected 		Is a
Role Model
for Others 		Don't
Know
  1. Determines the impact of specific risks on marketplace.
  1. Creates informative guides regarding potential risks and risky behaviors.
  1. Adds value to the organization through acceptance of certain risk.
  1. Accurately perceives potential risks in the workplace.
  1. Establishes good controls over the process to better manage risks.
  1. Integrates risk management processes, data, and analytics across the company.
  1. Understands how to meet regulatory compliance.
  1. Tracks and monitors incidents that may increase the risk of adverse consequences.
  1. Determines the amount of deviation from the plan that will be tolerated.
If [Participant Name] were to make improvements in Managing Risk, what are your suggestions for how he/she can improve this?

Regulatory/Compliance

 Needs
Improvement		 Could Benefit
from
Development 		Performs
as
Expected 		Is a
Role Model
for Others 		Don't
Know
  1. Conducts periodic audits of reporting systems to identify discrepancies and improve data integrity.
  1. Facilitates training sessions to educate employees on how to use reporting tools effectively.
  1. Maintains compliance with federal, state, and local laws.
  1. Familiar with EEOC, FLSA, OSHA and ERISA acts/standards.
  1. Responds accurately and completely to questions from regulators.
  1. Responds promptly to inquiries from regulatory bodies.
  1. Offers training on various subjects to help ensure employees are aware of regulations.
  1. Complies with regulatory requirements for the state.
  1. Develops dashboards that visualize compliance metrics for internal and external stakeholders.
If [Participant Name] were to make improvements in Regulatory/Compliance, what are your suggestions for how he/she can improve this?

Empowering Others

 Needs
Improvement		 Could Benefit
from
Development 		Performs
as
Expected 		Is a
Role Model
for Others 		Don't
Know
  1. Encourages employees to define their own goals and success metrics for assigned work.
  1. Gives employees opportunities to demonstrate their skills.
  1. Assigns tasks that allow employees to use their critical thinking skills.
  1. Views others in the department as valued assets to be trained and employed.
  1. Gives employees autonomy to complete tasks on their own.
  1. Considers ideas from employees that may challenge traditional ways of doing the job.
  1. Allows individuals to be responsible for their decisions.
  1. Delegates meaningful responsibilities that signal trust and confidence.
  1. Distributes the workload to subordinates.
If [Participant Name] were to make improvements in Empowering Others, what are your suggestions for how he/she can improve this?

Business Acumen

 Needs
Improvement		 Could Benefit
from
Development 		Performs
as
Expected 		Is a
Role Model
for Others 		Don't
Know
  1. Exhibits behavior that is consistent with the vision, mission, and core values of the organization
  1. Considers impact of actions on other areas of the organization.
  1. Recognizes patterns and trends in the business.
  1. Fosters a critical analysis of events and issues.
  1. Establishes key performance indicators (KPIs) to measure progress and success.
  1. Bases decisions on business data rather than on intuition or hunches.
  1. Creates a risk management strategy to meet the business needs of the organization.
  1. Engages in strategic alliances with valued partners.
  1. Creates unique strategies that impact the Company.
If [Participant Name] were to make improvements in Business Acumen, what are your suggestions for how he/she can improve this?

Organizational Fluency

 Needs
Improvement		 Could Benefit
from
Development 		Performs
as
Expected 		Is a
Role Model
for Others 		Don't
Know
  1. Able to explain departmental policies and procedures to others.
  1. Effective in communicating with others within the organization.
  1. Able to deal with sensitive issues with tact and professionalism.
  1. Understands departmental policies and procedures.
  1. Understands the current organizational culture.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
  1. Anticipates problems that may affect the department.
  1. Gets things done through the department.
  1. Adept at navigating within the culture of the department.
If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can improve this?



  1. Strengths


  2. Areas for Development


  3. Please give any final comments or suggestions for [Participant Name Here]'s assessment.