Bias for Action - 360 Degree Feedback Survey Sample #8

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 six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

Method of use: As part of the review process, managers will receive feedback from peers and staff. 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 manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.



Please complete your response by .

Bias for Action	Agree	Unsure	Disagree	N/A
Motivates others to achieve or exceed goals
Displays high energy and enthusiasm on consistent basis.
Identifies ways to simplify work processes and reduce cycle times
Seeks and utilizes opportunities for continuous learning and self-development.
Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
Supervisory Skills	Agree	Unsure	Disagree	N/A
Delegates effectively.
Maintains good working relationships with employees.
Is aware of the unique strengths of each employee.
Treats all staff equitably.
Resolves personnel problems quickly and effectively.
Delegation	Agree	Unsure	Disagree	N/A
Delegates authority and responsibility to subordinates and holds them accountable for their actions.
Defines goals and objectives for subordinates.
Defines the roles, responsibilities, required actions, and deadlines for team members.
Sets clear and reasonable expectations for others and follows through on their progress.
Entrusts subordinates with important tasks.
Quality	Agree	Unsure	Disagree	N/A
Analyze what occurred and re-adjusts accordingly when goals are not met.
Reflects on what is working and what could be improved.
Encourages employees to produce the best quality products.
Always strives to produce the highest quality work products.
Corrects issues in a timely manner.
Change Management	Agree	Unsure	Disagree	N/A
Supports new initiatives for organizational changes to improve effectiveness.
Effective in implementing new organizational vision and values.
Supports the Company's efforts to implement changes.
Addresses organizational and departmental resistance to changes.
Works cooperatively with others to implement changes.
Managing Risk	Agree	Unsure	Disagree	N/A
Avoids maintaining the status quo (or standard operating procedures) when addressing new and influential situations.
Offers training to reduce safety incidents in the workplace.
Accurately perceives potential risks in the workplace and initiates preventative measures.
Recognizes that small changes may snowball into major events.
Tracks risks in a project.
Regulatory/Compliance	Agree	Unsure	Disagree	N/A
Complies with regulatory requirements for the state.
Offers training to employees to ensure they are complying with regulations.
Knows who to contact at various regulatory agencies if needed.
Maintains a state of readiness to address new and changing regulations and procedures.
Offers training to employees to ensure they comply with regulations.
Coaching	Agree	Unsure	Disagree	N/A
Meets regularly with employees to coach them on areas that will enhance their performance
Helps employees to understand responsibilities, authority, and expectations.
Provides clear, motivating, and constructive feedback.
Coaches employees in how to strengthen knowledge and skills to improve work performance.
Addresses employee behavior problems effectively.
Strategic Insight	Agree	Unsure	Disagree	N/A
Communicates vision for the department and company.
Analyzes records and reports to obtain insight into potential issues and trends.
Identifies root causes of problems.
Implements long-term solutions to problems.
Formulates strategies and action plans to ensure successful completion of goals and objectives.
Organizational Fluency	Agree	Unsure	Disagree	N/A
Adept at navigating within the culture of the department.
Anticipates problems that may affect the department.
Is aware of other organizational cultures to compare/contrast with the current organizational culture.
Able to explain departmental policies and procedures to others.
Gets things done through the department.

51. Overall, please rate the effectiveness of [Participant Name Here].
    

    5- Very Effective 4- Effective 3- Neither 2- Ineffective 1- Very Ineffective

    
    
52. Strengths
    
    
    
53. Areas for Development
    
    
    
54. Please give any final comments or suggestions for [Participant Name Here]'s assessment.