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
Displays high energy and enthusiasm on consistent basis.
Identifies ways to simplify work processes and reduce cycle times
Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
Encourages risk taking and experimentation to improve performance
Coach others to foster an environment which can adapt quickly and willingly to rapid change.
Supervisory Skills	Agree	Unsure	Disagree	N/A
Willing to consider a spectrum of disciplinary measures, ranging from formal warnings to unpaid leave.
Sets a good example for others to follow.
Maintains professional interactions with peers, customers, and employees.
Communicates effectively with employees.
Determines appropriate staffing levels for the job.
Delegation	Agree	Unsure	Disagree	N/A
Encourages and empowers subordinates to use initiative in achieving goals and objectives.
Allows subordinates to use their own methods and procedures.
Allows employees to decide how they wish to complete the tasks.
Defines the roles, responsibilities, required actions, and deadlines for team members.
Clearly defines duties and tasks to be completed.
Quality	Agree	Unsure	Disagree	N/A
Maintains detailed instructions to ensure consistency and quality in the production line.
Adopts, integrates, and disseminates quality guidelines and standards.
Engages and leads staff in implementation of new quality procedures.
Communicates with team members regarding best quality practices.
Analyzes quality improvement plans and initiatives.
Change Management	Agree	Unsure	Disagree	N/A
Assists others in understanding changes to the organization.
Effective in implementing new organizational vision and values.
Supports the Company's efforts to implement changes.
Develops plans for following through on the changes.
Develops a strategy for implementing changes.
Managing Risk	Agree	Unsure	Disagree	N/A
Determines the impact of specific risks on infrastructure.
Accepts risk as needed.
Monitors risk events and notifies appropriate stakeholders.
Looks for opportunities to turn a risk event into an advantage for the company.
Creates informative guides regarding potential risks and risky behaviors.
Regulatory/Compliance	Agree	Unsure	Disagree	N/A
Creates a standardized response protocol for responding to compliance related issues.
Coordinates with legal counsel investigating any instances of misconduct.
Formulates compliance policies and procedures.
Trains and coordinates activies of compliance officers.
Implements internal control processes to detect misconduct or patterns of illegal transactions.
Coaching	Agree	Unsure	Disagree	N/A
Conducts regular performance appraisals and feedback.
Addresses employee behavior problems effectively.
Meets regularly with employees to coach them on areas that will enhance their performance
Develops the skills and capabilities of others.
Helps employees to maintain high personal standards.
Strategic Insight	Agree	Unsure	Disagree	N/A
Inspires employees to adopt the strategic plan.
Ensures that the department's goals are strategically aligned with the company's goals.
Analyzes unique issues or problems impacting the Company.
Allocates proper resources for employee training to meet future needs based on insight into employee skill levels.
Analyzes records and reports to obtain insight into potential issues and trends.
Organizational Fluency	Agree	Unsure	Disagree	N/A
Effective in communicating with others within the organization.
Able to deal with sensitive issues with tact and professionalism.
Understands departmental policies and procedures.
Able to explain departmental policies and procedures to others.
Adept at navigating within the culture of 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.