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
Conveys a sense of urgency about addressing problems and opportunities
Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
Motivates others to achieve or exceed goals
Coach others to foster an environment which can adapt quickly and willingly to rapid change.
Seeks and utilizes opportunities for continuous learning and self-development.
Supervisory Skills	Agree	Unsure	Disagree	N/A
Schedules follow up meetings if employee's performance is below average.
Is a calming force during stressful periods.
Effective in resolving conflicts to mutual satisfaction of the parties.
Willing to consider a spectrum of disciplinary measures, ranging from formal warnings to unpaid leave.
Able to remain calm in tense situations.
Delegation	Agree	Unsure	Disagree	N/A
Entrusts subordinates with important tasks.
Delegates authority and responsibility to subordinates and holds them accountable for their actions.
Allows employees to decide how they wish to complete the tasks.
Defines goals and objectives for subordinates.
Allows subordinates to use their own methods and procedures.
Quality	Agree	Unsure	Disagree	N/A
Systematically and thoroughly inspects products for consistency in meeting specifications.
Verifies the operators have the necessary equipment and supplies to ensure high quality.
Implements appropriate training to maintain high quality standards.
Establishes timeframes for achieving suitable quality levels.
Committed to the improvement of the quality of services and products.
Change Management	Agree	Unsure	Disagree	N/A
Able to get department employees to accept new changes.
Is a leading force driving changes.
Effective in dealing with ambiguous and challenging situations.
Inspires others to accept changes.
Assists others in understanding changes to the organization.
Managing Risk	Agree	Unsure	Disagree	N/A
Create contingency plans.
Aligns risk management activities with existing processes.
Recognizes the potential impact of systemic risks.
Understands the possible financial risks of different events.
Uses risk management to ensure smooth operations.
Regulatory/Compliance	Agree	Unsure	Disagree	N/A
Performs regular compliance audits.
Creates documents and reports as needed to maintain compliance with regulations.
Develops the appropriate incentives (or disincentives) for regulatory compliance.
Prepares and presents annual reports as required.
Observes, monitors and coordinates compliance activities.
Coaching	Agree	Unsure	Disagree	N/A
Develops the skills and capabilities of others.
Provides clear, motivating, and constructive feedback.
Addresses employee behavior problems effectively.
Coaches employees in how to strengthen knowledge and skills to improve work performance.
Helps employees to maintain high personal standards.
Strategic Insight	Agree	Unsure	Disagree	N/A
Allocates proper resources for employee training to meet future needs based on insight into employee skill levels.
Understands the Company's strengths and weaknesses and uses this information to create optimal solutions to problems.
Creates strategies that significantly benefit the Company.
Converses with customers and clients to get a better insight into their personal needs.
Creates strategic plans to develop and promote organizational and area strengths, as well as to address weaknesses based on insight from surveys.
Organizational Fluency	Agree	Unsure	Disagree	N/A
Is aware of other organizational cultures to compare/contrast with the current organizational culture.
Adept at navigating within the culture of the department.
Able to use corporate politics to advance department objectives.
Understands departmental policies and procedures.
Able to deal with sensitive issues with tact and professionalism.

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.