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 .

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Bias for Action	Agree	Unsure	Disagree	N/A
Always delivers on promises.
Compiles lists of all steps that need to be completed for a project.
Supports others to gain skills
Thinks outside the box to find innovative solutions to problems.
Starts action with minimal input or direction.
Supervisory Skills	Agree	Unsure	Disagree	N/A
Uses persuasion rather than threats of disciplinary action.
Has a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds.
Empowers employees to perform the assigned tasks.
Communicates effectively to avoid issues, conflicts and errors on the job.
Fosters an environment that supports open communication.
Delegation	Agree	Unsure	Disagree	N/A
Sets clear and reasonable expectations for others and follows through on their progress.
Gives the employees the freedom to approach tasks with their own skills and judgment, fostering creativity and problem-solving.
Entrusts employees with tasks that reflect their core proficiencies, fostering accountability and confidence.
Creates a safe environment where employees feel comfortable seeking help without fear of judgment.
Strategically delegates tasks that allow employees to excel in areas where they feel most inspired.
Quality	Agree	Unsure	Disagree	N/A
Positively influences others to strive to attain high quality standards.
Works with precision and attention to detail.
Inspires others to achieve high quality standards.
Leads others to adopt excellent quality standards and practices.
Creates and implements formal guidelines for quality controls.
Change Management	Agree	Unsure	Disagree	N/A
Develops strategies for implementing changes.
Develops a strategy for implementing changes.
Leads by example to show the employees the importance of making the necessary changes.
Ensures that employees and teams comply with the recent changes.
Obtains input and feedback from stakeholders affected by changes.
Managing Risk	Agree	Unsure	Disagree	N/A
Tracks risks in a project.
Uses data from the purchasing department to anticipate possible supply chain risks.
Implement strategies to mitigate risks.
Turns risks into opportunities for advancement.
Designs risk response activities that are proportionate to the level of risk.
Regulatory/Compliance	Agree	Unsure	Disagree	N/A
Maintains a compliance data recordkeeping system.
Conducts necessary risk assessments.
Complies with regulatory requirements for the state.
Implements internal control processes to detect misconduct or patterns of illegal transactions.
Appoints a supervisory committee to ensure effective oversight of the organization.
Coaching	Agree	Unsure	Disagree	N/A
Understands the issues that the employee may be experiencing at work.
Encourages the employee to consider other points of view.
Demonstrates that challenges are temporary and often lead to growth.
Listens to ideas and suggestions from others.
Helps individuals explore their strengths, aspirations, and areas for growth.
Strategic Insight	Agree	Unsure	Disagree	N/A
Inspires employees to adopt the strategic plan.
Notices inefficiencies or bottlenecks in workflows before they escalate into larger issues.
Detects possible misalignments between team activities and strategic goals by regularly reviewing outputs against KPIs.
Analyzes unique issues or problems impacting the Company.
Implements long-term solutions to problems.
Organizational Fluency	Agree	Unsure	Disagree	N/A
Understands the current organizational culture.
Able to use corporate politics to advance department objectives.
Effective in communicating with others within the organization.
Anticipates problems that may affect the department.
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.