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Clarity - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Clarity:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Instructions:

[Company] is conducting a 360-Degree Feedback Assessment developed by HR-Survey for selected managers.

You have been selected to provide feedback on the employee listed above. Your feedback is an important part of our company's leadership development process and this survey 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 questions below, think about your experiences working with this employee over the last twelve months. The effectiveness of this development tool is dependent on your honest, forthright and constructive responses so please bear this in mind as you answer each question. Your responses will be aggregated with the responses received from others and discussed with the employee to foster growth and on-going development.

Partially completed forms can be saved by using the Save/Still Working button at the bottom of the page. You may return at a later time to complete/edit the form. Your saved responses will be shown each time you re-visit the feedback form. When you are certain that you have completed your responses, and will be not making any changes, click the Complete button.

Competencies Included:
Clarity, Punctuality, Management, Achievement, Client Focus, Co-worker Development, Recognition, Organizational Fluency
Sample Result Document:
Sample Results
Your feedback is valuable in helping the individual to understand how they are perceived and experienced by others and the impact their behavior has on people in the organization with whom they interact. Feedback received also acknowledges strengths and identifies areas for development.

Use the form below to provide your feedback. Each field and comment box requires a response before you can SUBMIT your final feedback.

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team
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Clarity

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Seeks to reduce ambiguity in messaging and documents.
  1. Clearly defines work objectives for employees.
  1. Avoids creating ambiguity or mixed messages.
  1. Communicates with clarity and efficiency.
  1. Is clear about goals that need to be achieved.
  1. Attends to the important details of a job or task.
If [Participant Name] were to make improvements in Clarity, what are your suggestions for how he/she can improve this?

Punctuality

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Invoices clients on a timely basis.
  1. Avoids making personal phone calls during working hours.
  1. Starts the workday when scheduled.
  1. Maintains an efficient schedule of activities.
  1. Arrives to meetings on time.
  1. Starts meetings on time.
If [Participant Name] were to make improvements in Punctuality, what are your suggestions for how he/she can improve this?

Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Links recognition to the completion of specific departmental objectives.
  1. Sets a visible example of accountability and focus, prompting peers to adopt similar standards.
  1. Analyzes underlying causes of conflict beyond surface-level symptoms to inform resolution strategies.
  1. Delegates work to employees that resonates with their interests and strengths.
  1. Sets clear expectations and reinforces accountability through consistent follow-through.
  1. Applies strategic frameworks to uncover operational gaps and assess emerging risks.
If [Participant Name] were to make improvements in Management, what are your suggestions for how he/she can improve this?

Achievement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Takes calculated risks.
  1. Takes calculated risks to achieve significant rewards.
  1. Cuts through red tape to enhance efficiency and remove unnecessary hurdles.
  1. Maintains a results-oriented mindset.
  1. Takes decisive action on lagging projects to restore momentum and ensure completion.
  1. Completes work promptly and efficiently.
If [Participant Name] were to make improvements in Achievement, what are your suggestions for how he/she can improve this?

Client Focus

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Creates innovative solutions for the clients.
  1. Consistently meets client's needs.
  1. Is committed to the client's success.
  1. Sets an example for excellent client relations.
  1. Gives feedback to the client regularly.
  1. Tailors innovative products for each client.
If [Participant Name] were to make improvements in Client Focus, what are your suggestions for how he/she can improve this?

Co-worker Development

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets and clearly communicates expectations, performance goals, and measurements to others
  1. Gives others development opportunities through project assignments and increased job responsibilities
  1. Provides access to development resources for co-workers
  1. Takes immediate action on poor performance
  1. Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Works to identify root causes of performance problems
If [Participant Name] were to make improvements in Co-worker Development, what are your suggestions for how he/she can improve this?

Recognition

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is well aware of employee performance to know when recognition is needed/deserved.
  1. Includes employees in important communications/messages/teams as a form of recognition for doing good work.
  1. Gives genuine and sincere recognition.
  1. Expresses appreciation in informal settings.
  1. Uses recognition to encourage creativity and innovative thinking.
  1. Fosters a culture of appreciation and sincere recognition.
If [Participant Name] were to make improvements in Recognition, what are your suggestions for how he/she can improve this?

Organizational Fluency

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Effective in communicating with others within the organization.
  1. Able to use corporate politics to advance department objectives.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
  1. Understands departmental policies and procedures.
  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. What are [Participant Name Here]'s greatest strengths demonstrated this year?


  2. What are [Participant Name Here]'s areas for development?


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