Clarity - 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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Clarity	Agree	Unsure	Disagree	N/A
Communicates ideas and facts clearly and effectively in writing.
Adjusts communication methods to the needs of the audience.
Communicates with clarity and efficiency.
Is clear about the roles and duties of team members.
Maintains clarity in goals and objectives.
Flexibility	Agree	Unsure	Disagree	N/A
Flexible and resilient in addressing critical incidents.
Able to deal with uncertain and unpredictable events.
Adapts to new organizational structures, policies, or procedures.
Embraces issues as opportunities to learn and grow.
Adapts to circumstances as needed.
Continual Learning	Agree	Unsure	Disagree	N/A
Sets relevant learning objectives and goals.
Improves on their skill sets.
Builds on their strengths while addressing their weaknesses.
Participates in regular training offered.
Grasps new ideas, concepts, technical, or business knowledge.
Attitude	Agree	Unsure	Disagree	N/A
Accommodates differing work styles and needs when planning team interactions.
Offers to test new tools, systems, or workflows to improve organizational effectiveness.
Shows up each day with a commitment to exceed expectations, not just meet them.
Shows restraint in their tone and demeanor.
Faces setbacks with composure and reframes challenges as opportunities for growth.
Managing Performance	Agree	Unsure	Disagree	N/A
Sets the Objectives and Key Results (OKRs) required for the position.
Implements remediation plans with follow up after 3 months.
Assigns responsibility for meeting specific objectives.
Sets and maintains high standards for self and others.
Addresses performance issues as soon as possible.
Goals	Agree	Unsure	Disagree	N/A
Actively provides the necessary resources, guidance, and encouragement to help ensure success of the goals.
Creates goals are aligned with the broader vision and mission of the organization.
Begins each coaching session with a determination of what goals should be achieved.
Avoids unproductive actions that fail to advance the achievement of the goal.
May revise or modify clearly defined goals if they are deemed incorrect or unsuitable once the situation is fully understood.
Results Oriented	Agree	Unsure	Disagree	N/A
Recognizes and rewards employees who consistently take ownership of their work.
Sets important goals for the department.
Sets ambitious goals and proactively seeks ways to surpass them.
Prioritizes tasks based on impact and urgency to optimize resource allocation.
Modifies team roles or workflows to better align with changing business conditions.
Objectives	Agree	Unsure	Disagree	N/A
Ability to establish realistic goals.
Organizes and schedules events, activities, and resources.
Communicates goals and objectives to employees.
Establishes goals and objectives.
Effectively organizes resources and plans
Recognition	Agree	Unsure	Disagree	N/A
Says "thank you" to show appreciation for work of others.
Creates recognition programs that drive improvements in organizational performance.
Compliments other people when they do good work
Includes employees in important communications/messages/teams as a form of recognition for doing good work.
Recognizes employees that participate on important teams.

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

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

    
    
47. Strengths
    
    
    
48. Areas for Development
    
    
    
49. Please give any final comments or suggestions for [Participant Name Here]'s assessment.