Clarity - 360 Degree Feedback Survey Sample #9

360 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)

Thank you for providing feedback for the recipient above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Rate each item using the scale shown. If you don't feel you have enough first-hand information to rate a certain item, please choose the Not Applicable option. Comments can be very helpful; at a minimum where you give a particularly high or low rating, please share your reasons in the comment section for that competency. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing development.

Sample Result Document:
Sample Results
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.


Definite Strength Meets Standards Needs Development N/A
  1. Adjusts communication methods to the needs of the audience.
  1. Is clear about goals that need to be achieved.
  1. Makes sure employees understand why they were given certain assignments.
  1. Clarifies problems and their causes to help employees correct them.
  1. Communicates with clarity and efficiency.


Definite Strength Meets Standards Needs Development N/A
  1. Takes ownership of mistakes and learns from them.
  1. Tackles issues head on and finds solutions.
  1. Implements and facilitates controls and processes that maintain the integrity of the organization.
  1. Accepts accountability for their actions and results.
  1. Creates a consistent process for prioritizing work.

Continual Improvement

Definite Strength Meets Standards Needs Development N/A
  1. Open to the suggestions from others.
  1. Looks for ways to improve work processes and procedures.
  1. Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
  1. Analyzes processes to determine areas for improvement.
  1. Promotes training and development opportunities to enhance job performance.


Definite Strength Meets Standards Needs Development N/A
  1. Delegates authority and responsibility to subordinates and holds them accountable for their actions.
  1. Encourages and empowers subordinates to use initiative in achieving goals and objectives.
  1. Sets clear and reasonable expectations for others and follows through on their progress.
  1. Allows subordinates to use their own methods and procedures.
  1. Entrusts subordinates with important tasks.


Definite Strength Meets Standards Needs Development N/A
  1. Identifies problems and issues needing resolution.
  1. Analyzes data and information from several sources and arrives at logical conclusions.
  1. Prioritizes various actions to be taken when solving a problem.
  1. Identifies the root cause of a problem.
  1. Selects the appropriate techniques for analysis.

Change Management

Definite Strength Meets Standards Needs Development N/A
  1. Effective in implementing new organizational vision and values.
  1. Works cooperatively with others to implement changes.
  1. Assists others in understanding changes to the organization.
  1. Supports the Company's efforts to implement changes.
  1. Supports new initiatives for organizational changes to improve effectiveness.


Definite Strength Meets Standards Needs Development N/A
  1. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
  1. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices
  1. Seeks information from others as needed.
  1. Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice.
  1. Willingly shares his/her technical expertise; sought out as resource by others


Definite Strength Meets Standards Needs Development N/A
  1. Creates value within the Company by building networks.
  1. Develops a sense of trust in subordinates so they can freely interact and share information with others.
  1. Maintains infrastructure to support partnerships and networks.
  1. Forges mutually beneficial relationships between individuals with diverse backgrounds.
  1. Partners with peers to obtain influence within the Company.


Definite Strength Meets Standards Needs Development N/A
  1. Forms working relationships with employees from other departments.
  1. Is able to see issues from others' perspectives.
  1. ...treats others with respect and dignity.
  1. Consistently demonstrates ability and willingness to trust others.
  1. Helpful


Definite Strength Meets Standards Needs Development N/A
  1. Able to adapt the department to changing business demands and climate.
  1. Encourages dynamic growth opportunities.
  1. Encourages risk taking for developing potential business opportunities.
  1. Devotes a certain amount of time and effort to developing new business opportunities.
  1. Balances risks and rewards when making decisions.

Organizational Fluency

Definite Strength Meets Standards Needs Development N/A
  1. Effective in communicating with others within the organization.
  1. Able to use corporate politics to advance department objectives.
  1. Adept at navigating within the culture of the department.
  1. Able to deal with sensitive issues with tact and professionalism.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.

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

  2. Strengths

  3. Areas for Development

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