Coaching- 360 Degree Feedback Survey Sample #5

360-Degree Assessment Survey

Dear Employee:

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 Closing Comments section. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing development.

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Thank you for your participation in the survey.

Management Team

Coaching	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Meets regularly with employees to coach them on areas that will enhance their performance
Provides clear, motivating, and constructive feedback.
Conducts regular performance appraisals and feedback.
Addresses employee behavior problems effectively.
Develops the skills and capabilities of others.
Accountability	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Can be counted on to do what they say they are going to do.
Takes ownership of mistakes and learns from them.
Defines roles, rights, and responsibilities of employees.
Keeps supervisor informed of recent events.
Acts like an owner when they make decisions.
Emotional Intelligence	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Is able to control their own emotions.
Is attentive to emotional cues and interprets others' feelings correctly.
Is able to express themselves clearly.
Accurately perceives the emotional reactions of others.
Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Analytical	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Analyzes data and information from several sources and arrives at logical conclusions.
Implements data validation techniques and methods.
Analyzes issues and reduces them to their component parts.
Asks the "right" questions to size up or evaluate situations.
Identifies the root cause of a problem.
Decision Making	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Assesses the risks, benefits, and potential impact of a number of options when deciding a course of action
Seeks input from key people who should be involved in, or will be affected by, decisions
Asks for additional information when making critical decisions.
Does not lose sight of the big picture when making decisions
Coaches team members individually when "poor" decisions are made; helps them see what could have been done differently
Achievement	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Completes work promptly and efficiently.
Sets ambitious standards of performance.
Allocates resources as needed to accomplish organizational goals.
Strives to meet goals and objectives.
Establishes stretch goals to advance skills and output.
Clarity	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Checks details thoroughly.
Seeks to reduce ambiguity in messaging and documents.
Communicates ideas and facts clearly and effectively in writing.
Writes clear job descriptions for positions in the organization.
Is clear about the roles and duties of team members.
Managing Risk	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Recognizes that small changes may snowball into major events.
Tracks risks in a project.
Creates informative guides regarding potential risks and risky behaviors.
Seeks to maintain the long-term viability of the Company.
Is concerned about process safety management.
Partnering/Networking	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Supports a partnering/networking culture.
Collaborates with others to accomplish goals and objectives.
Seeks to reduce institutional roadblocks to information sharing.
Maintains infrastructure to support partnerships and networks.
Develops a sense of trust in subordinates so they can freely interact and share information with others.
Recognition	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Compliments other people when they do good work
Recognizes individuals for a specific outstanding achievement.
Readily shares credit and gives others opportunity for visibility.
Makes people around them feel appreciated and valued.
Offers recognition in a timely manner.
Strategic Insight	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Analyzes unique issues or problems impacting the Company.
Implements long-term solutions to problems.
Understands the Company's strengths and weaknesses and uses this information to create optimal solutions to problems.
Formulates policies and strategies for addressing the Company's important challenges.
Identifies potential problems before they become critical incidents.

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

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

    
    
57. Strengths
    
    
    
58. Areas for Development
    
    
    
59. Please give any final comments or suggestions for [Participant Name Here]'s assessment.