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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Management Team

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Coaching	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Encourages the employee to consider other points of view.
Helps employees to view problems as a chance to develop new skills or strengthen teamwork.
Encourages employees to envision long-term possibilities and future success.
Creates plans for achieving results that are specific, measurable and have target dates.
Conducts regular performance appraisals and feedback.
Accountability	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Accepts accountability for their actions and results.
Does not make excuses for missed deadlines.
Accepts personal responsibility for producing high quality and timely work.
Works to achieve established goals.
Takes full responsibility for team's lack of progress.
Emotional Intelligence	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Is able to manage their own emotions.
Able to understand others' points of view.
Is able to express themselves clearly.
Accurately perceives the emotional reactions of others.
Analytical	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Maximizes the efficient use of scarce resources such as time and money.
Identifies patterns in conflicting information, events, or data.
Proves hypotheses and theories using data and experiments.
Critically examines the information presented to determine its truthfulness and applicability to the topic at hand.
Employs data and logic to counter personal biases of others.
Decision Making	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Considers the ethical implications of decisions.
Evaluates both immediate outcomes and future effects to ensure sustainable choices.
Defines what constraints must be met for the decision making process.
Evaluates information before making a final decision.
Aligns choices with organizational goals by calculating expected value and costs.
Achievement	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Takes calculated risks to achieve higher levels of performance.
Completes work to given time frame and to budget
Demonstrates a well-organized and timely approach to achieve desired results
Holds others to high standards of achievement.
Leverages smart risk-taking to innovate and create competitive advantages.
Clarity	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Clearly explains the vision and goals of the company.
Checks details thoroughly.
Seeks to reduce ambiguity in messaging and documents.
Avoids creating ambiguity or mixed messages.
Writes clear job descriptions for positions in the organization.
Managing Risk	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Committed to implementing rules and procedures to minimize risk.
Designs risk response activities that are proportionate to the level of risk.
Adds value to the organization through acceptance of certain risk.
Determines the amount of deviation from the plan that will be tolerated.
Aware of appropriate actions to minimize risks.
Partnering/Networking	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Is aware of the location/availability of resources within the network.
Sustains existing partnerships guided by contracts and agreements.
Strengthens the contacts with other departments.
Seeks opportunities to meet with others.
Synchronizes efforts, processes, and resources with partners to enhance strategic opportunities.
Recognition	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Shows appreciation for the employee by offering praise.
Offers recognition that is contingent upon specific performance achievement.
Understands the power of recognition as a motivator of job performance.
Uses recognition programs to help advance a specific training initiative.
Successfully implements the employee recognition program.
Strategic Insight	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Anticipates talent needs based on projected business growth and industry developments.
Recognizes when strategic plans are no longer relevant due to environmental or organizational changes.
Identifies root causes of problems.
Demonstrates knowledge of organizational history, values, and long-term goals when making strategic recommendations.
Adjusts strategic plans based on insights gathered from different points of view.

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.