Collaboration- 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

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Collaboration	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Engages in consensus-building activities.
Regularly seeks feedback from employees on how to improve collaboration and acts on their suggestions.
Values others in decision making.
Rewards collaborative efforts of team members.
Encourages collaboration of fellow employees to achieve results.
Cultivates a collaborative culture that drives innovation, productivity, and employee satisfaction.
Contributes expertise, insights, and resources to accelerate solutions to problems.
Professional Development	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Seeks opportunities for continuous learning.
Demonstrate enthusiasm and a willingness to learn new skills and knowledge
Quickly acquire and apply new knowledge and skills when needed
Keep themselves up-to-date of technical/professional issues
Contributing fully to the extent of their skills
Allows employees to fully participate in employee training and professional development.
Seeks opportunities for professional development.
Managing Performance	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Recognizes employees with a long and distinguished career of service.
Assesses employee performance against defined standards.
Establishes standards for expected performance.
Is proactive in administering the rewards program.
Assigns responsibility for meeting specific objectives.
Stresses the importance of meeting production quotas.
Conducts objectives and key results (OKR) assessments on a quarterly basis.
Juggling Multiple Responsibilities	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Avoids procrastinating or delaying.
Ranks the importance of tasks to make sure critical tasks are completed first.
Monitors progress frequently to maintain on schedule.
Integrates developing others with driving sales, serving customers, merchandising, performing operational procedures, and maintaining an appealing store environment.
Uses a scheduler/planner to keep tasks organized and on time.
Uses software scheduler to keep track of projects.
Assigns tasks based on skills of team members.
Managing Risk	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Monitors the effectiveness of risk management strategies.
Works effectively to mitigate risks.
Is concerned about process safety management.
Takes steps to contain the costs of responding to such events.
Attends risk management seminars and conferences.
Evaluates the impact of certain events on the attainment of corporate objectives.
Evaluates risks in terms of their consequences and likelihood of occurrence.
Strategic Focus	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Develops a strategic vision for the future.
Modifies strategic decisions depending on changes in the business environment.
Strategically focuses efforts to improve operational efficiencies.
Identifies the role of each department in meeting the strategic goals.
Develops strategies to effectively use company resources and exploit potential opportunities.
Understands the importance of developing strategic capabilities.
Identifies bottlenecks in the production process and develops strategies to correct these issues.

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

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

    
    
44. Strengths
    
    
    
45. Areas for Development
    
    
    
46. Please give any final comments or suggestions for [Participant Name Here]'s assessment.