Collaboration - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

Instructions

Our company is excited to introduce a new web-based survey tool designed to gather comprehensive feedback on core competencies and role responsibilities critical to the ongoing success of our organization. The Leadership Team Members have unanimously agreed to participate in this initiative and are actively seeking your valuable feedback.

In this context, you have been specifically selected to provide insights on the manager listed above. Your feedback is a crucial component of our company's leadership development process. This tool is intended to capture broad and detailed feedback on the essential competencies and responsibilities that underpin our organization's sustained success and growth.

Your thoughtful and candid responses will play a significant role in guiding the professional development of our leadership team. By reflecting on your experiences and interactions with the manager over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured, your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and excellence.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

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Collaboration	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Works with others to develop strategies to identify needs and priorities.
Builds and strengthens relationships to improve collaboration and leadership.
Defines shared goals with the committee members.
Promotes a culture of collaboration, shared inspiration and creativity to tackle workplace problems.
Clearly articulates the importance of collaboration in the department's values and vision.
Is open to unique and creative ideas from others.
Works with others to achieve common objectives.
Includes all stakeholders in the decision making process.
Encourages trust among committee members.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Others	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
...treats others with respect and dignity.
Consistently demonstrates ability and willingness to trust others.
Helpful
Is able to see issues from others' perspectives.
Works effectively with people from other departments.
Constructively receives criticism and suggestions from others.
If [Participant Name] were to make improvements in Others, what are your suggestions for how he/she can improve this?
Continual Improvement	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Looks for ways to expand current job responsibilities.
Looks for ways to expand and learn new job skills.
Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
Encourages an employee culture of continuous improvement to seek out better ways of doing things.
Looks for ways to improve work processes and procedures.
Open to the suggestions from others.
If [Participant Name] were to make improvements in Continual Improvement, what are your suggestions for how he/she can improve this?
Leadership	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Acts decisively in implementing decisions.
Effectively leads others.
Holds others accountable for their actions.
Sits down regularly with employees to review their job performance.
Sets clear goals and objectives for subordinates.
Highly effective supervisor.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?
Project Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Creates the implementation strategy for the project.
Formulates the schedule for the project phases, resoures usage, and benchmarks.
Procures the resources necessary to complete the project.
Initiates large projects.
Uses scheduling software to create and monitor the timeline.
Defines project outcomes based on customer requirements.
If [Participant Name] were to make improvements in Project Management, what are your suggestions for how he/she can improve this?
Goals	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Makes sure that team members have a clear idea of our group's goals.
Understands & contributes to development of strategic goals.
Conducts timely follow-up; keeps others informed on a need to know basis.
Achieves goals.
Establishes and documents goals and objectives.
Sets high expectations and goals; encourages others to support the organization.
If [Participant Name] were to make improvements in Goals, what are your suggestions for how he/she can improve this?
Clarity	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Makes sure employees understand why they were given certain assignments.
Avoids stating unclear or conflicting goals.
Seeks to reduce ambiguity in messaging and documents.
Provides a clear vision for the future.
Communicates with clarity and efficiency.
Clarifies problems and their causes to help employees correct them.
If [Participant Name] were to make improvements in Clarity, what are your suggestions for how he/she can improve this?

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