Commitment - 360 Degree Feedback Survey Sample #4

Dear Employee:


Welcome to our 360-Degree Feedback Assessment of [Participant Name]. Our objective is to provide feedback which will help advance his/her leadership skills and capabilities. We are asking you to take time to respond to this survey to help us identify where we are doing well and where we have opportunities to do better.

We have developed this survey with questions tailored for [Participant Name]'s position in the department to provide you with an opportunity to anonymously rate many facets of his/her leadership performance. The survey will assess what you value most in their leadership skills and allow you to make positive suggestions for improvement.

Please be honest, constructive and thoughtful in your responses. The results of this survey will be used to help drive our future success. If you have any questions about the process please contact [Contact Person].

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team



Instructions:
Please complete the items below and press the submit button at the end of the survey. If you need multiple sessions to complete the survey, please click the "Submit" button at the end of each session to save your responses. Please feel free to skip any items that you do not wish to respond to. Keep in mind that your responses help us to become a better place to work. So, you are encouraged to respond to all items on the questionnaire.

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Commitment	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Maintains persistence and dedication to achieving results.
Aligns team goals with organizational priorities, ensuring commitment that contributes directly to broader success.
Helps employees see how being committed and taking ownership of their professional growth advances both organizational and individual development.
Celebrates examples where employees embody commitment and values in customer interactions.
Exhibits personal devotion to important goals and objectives.
Adaptability	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Helps employees overcome resistance to change so that they can adapt more readily to changing circumstances.
Willing to see things from others' perspectives.
Willing to change priorities as needed to reach consensus.
Is open to change and adjusts plans when needed.
Pursues alternate courses of action as necessary.
Emotional Intelligence	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Is able to express themselves clearly.
Is able to manage their own emotions.
Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Accurately perceives the emotional reactions of others.
Is attentive to emotional cues and interprets others' feelings correctly.
Supervisory Skills	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Prioritizes coaching and constructive feedback to correct behavior.
Offers instructions and guidance to subordinates.
Emphasizes constructive discipline strategies, prioritizing the development and feedback of employees over punitive measures.
Promotes teamwork and cooperation within the department.
Maintains good working relationships with employees.
Analytical	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Is willing to listen to different perspectives.
Ensures that the foundation of an analysis is based on reliable and relevant data.
Uses a more analytical and careful approach to solving issues.
Identifies deviations from stated goals and objectives.
Evaluate if information is detailed and relevant.
Problem Solving	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Involves the department in the problem-solving process to foster a sense of collective responsibility and investment in the outcome.
Takes preventative action to address issues before they become difficult to manage.
Gets accurate information about what went wrong.
Ensures that critical aspects of the solution to the problem are well-supported and less likely to encounter issues.
Creates a project plan to implement the solution and collects all required resources.
Change Management	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Works cooperatively with others to implement changes.
Evaluates the effectiveness of changes.
Develops strategic plans to mitigate the negative effects of imminent changes.
Supports new initiatives for organizational changes to improve effectiveness.
Conducts a market competitive analysis to determine where the organization may need to change to better meet the needs of the marketplace.
Technical	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Willingly shares information and expertise; sought out as resource by others
Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
Seeks information from others as needed.
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.
Is knowledgeable of procedures or systems necessary for the job.
Strategic Insight	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Creates values statement to ensure all employees are working under the same guiding principles.
Creates strategic plans to develop and promote organizational and area strengths, as well as to address weaknesses based on insight from surveys.
Maintains knowledge of current trends in the industry.
Anticipates business cycles and trends and makes adjustments in a timely manner.
Develops a plan and strategy for each functional area within the mission statement.
Planning	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Anticipates challenges and has plans to overcome them.
Sets long-term goals and reverse-engineers short-term actions to achieve them.
Accurately estimates the duration of tasks.
Anticipates resources needed to successfully implement a plan or project.
Understands what equipment will be needed for the project.

51. On a scale of Excellent to Poor, how would you rate your overall employment with [Company] and why?
    

    -Excellent -Good -Average -Poor




52. Would you refer others who are seeking employment to [Company]?
    Yes No
    
    Please provide explanation:
    
    
    
53. If you had an opportunity to make any change you wanted to make [Company] a better place to work, what one improvement would you make?
    
    
    
54. What changes do you see [Company] making in order to raise the standards?
    
    
    
55. I feel good about my continued employment with [Company].
    Yes No
    
    If no, please provide explanation:
    
    
    
56. What do you like best about working for [Company]?
    
    
    
57. What do you like least about working for [Company]? How could it be improved?
    
    
    
93. Use the space below to enter any final comments you would like to be noted: