Communication - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

Instructions

We are requesting your participation in a 360-degree feedback review of several participants in our company's Leadership Development program. We are administering a new web-based survey tool which is designed to gather broad feedback as it relates to core competencies and role responsibilities that are important for the on-going success of our organization. The Leadership Team Members have agreed to participate and are seeking your feedback.

In this regard, you have been selected to provide feedback for the manager listed above. Your feedback is an important part of this manager's leadership development process. This tool is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

You will get the chance to evaluate this manager's performance in different areas and share your thoughts through written comments for more detailed feedback. Ensure that your feedback is constructive and helpful.

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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Communication Skills	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Delivers well-prepared, informed, poised and succinct presentations.
Engages in clear communication with both senior and junior management.
Transforms complicated ideas into simple ones.
Delivers influential presentations.
Chooses the communication medium (ie. email, voice mail, memo, project document) that reflects the needs of the content. (ie. urgency, confidentiality, content scope)
Facilitates seamless communication across all management levels.
Listens to others' points of view with an open mind
Asks follow-up questions as needed.
Comes across as comfortable and effective as a public speaker
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?
Establishing Focus/Direction	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Stays focused even when under pressure and stress.
Maintains focus when handling several problems or tasks simultaneously.
Sets appropriate goals for employees.
Makes sure that employees understand how their work relates to organizational goals.
Maintains self-control when personally criticized.
Functions well under stress, deadlines, and/or significant workloads.
Helps guide employees with prioritizing tasks.
Aligns the department's goals with the goals of the organization.
Makes sure that employees understand and identify with the team's mission.
If [Participant Name] were to make improvements in Establishing Focus/Direction, what are your suggestions for how he/she can improve this?
Supervisory Skills	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Maintains a calm demeanor when addressing stressful issues in the workplace.
Identifies and maximizes opportunities for continuing education for employees.
Maintains an even temper in stressful situations.
Uses disciplinary measures with the intent to guide and improve behavior, rather than to seek retribution.
Sets clear expectations for acceptable performance.
Values the opinions of subordinates.
Is clear about the expectations that employees will be held accountable for.
Makes decisions based on all relevant information.
Effectively determines which issues need immediate attention.
If [Participant Name] were to make improvements in Supervisory Skills, what are your suggestions for how he/she can improve this?
Managing Risk	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Designs risk response activities that are proportionate to the level of risk.
Takes calculated risks by effectively recognizing and managing them.
Determines if the level of risk is tolerable.
Determines the proper tools to efficiently manage the risk.
Provides support to managers involved in the risk management process.
Determines the potential outcome of adverse risk events.
Works effectively to avoid risk.
Determines which are the serious threats.
Accurately determines appropriate risk levels (i.e., levels of acceptable risk).
If [Participant Name] were to make improvements in Managing Risk, what are your suggestions for how he/she can improve this?
Regulatory/Compliance	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Ensures the company meets legal requirements/standards regarding employees.
Is aware of federal and local laws affecting employees.
Develops compliance reports in accordance with federal and industry regulations.
Creates and distributes code of ethics and code of conduct.
Coordinates the execution of compliance strategies across departments.
Strengthens employees' ability to appropriately handle compliance and ethics issues.
Implements regulatory compliance strategies.
Explains regulations and procedures to others as required.
Understands the applicable regulations and laws that impact our business.
If [Participant Name] were to make improvements in Regulatory/Compliance, what are your suggestions for how he/she can improve this?
Empowering Others	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Acknowledges and appreciates employees for their proactive decision-making.
Is confident in the abilities of employees assigned important tasks.
Encourages employees to take on greater responsibilities.
Gives employees the resources they need to complete the job.
Allows employees the freedom to do tasks how they see fit, but holds them accountable for obtaining results.
Lets employees complete tasks according to their methods.
Recognizes the contributions that others make to the department.
Includes others in the decision making process.
Assigns important tasks to subordinates.
If [Participant Name] were to make improvements in Empowering Others, what are your suggestions for how he/she can improve this?
Business Acumen	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Develops strategic plans to promote business and organizational strengths.
Bases decisions on business data rather than on intuition or hunches.
Identifies new business opportunities.
Understands how strategic decisions impact constituents within the Company.
Has an understanding of various asset classes and how to interpret balance sheets.
Is up-to-date with regulatory guidelines and policies.
Able to decipher complex data making it easier to generate new insights.
Uses risk management to make more effective business decisions.
Has a good understanding of business operations to more effectively align company services to meet the needs of its customers.
If [Participant Name] were to make improvements in Business Acumen, what are your suggestions for how he/she can improve this?
Organizational Fluency	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Understands the current organizational culture.
Able to deal with sensitive issues with tact and professionalism.
Able to explain departmental policies and procedures to others.
Gets things done through the department.
Adept at navigating within the culture of the department.
Understands departmental policies and procedures.
Effective in communicating with others within the organization.
Anticipates problems that may affect the department.
Is aware of other organizational cultures to compare/contrast with the current organizational culture.
If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can improve this?

73. Strengths
    
    
    
74. Areas for Development
    
    
    
75. Please give any final comments or suggestions for [Participant Name Here]'s assessment.