Conflict Management- 360 Degree Feedback Survey Sample #7

360 Feedback Survey

Instructions

is 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 '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.

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 .

Conflict Management	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Seeks to achieve mutually acceptable outcomes.
Seeks to maintain positive relationships with coworkers.
Facilitates constructive dialog with stakeholders.
Persuades others to accept ideas that may be difficult and uncomfortable.
Listens to individuals as they offer their unique perspectives on the situation.
If [Participant Name] were to make improvements in Conflict Management, what are your suggestions for how he/she can improve this?
Managing Performance	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Sets performance expectations that are clear, specific and concise.
Reviews job performance shortly after completion of tasks.
Gives additional responsibilities to individuals who exceed standards.
Ensures employees are accountable for meeting OKRs.
Holds the team leader accountable for the team meeting key performance responsibilities.
If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?
Achievement	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Reduces staff turnover.
Takes immediate action of projects that fall behind schedule.
Increased customer satisfaction scores for the quarter.
Successfully completed the orientation training program.
Takes calculated risks.
If [Participant Name] were to make improvements in Achievement, what are your suggestions for how he/she can improve this?
Technical	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
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.
Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
Is knowledgeable of procedures or systems necessary for the job.
Willingly shares his/her technical expertise; sought out as resource by others
Seeks information from others as needed.
If [Participant Name] were to make improvements in Technical, what are your suggestions for how he/she can improve this?
Managing Risk	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Effectively responds to critical situations to reduce potential for losses.
Prioritizes risks based on probability of occurrence and possible impact to the company.
Uses risk management to be more effective in identifying and implementing projects.
Determines the impact of specific risks on marketplace.
Implement strategies to mitigate risks.
If [Participant Name] were to make improvements in Managing Risk, what are your suggestions for how he/she can improve this?
Responsible	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Sets a good example.
Is a person you can trust.
...takes personal responsibility for results.
Sets high personal standards of performance.
Responsible for setting the vision of the department.
If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?
Coaching	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Helps employees to maintain high personal standards.
Addresses employee behavior problems effectively.
Coaches employees in how to strengthen knowledge and skills to improve work performance.
Helps employees to understand responsibilities, authority, and expectations.
Provides clear, motivating, and constructive feedback.
If [Participant Name] were to make improvements in Coaching, what are your suggestions for how he/she can improve this?
Continual Learning	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Pursues professional development opportunities when they arise.
Seeks opportunities to grow in skills and knowledge.
Improves on their skill sets.
Participates in regular training offered.
Grasps new ideas, concepts, technical, or business knowledge.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?
Strategic Insight	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Maintains knowledge of current trends in the industry.
Formulates policies and strategies for addressing the Company's important challenges.
Develops a strategic vision for the future.
Meets with customers to gain insight into their core needs and how best to serve them.
Creates strategies that significantly benefit the Company.
If [Participant Name] were to make improvements in Strategic Insight, 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.