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
Discusses conflict situations with supervisor.
Assists team members by helping them see the other point of view.
Identifies and takes steps to prevent potential confrontations.
Clearly expresses expectations to others.
Deals effectively with employee grievances.
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
Plans and sets work expectations.
Ensures employees understand how work is to be completed.
Continuously measures performance and provides feedback to employees regularly.
Aligns individual and team goals with the organization's goals and objectives.
Ensures employees understand the goals of the organization/department.
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
Is determined to complete tasks regardless of obstacles that may occur.
Driven to complete assignments on time.
Is results oriented.
Demonstrates a sense of urgency to quickly and accurately solve problems and issues.
Establishes Specific Measurable Achievable Realistic and Timed (SMART) goals.
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
Willingly shares his/her technical expertise; sought out as resource by others
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.
Seeks information from others as needed.
Demonstrates mastery of the technical competencies required in his/her work.
Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices
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
Avoids maintaining the status quo (or standard operating procedures) when addressing new and influential situations.
Implements changes to reduce the chances of critical incidents in the future.
Is knowledgeable of standard risk management principles.
Offers training to reduce safety incidents in the workplace.
Is concerned about process safety management.
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 high personal standards of performance.
...takes personal responsibility for results.
Responsible for setting the vision of the department.
Acts as a resource without removing individual responsibility.
Works in a way that makes others want to work with her/him.
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
Conducts regular performance appraisals and feedback.
Addresses employee behavior problems effectively.
Coaches employees in how to strengthen knowledge and skills to improve work performance.
Develops the skills and capabilities of others.
Helps employees to understand responsibilities, authority, and expectations.
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
Sets relevant learning objectives and goals.
Takes charge of their training and skills enhancement.
Grasps new ideas, concepts, technical, or business knowledge.
Pursues learning that will enhance job performance.
Shares best practices with others and learns from others.
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
Communicates vision for the department and company.
Formulates strategies and action plans to ensure successful completion of goals and objectives.
Identifies potential problems before they become critical incidents.
Analyzes unique issues or problems impacting the Company.
Analyzes records and reports to obtain insight into potential issues and trends.
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.