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
Investigates opportunities to achieve mutually beneficial solutions to conflicts.
Works to meet the basic needs of each side in the conflict.
Ensures that both parties work toward finding compromise.
Views conflicts as opportunities to create constructive and novel solutions to problems.
Persuades others to accept ideas that may be difficult and uncomfortable.
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 and maintains high standards for self and others.
Determines the operational standards needed for performance of the job.
Increases responsibilities for high performing individuals.
Uses pre-established key benchmarks to measure performance.
Assigns tasks and responsibilities and holds employees accountable for actions.
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
Completes work promptly and efficiently.
Set high standards in their performance
Motivated to exceed performance goals.
Reduced department expenses by 25 percent.
Demonstrates improvement in performance.
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.
Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
Seeks information from others as needed.
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
Aware of appropriate actions to minimize risks.
Committed to implementing rules and procedures to minimize risk.
Develops policies to address risk situations in the workplace.
Determines the impact of specific risks on infrastructure.
Avoids maintaining the status quo (or standard operating procedures) when addressing new and influential situations.
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.
Is a person you can trust.
Responsible for setting the vision of the department.
Completes assigned work tasks.
Acts as a resource without removing individual responsibility.
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
Meets regularly with employees to coach them on areas that will enhance their performance
Develops the skills and capabilities of others.
Helps employees to understand responsibilities, authority, and expectations.
Coaches employees in how to strengthen knowledge and skills to improve work performance.
Addresses employee behavior problems effectively.
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
Takes charge of their training and skills enhancement.
Builds on their strengths while addressing their weaknesses.
Participates in regular training offered.
Pursues learning that will enhance job performance.
Takes the initiative to learn new skills.
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
Develops a strategic vision for the future.
Observes employees at work to get better insight into the issues they are dealing with.
Pursues strategic alliances with valued partners.
Understands the Company's strengths and weaknesses and uses this information to create optimal solutions to problems.
Allocates proper resources for employee training to meet future needs based on insight into employee skill levels.
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.