Continual Improvement - 360 Degree Feedback Survey Sample #10

360 Feedback Survey

Instructions

Thank you for providing feedback for the recipient above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Rate each item using the scale shown. If you don't feel you have enough first-hand information to rate a certain item, please choose the Not Applicable option. Comments can be very helpful; at a minimum where you give a particularly high or low rating, please share your reasons in the comment section for that competency. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing development.

Partially completed forms can be saved by using the Save/Still Working button at the bottom of the page. You may return at a later time to complete/edit the form. Your saved responses will be shown each time you re-visit the feedback form. When you are certain that you have completed your responses and will be not making any changes, click the Complete button.

Continual Improvement

• Encourages an employee culture of continuous improvement to seek out better ways of doing things.
• Promotes training and development opportunities to enhance job performance.
• Looks for ways to expand and learn new job skills.
• Analyzes processes to determine areas for improvement.
• Looks for ways to improve work processes and procedures.

If [Participant Name] were to make improvements in Continual Improvement, what are your suggestions for how he/she can improve this?

Persuasion and Influence

• Seeks to obtain consensus or compromise.
• Understanding what others need.
• Attempts to persuade others rather than simply control them.
• Communicates effectively with others.
• Persuades others to consider alternative points of view.

If [Participant Name] were to make improvements in Persuasion and Influence, what are your suggestions for how he/she can improve this?

Delegation

• Entrusts subordinates with important tasks.
• Sets clear and reasonable expectations for others and follows through on their progress.
• Defines the roles, responsibilities, required actions, and deadlines for team members.
• Assigns tasks to create learning opportunities for the employees.
• Tells subordinates what to do, not how to do it.

If [Participant Name] were to make improvements in Delegation, what are your suggestions for how he/she can improve this?

Decision Making

• Is firm in their decision and not easily influenced by the whims of others.
• Is able to learn from mistakes.
• Coaches team members individually when "poor" decisions are made; helps them see what could have been done differently
• Has a good rapport other people which is helpful in making decisions on the team.
• Views the long and short-term impact of decisions.

If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Responsible

• Behavior is ethical and honest.
• Responsible for setting the vision of the department.
• Works in a way that makes others want to work with her/him.
• Is a person you can trust.
• Completes assigned work tasks.

If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?

Overall, please rate the effectiveness of [Participant Name Here].

5- Very Effective 4- Effective 3- Neither 2- Ineffective 1- Very Ineffective

Strengths


Areas for Development


Please give any final comments or suggestions for [Participant Name Here]'s assessment.