Continual Learning - 360 Degree Feedback Survey Sample #9

360 Feedback Survey

Instructions

We appreciate you taking the time to provide valuable feedback for the individual mentioned above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Your insights are crucial in offering a comprehensive evaluation. Please rate each item using the scale provided. If you find that you do not have sufficient first-hand knowledge to rate a particular item, select the Not Applicable option.

In addition to the ratings, we encourage you to include comments where possible. These comments are particularly useful when you give a very high or very low rating, as they provide context and clarity regarding your assessment. Explaining your reasons in the comment section helps ensure that your feedback is constructive and actionable.

Your responses, combined with feedback from other contributors, will be compiled and presented to the individual. This collective feedback aims to support their continuous growth and development by highlighting strengths and identifying areas for improvement. Your thoughtful participation is essential in helping them achieve their full potential.

You can save your progress on partially completed forms by clicking the Save/Still Working button located at the bottom of the page. This allows you to come back at a later time to finish or make any necessary edits to the form. When you return, your previously saved responses will automatically be displayed, allowing you to seamlessly continue where you left off. When you have completed filling out the form and are confident that no further changes are needed, please click the Complete button.

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Continual Learning	Definite Strength	Meets Standards	Needs Development	N/A
Maintains a long-term commitment to learning by integrating new information into daily practice and future planning.
Actively stays current with emerging technologies and evolving business practices to maintain effectiveness in the role.
Sets specific learning goals to build new skills and deepen professional knowledge over time.
Actively researches emerging trends and integrates new information into daily work practices.
Shows appreciation for continual learning by encouraging employees to invest time and energy in expanding their capabilities.
Feedback	Definite Strength	Meets Standards	Needs Development	N/A
Accepts the views of others.
Regards feedback as a beneficial opportunity.
Bases feedback on observable/observed behaviors or specific instances.
Focuses constructive criticism on specific behaviors or outcomes rather than personal attributes.
Facilitates meaningful performance feedback discussions to aid employee development.
Delegation	Definite Strength	Meets Standards	Needs Development	N/A
Entrusts employees with tasks that reflect their core proficiencies, fostering accountability and confidence.
Delegates tasks in a way that fits best with the employees skills and interests.
Chooses the most qualified employee for the assignment.
Encourages and empowers subordinates to use initiative in achieving goals and objectives.
Establishes milestone reviews to assess progress and recalibrate expectations if needed.
Quality	Definite Strength	Meets Standards	Needs Development	N/A
Takes preventative measures to address quality issues before they escalate.
Effectively addresses and resolves quality problems.
Develops measures of the success of quality initiatives.
Responds to issues immediately.
Applies sound judgment to resolve quality concerns at their source.
Goals	Definite Strength	Meets Standards	Needs Development	N/A
Establishes specific dates by which tasks or milestones must be completed.
Understands how personal goals are aligned with the broader vision and mission of the organization.
Anticipates potential conflicts between goals and proactively adjusts plans to keep all objectives on track.
Identifies interdependencies among goals and coordinates efforts to avoid bottlenecks or duplicated work.
Gives helpful feedback and lends support to coworkers in reaching their goals.
Adaptability	Definite Strength	Meets Standards	Needs Development	N/A
Successfully handles the implementation of the reorganization.
Adapts quickly to new situations.
Works with managers who may focus on different areas.
Maintains focus and productivity during ambiguous situations, avoiding paralysis when direction is unclear.
Recognizes and implements changes to enhance efficiency and effectiveness.
Action	Definite Strength	Meets Standards	Needs Development	N/A
Leverages skills and resources to exceed performance expectations.
Completes tasks despite obstacles encountered.
Leverages skills and resources to exceed expectations on projects.
Acts immediately instead of waiting for someone else to solve the issue.
Is driven to complete a high amount of work.
Juggling Multiple Responsibilities	Definite Strength	Meets Standards	Needs Development	N/A
Organizes tasks for the most efficient order of completion.
Transitions between administrative, operational, and interpersonal tasks without losing momentum or clarity.
Is very proactive and looks forward to taking on new assignments and responsibilities.
Able to quickly bounce back after taking on new challenges.
Accepts responsibility for additional tasks/assignments as needed.
Clarity	Definite Strength	Meets Standards	Needs Development	N/A
Seeks to reduce ambiguity in messaging and documents.
Uses appropriate grammar and tense in communications.
Communicates with clarity and efficiency.
Provides a clear vision for the future.
Clearly explains the vision and goals of the company.
Trustworthy	Definite Strength	Meets Standards	Needs Development	N/A
Maintains strict confidentiality in all professional interactions.
Shares information honestly and avoids hiding or obscuring important details.
Follows through on any commitments and promises.
Is honest and transparent with others.
Can be counted on to follow through on commitments.
Co-worker Development	Definite Strength	Meets Standards	Needs Development	N/A
Sets and clearly communicates expectations, performance goals, and measurements to others
Gives others development opportunities through project assignments and increased job responsibilities
Takes immediate action on poor performance
Adapts coaching and mentoring approach to meet the style or needs of individuals
Provides ongoing feedback to co-workers on their development progress
Negotiation	Definite Strength	Meets Standards	Needs Development	N/A
Clarifies non-negotiable requirements early in the process so expectations are aligned before substantive bargaining begins.
Keeps a composed and fair tone, even during challenging discussions.
Maintains good interpersonal relationships with representatives from the other party.
Surfaces areas of partial agreement early and uses them as anchors to build momentum toward broader consensus.
Maintains communication channels between parties in the negotiation.
Others	Definite Strength	Meets Standards	Needs Development	N/A
...treats others with respect and dignity.
Supports the efforts of other employees in implementing solutions to problems.
Treats others with respect and dignity.
Is able to see issues from others' perspectives.
Respects the opinions of other employees.

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

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

    
    
67. Strengths
    
    
    
68. Areas for Development
    
    
    
69. Please give any final comments or suggestions for [Participant Name Here]'s assessment.