Continual Learning - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

Instructions

Our company is excited to introduce a new web-based survey tool designed to gather comprehensive feedback on core competencies and role responsibilities critical to the ongoing success of our organization. The Leadership Team Members have unanimously agreed to participate in this initiative and are actively seeking your valuable feedback.

In this context, you have been specifically selected to provide insights on the manager listed above. Your feedback is a crucial component of our company's leadership development process. This tool is intended to capture broad and detailed feedback on the essential competencies and responsibilities that underpin our organization's sustained success and growth.

Your thoughtful and candid responses will play a significant role in guiding the professional development of our leadership team. By reflecting on your experiences and interactions with the manager over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured, your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and excellence.

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 .

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Continual Learning	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Keeps informed about regulatory, economic, or operational changes that affect the organization.
Shows appreciation for continual learning by encouraging employees to invest time and energy in expanding their capabilities.
Builds extensive knowledge of internal processes, systems, and business drivers to make more informed decisions.
Is open to new ideas and concepts.
Encourages employees to keep learning by consistently expressing the importance and value of ongoing development.
Is curious about learning new things.
Sets specific learning goals to build new skills and deepen professional knowledge over time.
Sets relevant learning objectives and goals.
Supports a learning-focused climate by providing time, resources, and encouragement for employees to expand their skills.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?
Supervisory Skills	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Tailors recognition to individual preferences so that rewards feel meaningful and motivating.
Encourages teamwork.
Coaches and mentors others to achieve higher performance levels.
Fosters a culture of personal responsibility and accountability.
Fosters an environment that supports open communication.
Demonstrates exemplary work performance that others should follow.
If [Participant Name] were to make improvements in Supervisory Skills, what are your suggestions for how he/she can improve this?
Results Oriented	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Holds self and others accountable for achieving results.
Achieves long and short-term goals.
Sets challenging goals to be achieved.
Creates measures of performance to track progress.
Clearly defines roles and expectations.
Stays focused on meeting the needs of customers.
If [Participant Name] were to make improvements in Results Oriented, what are your suggestions for how he/she can improve this?
Objectives	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Establishes baseline measurements of KPIs to compare against progress toward objectives.
Defines specific performance targets to measure objective attainment.
Effectively manages the pursuit of multiple objectives at the same time by skillfully balancing priorities, resources, and time.
Sets strategic objectives for expanding into new geographical markets.
Anticipates potential conflicts between objectives and proactively adjusts plans to keep all objectives on track.
Achieves established objectives.
If [Participant Name] were to make improvements in Objectives, what are your suggestions for how he/she can improve this?
Collaboration	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Allows various stakeholders to contribute their expertise in the decision making process.
Builds consensus among team members.
Facilitates resolving differences to strengthen team unity.
Encourages team members to offer opinions and ideas.
Works to create innovative ideas from the collaboration with others.
Ensures relevant data is available to all committee members.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Negotiation	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Ensures a thorough understanding of key issues and priorities.
Researches the needs of the other party to identify strengths and weaknesses of positions.
Leverages relationships with others to achieve goals.
Adapts strategies to allow for flexibility in negotiations.
Able to adapt to dynamic situations created by new information or unexpected challenges.
Maintains a consistent rationale for positions across all stages of the negotiation.
If [Participant Name] were to make improvements in Negotiation, what are your suggestions for how he/she can improve this?

40. Strengths
    
    
    
41. Areas for Development
    
    
    
42. Please give any final comments or suggestions for [Participant Name Here]'s assessment.