Coworker Development- 360 Degree Feedback Survey Sample #4

Dear Employee:


Welcome to our 360-Degree Feedback Assessment of [Participant Name]. Our objective is to provide feedback which will help advance his/her leadership skills and capabilities. We are asking you to take time to respond to this survey to help us identify where we are doing well and where we have opportunities to do better.

We have developed this survey with questions tailored for [Participant Name]'s position in the department to provide you with an opportunity to anonymously rate many facets of his/her leadership performance. The survey will assess what you value most in their leadership skills and allow you to make positive suggestions for improvement.

Please be honest, constructive and thoughtful in your responses. The results of this survey will be used to help drive our future success. If you have any questions about the process please contact [Contact Person].

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team



Instructions:
Please complete the items below and press the submit button at the end of the survey. If you need multiple sessions to complete the survey, please click the "Submit" button at the end of each session to save your responses. Please feel free to skip any items that you do not wish to respond to. Keep in mind that your responses help us to become a better place to work. So, you are encouraged to respond to all items on the questionnaire.

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Co-worker Development	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Gives others development opportunities through project assignments and increased job responsibilities
Adapts coaching and mentoring approach to meet the style or needs of individuals
Provides ongoing feedback to co-workers on their development progress
Works to identify root causes of performance problems
Takes immediate action on poor performance
Bias for Action	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Adapts to changing circumstances and finds new ways to achieve goals.
Makes effective decisions, even when under pressure
Sets deadlines and sub-deadlines on projects to ensure a sense of urgency and adherence to a schedule.
Initiates action on tasks without being prompted to do so.
Helps the team to stay focused on what tasks need to be completed.
Initiative	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Acts quickly when an opportunity becomes available.
Is motivated to resolve issues right away.
Introduces changes that reduce operational costs or increase revenue.
Analyzes the needs of the situation and acts before being told to do so.
Initiates policy or process changes that become best practices across departments.
Managing Risk	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Presents regular/monthly reports to the audit committee.
Recognizes the potential financial impact of specific risks.
Accurately perceives potential risks in the workplace and initiates preventative measures.
Creates a risk profile for projects and teams.
Increases business resilience.
Negotiation	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Able to adapt to changing situations.
Able to express themselves in a clear, convincing, and logical manner.
Stays well-informed about the issues and priorities.
Is flexible in responses.
Is aware of potential emotional triggers that could negatively impact the negotiations.
Strategic Focus	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Effectively translates strategy into operational decisions.
Uses strategic thinking to make better strategic decisions.
Mobilizes change through executive leadership to implement corporate strategies.
Maintains a strategic focus on external factors impacting the success of the company.
Maintains strategic focus by regularly reviewing the strategic plan and taking corrective actions as needed to stay on track.
Planning	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Determines staffing needs for the project/department.
Adjusts and rearranges the schedule to maximize efficiency.
Closely follows the plan established for the department.
Initiates the planning process by defining the scope of the project.
Identifies resource requirements that may impact the development of the 5-year plan.

36. On a scale of Excellent to Poor, how would you rate your overall employment with [Company] and why?
    

    -Excellent -Good -Average -Poor




37. Would you refer others who are seeking employment to [Company]?
    Yes No
    
    Please provide explanation:
    
    
    
38. If you had an opportunity to make any change you wanted to make [Company] a better place to work, what one improvement would you make?
    
    
    
39. What changes do you see [Company] making in order to raise the standards?
    
    
    
40. I feel good about my continued employment with [Company].
    Yes No
    
    If no, please provide explanation:
    
    
    
41. What do you like best about working for [Company]?
    
    
    
42. What do you like least about working for [Company]? How could it be improved?
    
    
    
93. Use the space below to enter any final comments you would like to be noted: