Coworker Development- 360 Degree Feedback Survey Sample #8

Instructions

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 six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.



Please complete your response by .

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Co-worker Development	Agree	Unsure	Disagree	N/A
Takes immediate action on poor performance
Works to identify root causes of performance problems
Gives others development opportunities through project assignments and increased job responsibilities
Provides ongoing feedback to co-workers on their development progress
Sets and clearly communicates expectations, performance goals, and measurements to others
Professional Development	Agree	Unsure	Disagree	N/A
Seeks opportunities for professional development.
Allows employees to fully participate in employee training and professional development.
Contributing fully to the extent of their skills
Seeks opportunities for continuous learning.
Encourages employees to take courses relevant to their job.
Self Management	Agree	Unsure	Disagree	N/A
Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
Analyzes interpersonal problems instead of reacting to them.
Uses patience and self-control in working with customers and associates.
Does not allow own emotions to interfere with the performance of others.
Emotional Intelligence	Agree	Unsure	Disagree	N/A
Is able to control their own emotions.
Accurately perceives the emotional reactions of others.
Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Able to understand others' points of view.
Persuasion and Influence	Agree	Unsure	Disagree	N/A
Changes the attitudes, behaviors, and beliefs of others.
Is viewed by others as someone with credibility and authority.
Identifies decision-making inflection points and plans interventions that shape outcomes without forcing consensus.
Gains participation by others to accomplish goals.
Stays focused on evidence even in emotionally charged discussions, modeling composure and integrity.
Delegation	Agree	Unsure	Disagree	N/A
Communicates expectations for assigned tasks.
Assigns responsibilities that leverage employees' specialized knowledge for optimal efficiency and results.
Promotes the understanding that delegation is done fairly, based on skills, interests, and professional growth--not favoritism or bias.
Keeps employees informed of any changes to plans.
Entrusts subordinates with important tasks.
Creativity	Agree	Unsure	Disagree	N/A
Gives employees a high degree of freedom to be creative.
Generates original concepts that challenge conventional thinking.
Creates feasible solutions to problems.
Rethinks through solutions to find a better idea.
Explores novel ideas.
Achievement	Agree	Unsure	Disagree	N/A
Responds to evolving demands by adjusting priorities ensuring continued progress.
Systematically works to improve the organization
Is flexible in adjusting priorities to meet the demands of changing situations.
Cuts through red tape to enhance efficiency and remove unnecessary hurdles.
Sets ambitious standards of performance.
Objectives	Agree	Unsure	Disagree	N/A
Communicates goals and objectives to employees.
Able to organize work.
Ability to establish realistic goals.
Establishes goals and objectives.
Works toward achieving established goals and objectives.
Customer Focus	Agree	Unsure	Disagree	N/A
Responsive to customer needs.
Competent in managing customer projects.
Provides a high level of service to customers.
Helps raise the tone or energy of the team through positive customer interactions.
Maintains positive customer relationships.
Fiscal Management	Agree	Unsure	Disagree	N/A
Effectively manages appropriations, reporting, purchases, expenditures, payrolls, and staff.
Monitors spending.
Provides budgeting and accounting support to the Company.
Ensures others follow the correct rules and regulations on fiscal matters.
Effective in using Company's resources.

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

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

    
    
57. Strengths
    
    
    
58. Areas for Development
    
    
    
59. Please give any final comments or suggestions for [Participant Name Here]'s assessment.