Decision Making - 360 Degree Feedback Survey Sample #1

Instructions:

The is conducting a 360-Degree Feedback Assessment developed by HR-Survey for selected managers.

You have been selected to provide feedback on the employee listed above. Your feedback is an important part of our company's leadership development process and this survey 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 questions below, think about your experiences working with this employee over the last twelve months. The effectiveness of this development tool is dependent on your honest, forthright and constructive responses so please bear this in mind as you answer each question. Your responses will be aggregated with the responses received from others and discussed with the employee to foster growth and on-going 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.

Your feedback is valuable in helping the individual to understand how they are perceived and experienced by others and the impact their behavior has on people in the organization with whom they interact. Feedback received also acknowledges strengths and identifies areas for development.

Use the form below to provide your feedback. Each field and comment box requires a response before you can SUBMIT your final feedback.

Please ensure that your submission is made between and . 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

Decision Making	Needs Improvement	Meets Minimum Standards	Is Proficient	Role Model
Does not lose sight of the big picture when making decisions
Assesses the risks, benefits, and potential impact of a number of options when deciding a course of action
Breaks complex issues into manageable parts and organizes them in a systematic way before making decisions
Asks for additional information when making critical decisions.
Seeks input from key people who should be involved in, or will be affected by, decisions
If were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?
Achievement	Needs Improvement	Meets Minimum Standards	Is Proficient	Role Model
Demonstrates a well-organized and timely approach to achieve desired results
Follows-up and takes action when goals are not met to ensure better results in the future.
Makes a plan for getting things done and drives execution of the strategic plan, actively supporting or leading initiatives to closure.
Schedules time for self and others to optimize high priority and long term actions. Monitors progress towards business goals.
Completes work to given time frame and to budget
If were to make improvements in Achievement, what are your suggestions for how he/she can improve this?
Adaptability	Needs Improvement	Meets Minimum Standards	Is Proficient	Role Model
Learns from personal experiences and/or mistakes.
Willing to change ideas or perceptions based on new information or contrary evidence which is presented.
Works effectively in dynamic and changing work environments.
Performs a wide range of tasks, responds to changes in direction and priorities and accepts new challenges, responsibilities, and assignments.
Develops insights and applies innovative solutions to projects and problems.
If were to make improvements in Adaptability, what are your suggestions for how he/she can improve this?
Action	Needs Improvement	Meets Minimum Standards	Is Proficient	Role Model
Makes effective decisions, even when under pressure.
Effectively makes decisions
Displays high energy and enthusiasm on consistent basis.
Does whatever it takes (within reason) to get the job done.
Gets the job done.
If were to make improvements in Action, what are your suggestions for how he/she can improve this?
Continual Learning	Needs Improvement	Meets Minimum Standards	Is Proficient	Role Model
Builds on their strengths while addressing their weaknesses.
Pursues self-improvement through continual learning.
Shares best practices with others and learns from others.
Grasps new ideas, concepts, technical, or business knowledge.
Sets relevant learning objectives and goals.
If were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?
Leadership	Needs Improvement	Meets Minimum Standards	Is Proficient	Role Model
Acts decisively in implementing decisions.
Effectively leads others.
Demonstrates leadership and courage in critical situations.
Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.
Gives direct, constructive, and actionable feedback.
If were to make improvements in Leadership, what are your suggestions for how he/she can improve this?
Managing Performance	Needs Improvement	Meets Minimum Standards	Is Proficient	Role Model
Is consistent in disciplinary/corrective actions.
Prioritizes the work of others.
Sets specific and measurable goals for others and follows through to completion.
Obtains commitment from employees regarding completion of tasks.
Measures performance against goals and objectives.
If were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?
Client Focus	Needs Improvement	Meets Minimum Standards	Is Proficient	Role Model
Satisfies client needs.
Maintains strong relationships with clients.
Looks for opportunities that have a positive impact on Clients.
Obtains feedback to ensure client needs are being met.
Is pro-active in dealing with clients and addressing their needs.
If were to make improvements in Client Focus, what are your suggestions for how he/she can improve this?
Coaching	Needs Improvement	Meets Minimum Standards	Is Proficient	Role Model
Helps employees to understand responsibilities, authority, and expectations.
Coaches employees in how to strengthen knowledge and skills to improve work performance.
Meets regularly with employees to coach them on areas that will enhance their performance
Develops the skills and capabilities of others.
Provides clear, motivating, and constructive feedback.
If were to make improvements in Coaching, what are your suggestions for how he/she can improve this?
Conflict Management	Needs Improvement	Meets Minimum Standards	Is Proficient	Role Model
Clearly expresses expectations to others.
Tries to understand others' point of view before making judgments
Deals effectively with employee grievances.
Discusses conflict situations with supervisor.
Identifies and takes steps to prevent potential confrontations.
If were to make improvements in Conflict Management, what are your suggestions for how he/she can improve this?
Company	Needs Improvement	Meets Minimum Standards	Is Proficient	Role Model
Expresses loyalty and dedication to [Company] in interactions with others.
Understands how decisions impact other business units beyond their immediate department of work group.
Follows existing procedures and processes.
Attends [Company] gatherings and social events.
Impresses upon others the important aspects of [Company].
If were to make improvements in Company, what are your suggestions for how he/she can improve this?

56. What are 's greatest strengths demonstrated this year?
    
    
    
57. What are 's areas for development?
    
    
    
58. Please give any final comments or suggestions for 's assessment.