Delegation - 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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Delegation	Agree	Unsure	Disagree	N/A
Delegates responsibility to employees, allowing them to handle tasks independently.
Connects delegated tasks to long-term career paths and organizational opportunities.
Selects appropriate individuals to complete tasks.
Assigns responsibilities based on skills, interests, and growth opportunities-not favoritism or bias.
Engages team members in defining tasks to enhance understanding and buy-in.
Time Management	Agree	Unsure	Disagree	N/A
Often works through lunches instead of going out for lunches.
Prioritizes critical tasks for the beginning of the shift.
Processes items in the inbox instead of letting them accumulate.
Consistently meets the project schedule.
Utilizes batch workflows to reduce time spent on certain tasks.
Objectives	Agree	Unsure	Disagree	N/A
Communicates goals and objectives to employees.
Consistently provides me with timely feedback for improving my performance.
Sets long-term and short-term goals.
Effectively organizes resources and plans
Encourages me to take on greater responsibility.
Flexibility	Agree	Unsure	Disagree	N/A
Has the ability to pivot strategies, operations, or processes in real-time to meet new challenges or seize new opportunities.
Innovates skills and modifies behaviors to remain flexible in addressing important issues.
Able to make changes to their leadership style after receiving constructive feedback through the performance review.
Capable of adapting workflows to accommodate new regulations or policies.
Can easily accommodate changes in personnel of the department.
Bias for Action	Agree	Unsure	Disagree	N/A
Establishes clear procedures and best practices to minimize the likelihood of problems occurring.
Converts the strategic plan into action
Is reliable and dependable taking on responsibilities for work in the department.
Has the confidence to make decisions independently when necessary, without always seeking approval.
Assumes full accountability for overseeing and executing the essential tasks required to achieve the desired outcomes.
Continual Learning	Agree	Unsure	Disagree	N/A
Is open to new ideas and concepts.
Builds on their strengths while addressing their weaknesses.
Shares best practices with others and learns from others.
Views setbacks as opportunities to learn from.
Improves on their skill sets.
Feedback	Agree	Unsure	Disagree	N/A
Creates an environment that encourages open communication, mutual respect, and continuous improvement to facilitate effective feedback between managers and their employees.
Explores alternative perspectives or interpretations of feedback to broaden self-awareness.
Offers guidance to assist employees in adjusting their behaviors to enhance performance.
Is open to receiving feedback.
Schedules regular check-ins to ensure feedback is ongoing, even between formal reviews.
Client Focus	Agree	Unsure	Disagree	N/A
Meets with clients on a regular basis.
Engages with clients on multiple levels.
Accepts responsibility for ensuring client satisfaction.
Builds products that meet the unique needs of each client.
Delivers on commitments made to clients.
Customer Focus	Agree	Unsure	Disagree	N/A
Consistently exceeds customer expectations.
Spots emerging customer trends and responds quickly?
Provides training to others on how to improve customer service.
Accepts responsibility for ensuring customer satisfaction.
Ensures all customer commitments and requirements are met or exceeded.
Partnering/Networking	Agree	Unsure	Disagree	N/A
Strengthens the contacts with other departments.
Provides expertise that may be lacking in other partners or other parts of the network.
Leverages core competencies of partners to the benefit of both parties.
Develops trust in others to form partnerships and networks.
Establishes regular check-ins to ensure alignment and address any emerging issues.

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

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

    
    
52. Strengths
    
    
    
53. Areas for Development
    
    
    
54. Please give any final comments or suggestions for [Participant Name Here]'s assessment.