Developing Others- 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.



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Developing Others	Agree	Unsure	Disagree	N/A
Sets performance objectives for subordinates that encourages development opportunities.
Develops employees by offering and encouraging them to take on new or additional responsibilities.
Supports the successes of other employees.
Creates a work environment that fosters positive feedback to employees.
Assesses employees' developmental needs.
Continual Learning	Agree	Unsure	Disagree	N/A
Pursues self-improvement through continual learning.
Pursues learning that will enhance job performance.
Pursues professional development opportunities when they arise.
Views setbacks as opportunities to learn from.
Takes the initiative to learn new skills.
Achievement	Agree	Unsure	Disagree	N/A
Maintains a proactive, fast-paced approach to problem-solving and decision-making.
Demonstrates improvement in performance.
Maintains high performance standards.
Sets performance metrics to measure achievement or attainment of goals.
Strives to meet goals and objectives.
Feedback	Agree	Unsure	Disagree	N/A
Follows up with the manager to confirm progress or ask for further input.
Schedules regular check-ins to ensure feedback is ongoing, even between formal reviews.
Clarifies what is expected in terms of performance and behavior.
Creates an atmosphere that supports and encourages dialogue, enabling employees to develop the necessary skills to effectively seek, provide, and receive feedback.
Fosters a sense of accountability in performance.
Delegation	Agree	Unsure	Disagree	N/A
Communicates expected/desired outcomes.
Anticipates and assigns responsibilities that foster skill-building and advancement.
Defines task boundaries, decision rights, and escalation protocols to prevent ambiguity.
Gathers feedback from the employee-how did they feel about the task?
Clearly defines roles, responsibilities, and autonomy to avoid ambiguity.
Safety	Agree	Unsure	Disagree	N/A
Develops a sustainable safety culture.
Develops a strong safety culture.
Participates in safety training when offered.
Develops safety guidelines for the department.
Points out behaviors in others that may be unsafe.
Responsible	Agree	Unsure	Disagree	N/A
Holds herself / himself accountable to goals / objectives
Acts as a resource without removing individual responsibility.
...takes personal responsibility for results.
Behavior is ethical and honest.
Works in a way that makes others want to work with her/him.
Fiscal Management	Agree	Unsure	Disagree	N/A
Monitors expenses and verifies the need for items purchased.
Effective in using Company's resources.
Effectively manages appropriations, reporting, purchases, expenditures, payrolls, and staff.
Develops of the department's annual budget.
Develops budgets and plans for various programs and initiatives.
Global Perspective	Agree	Unsure	Disagree	N/A
Can effectively deliver presentations to international clients.
Understands how cultures differ and how these differences impact work behavior.
Creates an environment where individual differences are valued and supported.
Is aware of the culture, behaviors, identities and beliefs of others.
Is able to work with individuals having different backgrounds and cultures.

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

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

    
    
47. Strengths
    
    
    
48. Areas for Development
    
    
    
49. Please give any final comments or suggestions for [Participant Name Here]'s assessment.