Developing Others - 360 Degree Feedback Survey Sample #10

360 Feedback Survey

Questionnaires Measuring Developing Others:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)

Thank you for providing feedback for the recipient above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Rate each item using the scale shown. If you don't feel you have enough first-hand information to rate a certain item, please choose the Not Applicable option. Comments can be very helpful; at a minimum where you give a particularly high or low rating, please share your reasons in the comment section for that competency. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing 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.

Developing Others

  • Assesses employees' developmental needs.
  • Is open to receiving feedback.
  • Provides constructive feedback to others.
  • Supports the successes of other employees.
  • Recognizes and celebrates accomplishments of others.
If [Participant Name] were to make improvements in Developing Others, what are your suggestions for how he/she can improve this?

Continual Improvement

  • Looks for ways to expand current job responsibilities.
  • Open to the suggestions from others.
  • Analyzes processes to determine areas for improvement.
  • Looks for ways to expand and learn new job skills.
  • Encourages an employee culture of continuous improvement to seek out better ways of doing things.
If [Participant Name] were to make improvements in Continual Improvement, what are your suggestions for how he/she can improve this?

Results Oriented

  • Stays focused on meeting the needs of customers.
  • Helps others when free-time is available.
  • Does not become distracted by non-issues or interruptions.
  • Directs team in prioritizing daily work activities
  • Inspires and motivates co-workers to be productive and energetic at work
If [Participant Name] were to make improvements in Results Oriented, what are your suggestions for how he/she can improve this?

Strategic Focus

  • Looks for opportunities to enhance contributions to the bottom line.
  • Understands & contributes to development of strategic goals.
  • Sustains or achieves a competitive advantage for the organization by analyzing the best practices and lessons learned from other organizations.
  • Creates plans to develop and promote organizational and area strengths, as well as to address weaknesses.
  • Understands their role within the organization.
If [Participant Name] were to make improvements in Strategic Focus, what are your suggestions for how he/she can improve this?

Organizational Fluency

  • Adept at navigating within the culture of the department.
  • Understands departmental policies and procedures.
  • Gets things done through the department.
  • Able to explain departmental policies and procedures to others.
  • Anticipates problems that may affect the department.
If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can improve this?
Overall, please rate the effectiveness of [Participant Name Here].


Areas for Development

Please give any final comments or suggestions for [Participant Name Here]'s assessment.