Developing Others - 360 Degree Feedback Survey Sample #10

360 Feedback Survey

Instructions

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

• Assigns tasks and responsibilities to develop skills of others.
• Assesses employees' developmental needs.
• Supports the successes of other employees.
• Creates opportunities for professional development.
• Encourages employees through recognition of positive changes in behavior.

If [Participant Name] were to make improvements in Developing Others, what are your suggestions for how he/she can improve this?

Continual Improvement

• Open to the suggestions from others.
• Analyzes processes to determine areas for improvement.
• Promotes training and development opportunities to enhance job performance.
• Looks for ways to improve work processes and procedures.
• Looks for ways to expand current job responsibilities.

If [Participant Name] were to make improvements in Continual Improvement, what are your suggestions for how he/she can improve this?

Results Oriented

• Explains the "whys" behind organizational objectives
• Achieves performance benchmarks.
• Produces a high volume of work.
• Willing to adapt to new procedures to maintain production capacities.
• Measures progress toward the goal.

If [Participant Name] were to make improvements in Results Oriented, what are your suggestions for how he/she can improve this?

Strategic Focus

• Creates a strategy to pursue and maintain a competitive advantage in business.
• Identifies strengths that competitors would have trouble imitating.
• Makes sure employees understand the strategy and goals.
• Creates a strategy to achieve departmental objectives.
• Identifies and focuses resources on strategic growth opportunities.

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.
• Is aware of other organizational cultures to compare/contrast with the current organizational culture.
• Effective in communicating with others within the organization.
• Able to use corporate politics to advance department objectives.
• Able to explain departmental policies and procedures to others.

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].

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

Strengths


Areas for Development


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