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Employee Development- 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Surveys Measuring Employee Development:
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)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Instructions:

[Company] 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.

Competencies Included:
Employee Development, Passion To Learn, Communication Skills, Business Acumen, Managing Performance, Performance, Administrative Skill, Change Management, Excellence
Sample Result Document:
Sample Results
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 . 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
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Employee Development

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Provides one-on-one mentorship opportunities to employees.
  1. Uses a systematic process for identifying employee development needs and implementing solutions.
  1. Offers relevant training that meets our department's needs.
  1. Fosters a corporate culture that supports employee growth and development.
  1. Provides thorough and extensive training.
If [Participant Name] were to make improvements in Employee Development, what are your suggestions for how he/she can improve this?

Passion To Learn

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is committed to enhancing their own knowledge and skills.
  1. Demonstrates a willingness to participate in continuing education courses.
  1. Creates an environment that supports personal development and exploration.
  1. Holds self and associates accountable for goal achievement.
  1. Enjoys learning new skills and techniques.
If [Participant Name] were to make improvements in Passion To Learn, what are your suggestions for how he/she can improve this?

Communication Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Engages in clear communication with both senior and junior management.
  1. Is professional at all times--never ridiculing, mocking or undermining peers or subordinates.
  1. Conducts impactful training sessions.
  1. Ensures comprehension during conversations or group presentations.
  1. Writes complete and developmentally-oriented performance appraisals with clear goals, using SMART criteria
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?

Business Acumen

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Anticipates marketplace opportunities and supports speed to market.
  1. Recognizes patterns and trends in the business.
  1. Shares information among teams and departments.
  1. Calculates return on investment (ROI) for various business projects.
  1. Effectively develops and uses resources (people, time, money, supplies, equipment, and space) to improve organizational performance
If [Participant Name] were to make improvements in Business Acumen, what are your suggestions for how he/she can improve this?

Managing Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Rewards individuals who show imagination in developing creative solutions to problems.
  1. Ensures employees understand performance standards/requirements.
  1. Recognizes people who provide outstanding leadership in planning, organizing.
  1. Uses existing performance frameworks to define measures of performance.
  1. Measures performance of goals and objectives.
If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?

Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets a high standard for job performance.
  1. Able to organize work.
  1. Works effectively in the department.
  1. Has great overall performance
  1. Works well in this position.
If [Participant Name] were to make improvements in Performance, what are your suggestions for how he/she can improve this?

Administrative Skill

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Gives and follows oral instructions.
  1. Handles confidential materials.
  1. Creates labeled folders, indexes, or searchable databases.
  1. Records business transactions in a journal.
  1. Actively seeks to assist others in need.
If [Participant Name] were to make improvements in Administrative Skill, what are your suggestions for how he/she can improve this?

Change Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Ensures that employees and teams comply with the recent changes.
  1. Amasses resources needed to implement changes.
  1. Clearly communicates the need for change explaining why it is necessary.
  1. Forms an effective change management team.
  1. Assesses market trends to determine the changes needed to maintain profitability.
If [Participant Name] were to make improvements in Change Management, what are your suggestions for how he/she can improve this?

Excellence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Can be counted on to add value wherever they are involved.
  1. Demonstrates the functional or technical skills necessary to do their job.
  1. Is planful and organized.
  1. Demonstrates the analytical skills to do their job.
  1. Produces high quality work.
If [Participant Name] were to make improvements in Excellence, what are your suggestions for how he/she can improve this?

  1. What are [Participant Name Here]'s greatest strengths demonstrated this year?


  2. What are [Participant Name Here]'s areas for development?


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