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Employee Development- 360 Degree Feedback Survey Sample #3





Competencies Included:
Employee Development, Continual Improvement, Attitude, Leadership, Initiative, Achievement
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

You have been asked to evaluate yourself as part of a 360-degree feedback process. Other employees, including your manager(s), peers, and direct reports will also evaluate you. In this manner, you will be provided with a comprehensive, multi-perspective (i.e., 360-degree) view of your performance as a manager. The objective is to provide you with feedback so as to allow you to improve your performance, resulting in improved team performance, and organizational effectiveness.

If you are not able to respond to an item, leave it blank and go on to the next item.

Sample Result Document:
Sample Results
We encourage everyone to complete the survey. Please be honest, constructive and thoughtful in your input. The survey is designed to help us understand more about your thoughts and needs to make this a great company.

Please ensure that your submission is made between . The survey will only be available during these dates.



Edit this Survey
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Employee Development

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Allocates adequate resources to employee training and development.
  1. Is aware of the department's training needs.
  1. Offers relevant training that meets staff needs.
  1. Helps new employees strengthen rapport with key executives and managers through the onboarding process.
  1. Observes employees and how they are working to determine where training may be needed.
Please feel free to provide any comments to help explain your answers?

Continual Improvement

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Encourages an employee culture of continuous improvement to seek out better ways of doing things.
  1. Analyzes processes to determine areas for improvement.
  1. Looks for ways to improve work processes and procedures.
  1. Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
  1. Fosters a culture of open communication and continuous improvement.
Please feel free to provide any comments to help explain your answers?

Attitude

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Reinforces the team's value and shared purpose.
  1. Takes time to polish presentations, communications, or reports, ensuring they reflect professionalism and clarity.
  1. Elevates the recognition of their team instead of themselves.
  1. Actively seeks insight from colleagues at all levels and backgrounds.
  1. Able to cope with changes.
Please feel free to provide any comments to help explain your answers?

Leadership

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Able to say "no" when it is essential to maintaining quality and high standards.
  1. Expects continuous learning, skill-building, and professional growth from employees.
  1. Motivates and challenges employees to attain a shared vision.
  1. Avoids vague statements; instead, explains what worked and why or what needs improvement and how.
  1. Says "no" to ideas that will result in lost time and effort.
Please feel free to provide any comments to help explain your answers?

Initiative

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Takes charge when there is a crisis.
  1. Champions under-supported ideas by building coalitions or reframing proposals to gain traction.
  1. Introduces changes that reduce operational costs or increase revenue.
  1. Immediately works to complete goals well before their deadline.
  1. Updates the documentation as soon as the situation changes.
Please feel free to provide any comments to help explain your answers?

Achievement

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Navigates heavy workloads with agility, balancing speed and accuracy.
  1. Takes calculated risks to achieve higher levels of performance.
  1. Balances risk and reward with thoughtful strategies that propel success.
  1. Uses established goals and performance measures to keep track of performance.
  1. Demonstrates a well-organized and timely approach to achieve desired results
Please feel free to provide any comments to help explain your answers?

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






  2. Strengths


  3. Areas for Development


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