Employee Development - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

Instructions

Our company is excited to introduce a new web-based survey tool designed to gather comprehensive feedback on core competencies and role responsibilities critical to the ongoing success of our organization. The Leadership Team Members have unanimously agreed to participate in this initiative and are actively seeking your valuable feedback.

In this context, you have been specifically selected to provide insights on the manager listed above. Your feedback is a crucial component of our company's leadership development process. This tool is intended to capture broad and detailed feedback on the essential competencies and responsibilities that underpin our organization's sustained success and growth.

Your thoughtful and candid responses will play a significant role in guiding the professional development of our leadership team. By reflecting on your experiences and interactions with the manager over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured, your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and excellence.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

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Collaboration	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Respects and utilizes diverse perspectives in addressing challenges.
Ensures all team members understand the goals.
Shares knowledge, ideas and resources to achieve quicker success.
Facilitates resolving differences to strengthen team unity.
Works with others to achieve common objectives.
Encourages trust among committee members.
Regularly seeks feedback from employees on how to improve collaboration and acts on their suggestions.
Is open to unique and creative ideas from others.
Listens and attends to the ideas from others.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Others	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Works across boundaries within the organization.
...treats others with respect and dignity.
Consistently demonstrates ability and willingness to trust others.
Supports the efforts of other employees in implementing solutions to problems.
Respects the opinions of other employees.
Helpful
If [Participant Name] were to make improvements in Others, what are your suggestions for how he/she can improve this?
Continual Improvement	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Promotes training and development opportunities to enhance job performance.
Looks for ways to improve work processes and procedures.
Encourages an employee culture of continuous improvement to seek out better ways of doing things.
Looks for ways to expand current job responsibilities.
Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
Open to the suggestions from others.
If [Participant Name] were to make improvements in Continual Improvement, what are your suggestions for how he/she can improve this?
Leadership	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Expects staff to work above average.
Allocates as much time as needed for task completion.
Fosters team cooperation, builds trust among team members and creates commitment to team goals.
Does not settle for mediocrity and quickly addresses underperformance.
Motivates others to reach and exceed organizational goals and objectives.
Is transparent in all communications.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?
Project Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Has the requisite industry knowledge to manage projects in this field.
Able to adjust project schedule as needed to accommodate unforeseen issues.
Investigates potential risks of different courses of action.
Estimates the duration for each phase of the project.
Communicates with the teams often to ensure that the deadlines are met.
Understands what software tools are available to be used to manage the project.
If [Participant Name] were to make improvements in Project Management, what are your suggestions for how he/she can improve this?
Goals	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Avoids actions that do not contribute to the achievement of the goal.
Refines and further defines goals as additional information and details become available.
Maintains focus and avoids disruptions to achieve goals.
Informs employees of their progress toward goal completion.
Communicates to staff the importance of each goal letting them know of the priorities.
Encourages coworkers to attain departmental goals.
If [Participant Name] were to make improvements in Goals, what are your suggestions for how he/she can improve this?
Clarity	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Clearly explains responsibilities to individuals.
Clarifies problems and their causes to help employees correct them.
Maintains clarity in goals and objectives.
Is clear about goals that need to be achieved.
Seeks to reduce ambiguity in messaging and documents.
Writes clear job descriptions for positions in the organization.
If [Participant Name] were to make improvements in Clarity, what are your suggestions for how he/she can improve this?

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