Employee Relations- 360 Degree Feedback Survey Sample #4

Dear Employee:


Welcome to our 360-Degree Feedback Assessment of [Participant Name]. Our objective is to provide feedback which will help advance his/her leadership skills and capabilities. We are asking you to take time to respond to this survey to help us identify where we are doing well and where we have opportunities to do better.

We have developed this survey with questions tailored for [Participant Name]'s position in the department to provide you with an opportunity to anonymously rate many facets of his/her leadership performance. The survey will assess what you value most in their leadership skills and allow you to make positive suggestions for improvement.

Please be honest, constructive and thoughtful in your responses. The results of this survey will be used to help drive our future success. If you have any questions about the process please contact [Contact Person].

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



Instructions:
Please complete the items below and press the submit button at the end of the survey. If you need multiple sessions to complete the survey, please click the "Submit" button at the end of each session to save your responses. Please feel free to skip any items that you do not wish to respond to. Keep in mind that your responses help us to become a better place to work. So, you are encouraged to respond to all items on the questionnaire.

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Employee Relations	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Works to ensure that Management and Labor trust each other.
Communicates regularly with employees.
Identifies and mitigates safety risks in the workplace.
Provides guidance and support while allowing employees the freedom to execute tasks independently.
Uses feedback from all involved parties to guide conflict resolution decisions.
Partnering/Networking	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Hosts forums, colloquiums, and seminars to share information and ideas.
Plans and engages resources to the partnership effort while monitoring and evaluating progress and achievements.
Actively prevents conflicts by identifying issues early and resolving them promptly.
Networks with other professionals in the industry to understand best practices.
Creates strategic partnerships when resources are limited.
Others	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
...treats others with respect and dignity.
Works across boundaries within the organization.
Constructively receives criticism and suggestions from others.
Helpful
Works effectively with people from other departments.
Bias for Action	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Driven to get things done.
Completes even the smallest of tasks to avoid causing any delay in the project.
Initiates tasks or projects that address identified needs.
Develops a proactive approach to solving problems and issues on a project.
Makes decisions within a specific time limit to avoid overthinking about problems.
Continual Improvement	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Looks for ways to expand current job responsibilities.
Analyzes processes to determine areas for improvement.
Looks for ways to improve work processes and procedures.
Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
Fosters a culture of open communication and continuous improvement.
Punctuality	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Invoices clients on a timely basis.
Starts the workday when scheduled.
Avoids making personal phone calls during working hours.
Arrives to meetings on time.
Conducts appointments at scheduled start time.
Managing Performance	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Assigns responsibility for meeting specific objectives.
Establishes measures of performance.
Ensures Job Descriptions are up to date and accurate.
Uses existing performance frameworks to define measures of performance.
Ensures employees understand how work is to be completed.
Quality	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Takes preventative measures to address quality issues before they escalate.
Positively influences others to strive to attain high quality standards.
Addresses issues as soon as possible.
Develops processes to enhance quality standards.
Corrects issues in a timely manner.

41. On a scale of Excellent to Poor, how would you rate your overall employment with [Company] and why?
    

    -Excellent -Good -Average -Poor




42. Would you refer others who are seeking employment to [Company]?
    Yes No
    
    Please provide explanation:
    
    
    
43. If you had an opportunity to make any change you wanted to make [Company] a better place to work, what one improvement would you make?
    
    
    
44. What changes do you see [Company] making in order to raise the standards?
    
    
    
45. I feel good about my continued employment with [Company].
    Yes No
    
    If no, please provide explanation:
    
    
    
46. What do you like best about working for [Company]?
    
    
    
47. What do you like least about working for [Company]? How could it be improved?
    
    
    
93. Use the space below to enter any final comments you would like to be noted: