Engagement- 360 Degree Feedback Survey Sample #5

360-Degree Assessment Survey

Dear Employee:

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 Closing Comments section. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing development.

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Management Team

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Engagement	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Is eager to find solutions to problems.
Feels connected to the job and tries to do the best every day.
Provides employees with support.
Supports employees so they feel good about working in the department.
Regularly keeps employees informed of important changes.
Supports career development and progression.
Values the contributions that employees make toward the team's success.
Collaboration	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Is respectful of others in group discussions.
Promotes open participation and communication within department and throughout the organization.
Ensures that all members are aligned and motivated, contributing to a cohesive and productive team dynamic.
Integrates technology to boost collaborative work on process and policy documentation.
Respects other group/team members.
Creates a culture that fosters and values collaboration.
Identifies and organizes partnerships and alliances.
Decision Making	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Makes decisions based on novel interpretations of the facts.
Open to the suggestions from subordinates.
Is aware of the impact of decisions and informs others about potential outcomes.
Identifies which factors can be adjusted and which must remain constant to guide viable decision paths.
Is able to learn from mistakes.
Adjusts decision criteria as new information emerges, ensuring relevance and feasibility.
Makes clear what is in scope and out of scope to avoid misalignment or unrealistic expectations.
Negotiation	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Aims for solutions that benefit both parties.
Creates a constructive atmosphere, building a positive relationship for cooperative negotiations.
Establishes a protocol/structure at the beginning of the negotiations for the development of issues.
Is resolute when stating priorities and non-negotiables.
Conducts necessary preparations before engaging in negotiations.
Establishes good working relationships with others.
Justifies viewpoints using strong and credible data.
Recognition	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Incorporates recognition into regular meetings, such as weekly team check-ins or monthly town halls.
Gives recognition and appreciation fairly.
Exhibits recognition in the appropriate settings and environment.
Empowers employees to have more autonomy as recognition and reward for good job performance.
Offers recognition that is thoughtful and individualized, ensuring that the method and reward suit the person being acknowledged.
Is well aware of employee performance to know when recognition is needed/deserved.
Uses Eco-Friendly awards to incentivize employees to conserve natural resources.
Passion To Learn	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Stays up-to-date on emerging technologies.
Critiques own performance and learns from experience as a source of continuous improvement.
Will participate in training classes even if offered outside of normal working hours.
Inspires others to learn new things.
Stays current with skills and training.
Takes initiative for own learning and development.
Holds self and associates accountable for goal achievement.
Punctuality	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Starts the workday when scheduled.
Avoids making personal phone calls during working hours.
Starts meetings on time.
Conducts appointments at scheduled start time.
Invoices clients on a timely basis.
Arrives to meetings on time.
Responds to requests for information in a timely manner.
Establishing Focus/Direction	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Implements financial resources and gainsharing programs to help employees focus on increasing efficiency.
Uses performance data to reinforce expectations and guide improvement.
Sets the requirements for satisfactory job performance.
Aligns the team's efforts, energy, and focus on a shared goal.
Leads by example to guide employees in the completion of tasks.
Sets benchmarks or criteria for the quality of products or services.
Motivates employees by encouraging their participation on projects.
Organizational Fluency	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Able to explain departmental policies and procedures to others.
Understands the current organizational culture.
Gets things done through 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.
Adept at navigating within the culture of the department.

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

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

    
    
65. Strengths
    
    
    
66. Areas for Development
    
    
    
67. Please give any final comments or suggestions for [Participant Name Here]'s assessment.