Feedback - 360 Degree Feedback Survey Sample #7

360 Feedback Survey

Instructions

We are requesting your participation in a 360-degree feedback review of several participants in our company's Leadership Development program. We are administering a new web-based survey tool which is designed to gather broad feedback as it relates to core competencies and role responsibilities that are important for the on-going success of our organization. The Leadership Team Members have agreed to participate and are seeking your feedback.

In this regard, you have been selected to provide feedback for the manager listed above. Your feedback is an important part of this manager's leadership development process. This tool is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

You will get the chance to evaluate this manager's performance in different areas and share your thoughts through written comments for more detailed feedback. Ensure that your feedback is constructive and helpful.

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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Feedback	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Helps employees to thoroughly understand the feedback they receive, identifying key takeaways, and determining specific steps they can take to address any areas for improvement.
Avoids becoming defensive or taking feedback personally, understanding that the purpose of feedback is to improve performance or behavior.
Summarizes or paraphrases the feedback to confirm your understanding.
Shares past experiences with others as learning opportunities.
Links feedback directly to specific role expectations, KPIs, or project outcomes.
If [Participant Name] were to make improvements in Feedback, what are your suggestions for how he/she can improve this?
Communication Skills	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Conveys important reports with a sense of excitement, passion, and urgency.
Welcomes input and suggestions from others.
Recaps action steps from meetings to ensure clarity and execution.
Deconstructs complex issues into understandable segments.
Asks follow-up questions as needed.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?
Accountability	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Takes responsibility for seeing the project through to completion.
Willing to answer for their own actions and performance.
Takes responsibility for errors in the production line.
Takes responsibility for results.
Ensures that employee objectives are aligned with the organization's objectives.
If [Participant Name] were to make improvements in Accountability, what are your suggestions for how he/she can improve this?
Integrity	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Shows respect for individuals by addressing any concerns or feedback directly with them rather than discussing them behind their backs.
Maintains consistency in ethical behavior to foster an environment of mutual trust.
Delivers on all promises.
Consistently delivers on promises reinforcing a pattern of trustworthy behavior.
Exemplifies commitment to integrity, dedication, and excellence, consistently aiming to positively influence the department.
If [Participant Name] were to make improvements in Integrity, what are your suggestions for how he/she can improve this?
Management	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Empowers employees to make their own decisions in the field.
Shares information openly and honestly, modeling transparency and trustworthiness.
Recognizes and addresses power dynamics that may hinder fair conflict resolution.
Provides regular updates on project status, challenges, and achievements to stakeholders.
Is confident in the abilities of their subordinates.
If [Participant Name] were to make improvements in Management, what are your suggestions for how he/she can improve this?
Decision Making	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Carefully evaluates information before making an important decision.
Is creative about the decisions they make.
Stays focused on the main objective when making decisions.
Willing to consider information from other sources.
Anticipates impacts that may not be immediately obvious, reducing risk exposure.
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?
Technical	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Willingly shares his/her technical expertise; sought out as resource by others
Is knowledgeable of procedures or systems necessary for the job.
Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
Seeks information from others as needed.
Demonstrates mastery of the technical competencies required in his/her work.
If [Participant Name] were to make improvements in Technical, what are your suggestions for how he/she can improve this?
Managing Risk	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Seeks to add value to the company by embracing risk.
Ensures that any risky decisions taken are based on informed decision making.
Determines the impact of specific risks on finances.
Avoids maintaining the status quo (or standard operating procedures) when addressing new and influential situations.
Works effectively to avoid risk.
If [Participant Name] were to make improvements in Managing Risk, what are your suggestions for how he/she can improve this?
Co-worker Development	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Adapts coaching and mentoring approach to meet the style or needs of individuals
Sets and clearly communicates expectations, performance goals, and measurements to others
Provides ongoing feedback to co-workers on their development progress
Works to identify root causes of performance problems
Takes immediate action on poor performance
If [Participant Name] were to make improvements in Co-worker Development, what are your suggestions for how he/she can improve this?
Strategic Focus	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Modifies strategic decisions depending on changes in the business environment.
Ensures the department has a viable strategy for moving forward.
Identifies bottlenecks in the production process and develops strategies to correct these issues.
Develops a strategic vision for the future.
Strategically deploys resources to areas of the greatest need.
If [Participant Name] were to make improvements in Strategic Focus, what are your suggestions for how he/she can improve this?
Organizational Fluency	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Adept at navigating within the culture of the department.
Able to explain departmental policies and procedures to others.
Understands the current organizational culture.
Able to deal with sensitive issues with tact and professionalism.
Effective in communicating with others within the organization.
If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can improve this?

56. Strengths
    
    
    
57. Areas for Development
    
    
    
58. Please give any final comments or suggestions for [Participant Name Here]'s assessment.