Fiscal Management- 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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Fiscal Management	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Effectively manages appropriations, reporting, purchases, expenditures, payrolls, and staff.
Keeps excellent records for financial transparency.
Develops of the department's annual budget.
Effective in using Company's resources.
Develops budgets and plans for various programs and initiatives.
Change Management	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Inspires others to want to change.
Supports the Company's efforts to implement changes.
Addresses organizational and departmental resistance to changes.
Effective in dealing with ambiguous and challenging situations.
Inspires others to accept changes.
Vision	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Creates a common vision for others.
Demonstrates consistency between words and actions
Clearly articulates a vision for his/her work and inspires others to support it
Develops action plans to align his/her work with the goals of the organization
Expresses the Company vision in a way that is easily understood and adopted by employees.
Excellence	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Keeps themselves and others focused on constant improvement.
Demonstrates the functional or technical skills necessary to do their job.
Produces high quality work.
Can be counted on to add value wherever they are involved.
Takes a lot of pride in their work.
Emotional Intelligence	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Accurately perceives the emotional reactions of others.
Is attentive to emotional cues and interprets others' feelings correctly.
Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
Is able to express themselves clearly.
Able to understand others' points of view.
Supervisory Skills	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Sets a good example for others to follow.
Encourages employees to achieve their full potential.
Communicates effectively with employees.
Exemplifies professionalism in the workplace.
Is a calming force during stressful periods.
Delegation	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Defines the roles, responsibilities, required actions, and deadlines for team members.
Allows employees to decide how they wish to complete the tasks.
Delegates tasks, responsibilities, and accountability as appropriate to the level of employee.
Assigns tasks to create learning opportunities for the employees.
Encourages and empowers subordinates to use initiative in achieving goals and objectives.
Goals	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Sets high expectations and goals; encourages others to support the organization.
Conducts timely follow-up; keeps others informed on a need to know basis.
Achieves goals.
Establishes and documents goals and objectives.
Goal Setting
Technical	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice.
Is knowledgeable of procedures or systems necessary for the job.
Knows how to produce high quality products/work.
Seeks information from others as needed.
Willingly shares his/her technical expertise; sought out as resource by others

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

    -Excellent -Good -Average -Poor




47. Would you refer others who are seeking employment to [Company]?
    Yes No
    
    Please provide explanation:
    
    


48. 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?
    
    
    


49. What changes do you see [Company] making in order to raise the standards?
    
    


50. I feel good about my continued employment with [Company].
    Yes No
    
    If no, please provide explanation:
    
    
    


51. What do you like best about working for [Company]?
    
    


52. 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: