Information Technology - 360 Degree Feedback Survey Sample #13

Instructions

You have been selected to provide valuable feedback for the manager listed above. Your insights are an important part of [Participant]'s leadership development process. This tool is designed to gather broad and comprehensive feedback on the core competencies and role responsibilities that are crucial for the continuous success of our organization.

When responding to the assessment form, please consider your experiences working with this individual over the past six to twelve months. Reflect on specific instances, interactions, and overall performance that you have observed. Your responses will be combined with feedback from other colleagues to create a holistic view of the manager's strengths and areas for improvement. This collective feedback will be used to guide their ongoing professional development.

Please be candid and constructive in your comments, as they will be shared anonymously with the manager. Your feedback will be instrumental in helping them understand their impact on the team and the organization, and in identifying opportunities for growth. We appreciate your time and effort in contributing to this important process.

Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.



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Information Technology	Strongly Disagree	Disagree	Agree	Strongly Agree
Delivers high quality IT services for the organization.
Creates an enterprise architecture strategy that ensures IT systems, standards, and platforms are aligned with organizational priorities and governance requirements.
Performs initial diagnostics to narrow down issues.
Validates that integrations, data flows, and system performance meet operational standards.
Cultivates effective, high-trust relationships with senior leadership to advance enterprise goals.
Regularly mentors staff by walking them through complex incidents, explaining decisions, and ensuring they can independently handle similar situations in the future.
Shares insights from user interactions to improve support materials.
Works closely with others when there is an IT issue.
Incorporates user feedback, usability principles, and accessibility standards.
Communication Skills	Strongly Disagree	Disagree	Agree	Strongly Agree
Distills complex ideas into simple, understandable components.
Recaps action steps from meetings to ensure clarity and execution.
Notifies others about developments in plans and goals.
Informs supervisor about progress made on goals and objectives.
Summarizes or paraphrases the current question to confirm understanding.
Bias for Action	Strongly Disagree	Disagree	Agree	Strongly Agree
Identifies key constraints that may impact the achievement of results.
Is motivated to accomplish goals.
Delegates tasks and duties that need to be performed for completion of a project.
Fosters an action-oriented culture within the department.
Positively motivates and supports others to gain skills
Innovation	Strongly Disagree	Disagree	Agree	Strongly Agree
Recognizes and rewards employees that are innovative.
Focuses on bottom-up innovative efforts.
Establishes priorities and allocates resources to support innovation.
Creates new and efficient processes.
Sets company-wide innovation performance targets and goals.
Results Oriented	Strongly Disagree	Disagree	Agree	Strongly Agree
Excels in dynamic environments.
Promotes a solution-focused mindset when problems arise.
Follows up consistently on commitments and deadlines to ensure progress is sustained.
Creates a culture where commitments are honored and excuses are challenged respectfully.
Inspires and motivates co-workers to be productive and energetic at work
Recognition	Strongly Disagree	Disagree	Agree	Strongly Agree
Uses positive reinforcement to redirect performance.
Offers skill-building opportunities (training, conferences, certifications) as a reward for demonstrated excellence or improvement.
Uses recognition programs to help advance a specific training initiative.
Recognizes good work/performance through personal observation.
Creates awards at specific intervals (monthly, quarterly, annually) during the year.
Business Acumen	Strongly Disagree	Disagree	Agree	Strongly Agree
Able to correctly assess current/estimated valuations.
Understands the "basics" as to how [Company] functions/operates.
Identifies new business opportunities.
Identifies and acts promptly to take advantage of potential market opportunities
Creates unique strategies that impact the Company.

40. Describe the greatest strengths of this person with regard to his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
41. Describe the most important things this person could improve upon in order to increase his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
42. Overall, please rate the effectiveness of [Participant Name Here].
    

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

    
    
    
43. Please give any final comments or suggestions for [Participant Name Here]'s assessment.