Interpersonal Skills - 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.

Partially completed forms can be saved by using the Save/Still Working button at the bottom of the page. You may return at a later time to complete/edit the form. Your saved responses will be shown each time you re-visit the feedback form. When you are certain that you have completed your responses and will be not making any changes, click the Complete button.

Please ensure that your submission is made by .

Thank you for your participation in the survey.

Management Team

Interpersonal Skills	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Is willing to lend a hand to those in the department who need help.
Communicates well at all levels of the organization.
Respectful of the opinions and ideas of others.
Is open and approachable
Honest about owning up to mistakes made.
Communication Skills	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Has the confidence to communicate effectively to all levels (from CEO down) of the organization, external customers, suppliers, as well as the senior counsel of other companies.
Engages in clear communication with both senior and junior management.
Faces the person when speaking or listening to engage in direct communication.
Communicates concepts and ideas to others.
Speaks clearly, fluently, and in a compelling manner to both individuals and groups.
Supervisory Skills	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Is a calming force during stressful periods.
Instructs employees on the safest way to perform tasks.
Recognizes those who have exceeded expectations.
Always remains calm and professional even in stressful situations.
Is diligent about completing performance assessments on time.
Professional Development	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Allows employees to fully participate in employee training and professional development.
Contributing fully to the extent of their skills
Encourages employees to take courses relevant to their job.
Quickly acquire and apply new knowledge and skills when needed
Demonstrate enthusiasm and a willingness to learn new skills and knowledge
Feedback	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Seeks feedback to enhance performance.
Open to the suggestions of others.
Shares past experiences with others as learning opportunities.
Actively seeks feedback from others.
Accepts the views of others.
Analytical	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Analyzes data and information from several sources and arrives at logical conclusions.
Uses appropriate techniques to solve problems.
Identifies problems and issues needing resolution.
Identifies opportunities for progress and innovation.
Analyzes issues and reduces them to their component parts.
Initiative	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Acts quickly to address any issues or problems.
Encourages others on the team to suggest process improvements.
Acts on own initiative to improve the department outcomes.
Takes action to establish clear and concise deadlines for tasks to be completed.
Acts with urgency when time is of the essence.
Vision	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Communicates the vision effectively across the organization to motivate and guide employees.
Develops a schedule that outlines specific phases, measurables, and deadlines, ensuring that work is systematically aligned and coordinated with the organization's vision.
Provides a detailed schedule that specifies key milestones and deadlines, guiding the organization step-by-step towards achieving its long-term goals and overall vision.
Turns the department's vision into defined objectives and a strategic framework.
Develops a vision to inspire collective action.

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

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

    
    
42. Strengths
    
    
    
43. Areas for Development
    
    
    
44. Please give any final comments or suggestions for [Participant Name Here]'s assessment.