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Managing Performance - 360 Degree Feedback Survey Sample #3





Questionnaires Measuring Managing Performance:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Instructions

You have been asked to evaluate yourself as part of a 360-degree feedback process. Other employees, including your manager(s), peers, and direct reports will also evaluate you. In this manner, you will be provided with a comprehensive, multi-perspective (i.e., 360-degree) view of your performance as a manager. The objective is to provide you with feedback so as to allow you to improve your performance, resulting in improved team performance, and organizational effectiveness.

If you are not able to respond to an item, leave it blank and go on to the next item.

Competencies Included:
Managing Performance, Delegation, Communication Skills, Action, Leadership, Establishing Focus/Direction, Problem Solving, Technology Use/Management, Client Focus, Customer Focus, Teamwork, Company
Sample Result Document:
Sample Results
We encourage everyone to complete the survey. Please be honest, constructive and thoughtful in your input. The survey is designed to help us understand more about your thoughts and needs to make this a great company.

Please ensure that your submission is made between . The survey will only be available during these dates.



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Managing Performance

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
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Competency
Always
Exhibits this
Competency
  1. Uses existing performance frameworks to define measures of performance.
  1. Reviews job performance shortly after completion of tasks.
  1. Creates clear standards that are understandable and fair.
  1. Establishes indicators to measure levels of performance.
  1. Ensures Job Descriptions are up to date and accurate.
Please feel free to provide any comments to help explain your answers?

Delegation

Does Not
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Competency
Seldom
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Competency
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Competency
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Competency
  1. Delegates work to employees that resonates with their interests and strengths.
  1. Strategically selects assignments that support an employee's growth within the organization.
  1. Clearly defines duties and tasks to be completed.
  1. Communicates trust in employees' judgment, reinforcing ownership and accountability.
  1. Provides oversight while ensuring employees have enough independence to perform effectively.
Please feel free to provide any comments to help explain your answers?

Communication Skills

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  1. Chooses the communication medium (ie. email, voice mail, memo, project document) that reflects the needs of the content. (ie. urgency, confidentiality, content scope)
  1. Open to receiving feedback from others.
  1. Faces the person when speaking or listening to engage in direct communication.
  1. Notifies others about developments in plans and goals.
  1. Provides the reasoning behind choices and actions.
Please feel free to provide any comments to help explain your answers?

Action

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Competency
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Competency
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Competency
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  1. Leverages skills and resources to exceed performance expectations.
  1. Works at a quick pace.
  1. Takes advantage of opportunities to move the organization forward.
  1. Creates innovative products and services.
  1. Ensures timely completion of tasks.
Please feel free to provide any comments to help explain your answers?

Leadership

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  1. Communicates calmly and honestly even when stressed.
  1. Influences others on his/her team to reach goals, improve performance, and try new things
  1. Sets specific, measurable, and challenging goals.
  1. Sets a high level of performance expectations and challenges others to do the same.
  1. Meets the developmental needs of subordinates.
Please feel free to provide any comments to help explain your answers?

Establishing Focus/Direction

Does Not
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Competency
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Competency
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Competency
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  1. Divides the overall strategy into smaller, achievable milestones with deadlines.
  1. Sets the requirements for satisfactory job performance.
  1. Uses check-ins and feedback loops to keep employees accountable and aligned.
  1. Allocates time for important goals.
  1. Allocates time, personnel, and tools based on task complexity and team capacity.
Please feel free to provide any comments to help explain your answers?

Problem Solving

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  1. Sets realistic deadlines for each action step and for the overall completion of the solution.
  1. Implements solutions and evaluates results.
  1. Compares analogous situations transferring insights to new situations.
  1. Gathers relevant data to track the solution's performance and identify any trends or patterns.
  1. Implements effective solutions to critical problems.
Please feel free to provide any comments to help explain your answers?

Technology Use/Management

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  1. Supports employee training and development initiatives regarding implementation of technology.
  1. Maximizes the use of new technology to deliver products and services.
  1. Applies complex rules and regulations to maintain optimal system performance.
  1. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
  1. Supports technical training and development of employees.
Please feel free to provide any comments to help explain your answers?

Client Focus

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  1. Documents client interactions.
  1. Adapts to changing client needs.
  1. Has received good feedback from clients.
  1. Competent in managing client projects.
  1. Addresses client complaints immediately.
Please feel free to provide any comments to help explain your answers?

Customer Focus

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  1. Models excellent customer service for others in the department.
  1. Asks questions and listens carefully to determine customer needs and to ensure that the customer's needs are met.
  1. Identifies inefficiencies in customer service workflows and address them.
  1. Documents customer interactions.
  1. Prioritizes customer issues based on urgency.
Please feel free to provide any comments to help explain your answers?

Teamwork

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Competency
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  1. Helps the team make good decisions even under conditions of uncertainty.
  1. Fosters respect and understanding among team members
  1. Actively participates as a team member
  1. Treats other team members with respect.
  1. Actively and openly participates in team meetings.
Please feel free to provide any comments to help explain your answers?

Company

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Competency
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Competency
  1. Understands the "basics" as to how [Company] functions/operates.
  1. Communicates long-term goals with enthusiasm and clarity, helping employees see what's possible.
  1. Communicates with employees about the changes that are going to take place.
  1. Models ethical behavior in high-pressure situations and encourages others to do the same.
  1. Uses company resources responsibly and discourages waste or misuse.
Please feel free to provide any comments to help explain your answers?

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






  2. Strengths


  3. Areas for Development


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