Managing Performance - 360 Degree Feedback Survey Sample #9

360 Feedback Survey

Instructions

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 comment section for that competency. 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.

Managing Performance	Definite Strength	Meets Standards	Needs Development	N/A
Rewards individuals who show imagination in developing creative solutions to problems.
Adjusts performance goals as needed to meet the demands of the department/organization.
Is consistent in disciplinary/corrective actions.
Measures job performance of subordinates against defined goals and objectives.
Uses existing performance frameworks to define measures of performance.
Delegation	Definite Strength	Meets Standards	Needs Development	N/A
Aware of the resources needed to complete tasks.
Allows subordinates to use their own methods and procedures.
Defines goals and objectives for subordinates.
Ensures delegated tasks are completed on time.
Selects appropriate individuals to complete tasks.
Accountability	Definite Strength	Meets Standards	Needs Development	N/A
Does not make excuses for missed deadlines.
Does not make excuses for being late for work.
Informs the supervisor if progress on the task has been delayed.
Demonstrates a commitment to taking responsibility for actions.
Is prepared and on time for meetings and scheduled events.
Integrity	Definite Strength	Meets Standards	Needs Development	N/A
Develops trust and confidence from others.
Does not withhold important information needed by others.
Establishes relationships of trust, honesty, fairness, and integrity.
Demonstrates honesty and truthfulness at all times.
Accepts responsibility for mistakes.
Emotional Intelligence	Definite Strength	Meets Standards	Needs Development	N/A
Accurately perceives the emotional reactions of others.
Is able to control their own emotions.
Is able to manage their own emotions.
Is able to express themselves clearly.
Does not view setbacks as personal failures.
Time Management	Definite Strength	Meets Standards	Needs Development	N/A
Consistently meets the project schedule.
Arrives to (attends) meetings on time.
Makes the most of limited time available.
Stays focused on the most important tasks that need completed.
Utilizes batch workflows to reduce time spent on certain tasks.
Results Oriented	Definite Strength	Meets Standards	Needs Development	N/A
Achieves performance benchmarks.
Gives extra effort to solve problems and get work done on time.
Recognizes the problem that needs to be solved.
Sets priorities for tasks to be completed.
Determines the best approach to achieving the expected results.
Safety	Definite Strength	Meets Standards	Needs Development	N/A
Ensures compliance with safety regulations.
Identifies predictable hazards in the workplace.
Develops safety guidelines for the department.
Commits adequate resources toward safety measures.
Seeks to reduce the likelihood of accidents.
Others	Definite Strength	Meets Standards	Needs Development	N/A
Is able to see issues from others' perspectives.
Helpful
...treats others with respect and dignity.
Works effectively with people from other departments.
Forms working relationships with employees from other departments.
Strategic Insight	Definite Strength	Meets Standards	Needs Development	N/A
Allocates proper resources for employee training to meet future needs based on insight into employee skill levels.
Recognizes the needs of customers.
Develops a plan and strategy for each functional area within the mission statement.
Understands how to circumvent barriors to change within the organization.
Analyzes records and reports to obtain insight into potential issues and trends.

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

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

    
    
52. Strengths
    
    
    
53. Areas for Development
    
    
    
54. Please give any final comments or suggestions for [Participant Name Here]'s assessment.