Managing Performance - 360 Degree Feedback Survey Sample #10

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

• Creates clear standards that are understandable and fair.
• Continuously measures performance and provides feedback to employees regularly.
• Informs team members how their performance compares to stated goals.
• Is consistent in disciplinary/corrective actions.
• Obtains commitment from employees regarding completion of tasks.

If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?

Initiative

• Is a self-starter. Does not wait to be told to do something.
• Initiates important conversation topics at meetings.
• Expands the offerings of the department by working evenings and weekends.
• Acts on own initiative to improve the department outcomes.
• Guides strategic initiatives to advance the department/organization.

If [Participant Name] were to make improvements in Initiative, what are your suggestions for how he/she can improve this?

Action

• Motivates & supports others to gain skills
• Drives and mobilizes others progress toward goals.
• Makes effective decisions, even when under pressure.
• Does whatever it takes (within reason) to get the job done.
• Is not afraid to take corrective action when necessary.

If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?

Feedback

• Is visible and approachable.
• Is easy to approach with ideas and opinions.
• Actively seeks feedback from others.
• Seeks feedback to enhance performance.
• Accepts the views of others.

If [Participant Name] were to make improvements in Feedback, what are your suggestions for how he/she can improve this?

Clarity

• Maintains clarity in goals and objectives.
• Clarifies problems and their causes to help employees correct them.
• Makes sure goals and objectives are clearly and thoroughly explained and understood.
• Attends to the important details of a job or task.
• Clearly defines work objectives for employees.

If [Participant Name] were to make improvements in Clarity, what are your suggestions for how he/she can improve this?

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

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

Strengths


Areas for Development


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