Managing Performance - 360 Degree Feedback Survey Sample #10

360 Feedback Survey

Instructions

We appreciate you taking the time to provide valuable feedback for the individual mentioned above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Your insights are crucial in offering a comprehensive evaluation. Please rate each item using the scale provided. If you find that you do not have sufficient first-hand knowledge to rate a particular item, select the Not Applicable option.

In addition to the ratings, we encourage you to include comments where possible. These comments are particularly useful when you give a very high or very low rating, as they provide context and clarity regarding your assessment. Explaining your reasons in the comment section helps ensure that your feedback is constructive and actionable.

Your responses, combined with feedback from other contributors, will be compiled and presented to the individual. This collective feedback aims to support their continuous growth and development by highlighting strengths and identifying areas for improvement. Your thoughtful participation is essential in helping them achieve their full potential.

You can save your progress on partially completed forms by clicking the Save/Still Working button located at the bottom of the page. This allows you to come back at a later time to finish or make any necessary edits to the form. When you return, your previously saved responses will automatically be displayed, allowing you to seamlessly continue where you left off. When you have completed filling out the form and are confident that no further changes are needed, please click the Complete button.

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Managing Performance

• Provides employees with necessary resources to accomplish their goals.
• Effectively uses the current performance review process.
• Administers the performance rewards program in a fair and equitable manner.
• Uses existing performance frameworks to define measures of performance.
• Presents performance feedback in a clear and concise manner to address performance issues.

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

Initiative

• Takes actions without having to be told to do so.
• Takes the initiative to change the direction or course of events.
• Initiates projects that have an impact on the department.
• Gladly seeks additional responsibilities.
• Initiates policy or process changes that become best practices across departments.

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

Action

• Able to get things done and make things happen.
• Drives and mobilizes others progress toward goals.
• Does whatever it takes (within reason) to get the job done.
• Takes advantage of changes to the current situation.
• Is proactive in addressing the needs of the department.

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

Feedback

• Regularly solicits feedback from others.
• Identifies specific steps to improve based on feedback and tracks progress over time.
• Facilitates employees in transforming feedback into tangible actions.
• Ensures that the feedback is related to the recipient's role and responsibilities.
• Assists employees in using their feedback to create clear and manageable goals that align with their professional development plans.

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

Clarity

• Writes clear job descriptions for positions in the organization.
• Avoids creating ambiguity or mixed messages.
• Checks details thoroughly.
• Makes sure employees understand why they were given certain assignments.
• Adjusts communication methods to the needs of the audience.

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.