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

• Provides employees with necessary resources to accomplish their goals.
• Uses existing performance frameworks to define measures of performance.
• Assesses employee performance against defined standards.
• Aligns individual and team performance expectations with the organization's expectations.
• Regularly conducts performance reviews of all employees.

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

Initiative

• Initiates actions that impact the department/company.
• Initiates important conversation topics at meetings.
• Addresses small problems before they become big ones.
• Looks to start work on new projects without waiting for direction from the manager.
• Seizes upon opportunities available.

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

Action

• Effectively handles multiple complex issues simultaneously.
• Is proactive in addressing the needs of the department.
• Fixes small issues before they become critical incidents.
• Will take action to address a problem rather than to wait to confer with others about the situation.
• Changes course to meet the needs of a new situation.

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

Feedback

• Open to the suggestions of others.
• Actively seeks feedback from others.
• Looks to others for input.
• Is easy to approach with ideas and opinions.
• Asks others for their ideas and opinions.

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

Clarity

• Makes sure goals and objectives are clearly and thoroughly explained and understood.
• Communicates with clarity and efficiency.
• Clearly explains the vision and goals of the company.
• Is clear about the roles and duties of team members.
• Writes clear job descriptions for positions in the organization.

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.