Managing Performance - 360 Degree Feedback Survey Sample #10





360 Feedback Survey

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)
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.

Sample Result Document:
Sample Results
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

  • Initiates probationary actions for employees with sub-par performance.
  • Monitors performance on a regular basis.
  • Rewards employees for exceeding goals.
  • Recognizes team members when they contribute significantly to the team.
  • Gives additional responsibilities to individuals who exceed standards.
If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?

Initiative

  • Acts independently to solve pressing needs.
  • Initiates new projects for the department.
  • Is an inspiration for others to perform above expectations.
  • Initiates draft documents for the director.
  • Expands the offerings of the department by working evenings and weekends.
If [Participant Name] were to make improvements in Initiative, what are your suggestions for how he/she can improve this?

Action

  • Gladly accepts new challenges and works on them with urgency.
  • Fixes small issues before they become critical incidents.
  • Works quickly when faced with difficult problems.
  • Changes course to meet the needs of a new situation.
  • Acts immediately instead of waiting for someone else to solve the issue.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?

Feedback

  • Is easy to approach with ideas and opinions.
  • Actively seeks feedback from others.
  • Is visible and approachable.
  • Looks to others for input.
  • Shares past experiences with others as learning opportunities.
If [Participant Name] were to make improvements in Feedback, what are your suggestions for how he/she can improve this?

Clarity

  • Clearly explains responsibilities to individuals.
  • Avoids creating ambiguity or mixed messages.
  • Avoids stating unclear or conflicting goals.
  • Is clear about the roles and duties of team members.
  • Communicates ideas and facts clearly and effectively in writing.
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].






Strengths


Areas for Development


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