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

• Determines the operational standards needed for performance of the job.
• Aligns individual and team performance expectations with the organization's expectations.
• Ensures employees are trained in areas where performance may be lacking.
• Assesses employee performance against defined standards.
• Reviews job performance shortly after 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

• Will continue to work on a problem even in the face of obstacles.
• Volunteers time and effort toward the completion of important goals.
• Immediately works to complete goals well before their deadline.
• Takes on additional tasks without being asked or told to do so.
• Is proactive when preparing for potential problems or critical events.

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

Action

• Works across organizational lines and boundaries to attain goals.
• Avoids "Analysis Paralysis" through action.
• Creates performance measures to ensure action by the department.
• Takes responsibility for meeting performance standards.
• Completes tasks on time in spite of delays in the process.

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

Feedback

• Considers other's opinion and suggestions.
• Accepts the views of others.
• Asks others for their ideas and opinions.
• Seeks feedback to enhance performance.
• Looks to others for input.

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

Clarity

• Avoids creating ambiguity or mixed messages.
• Maintains clarity in goals and objectives.
• Makes sure goals and objectives are clearly and thoroughly explained and understood.
• Checks details thoroughly.
• Seeks to reduce ambiguity in messaging and documents.

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.