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

• Makes sure commitments are understood and met.
• Obtains commitment from employees regarding completion of tasks.
• Prioritizes the work of others.
• Addresses grievances sooner rather than later.
• 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

• Goes above and beyond the stated goals.
• Coach others to foster an environment which can adapt quickly and willingly to rapid change.
• Takes decisive action to address problems, following up with relevant team members and coaching them on how to improve.
• Takes the initiative to change the direction or course of events.
• Prepares for unexpected contingencies.

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

Action

• Effectively makes decisions
• 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.
• Motivates & supports others to gain skills

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.
• Is easy to approach with ideas and opinions.
• Looks to others for input.
• Open to the suggestions of others.
• Seeks feedback to enhance performance.

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

Clarity

• Communicates ideas and facts clearly and effectively in writing.
• Avoids creating ambiguity or mixed messages.
• Checks details thoroughly.
• Avoids stating unclear or conflicting goals.
• Attends to the important details of a job or task.

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.