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.

Competencies Included:
Managing Performance, Initiative, Action, Feedback, Clarity
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

  • Ensures team members receive rewards for positive performance accomplishments.
  • Holds employees accountable for meeting performance expectations.
  • Regularly conducts performance reviews of all employees.
  • Ensures employees understand how work is to be completed.
  • Establishes standards for expected performance.
If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?

Initiative

  • Actively works on resolving the issue instead of procrastinating or hoping it will resolve itself.
  • Inspires others to perform above expectations.
  • Initiates projects that have an impact on the department.
  • Acts with urgency when time is limited.
  • Immediately informs the HR Department of any personnel complaints or issues.
If [Participant Name] were to make improvements in Initiative, what are your suggestions for how he/she can improve this?

Action

  • Works at a quick pace.
  • Takes advantage of changes to the current situation.
  • Acts quickly to create innovative products and services.
  • Creates opportunities and then takes advantage of them.
  • Anticipates needs and takes pre-emptive action to address the issue.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?

Feedback

  • Shares past experiences with others as learning opportunities.
  • Accepts the views of others.
  • Considers other's opinion and suggestions.
  • 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

  • Is clear about goals that need to be achieved.
  • Avoids creating ambiguity or mixed messages.
  • Communicates ideas and facts clearly and effectively in writing.
  • Attends to the important details of a job or task.
  • Checks details thoroughly.
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.