Managing Performance - 360 Degree Feedback Survey Sample #13

Instructions

You have been selected to provide valuable feedback for the manager listed above. Your insights are an important part of [Participant]'s leadership development process. This tool is designed to gather broad and comprehensive feedback on the core competencies and role responsibilities that are crucial for the continuous success of our organization.

When responding to the assessment form, please consider your experiences working with this individual over the past six to twelve months. Reflect on specific instances, interactions, and overall performance that you have observed. Your responses will be combined with feedback from other colleagues to create a holistic view of the manager's strengths and areas for improvement. This collective feedback will be used to guide their ongoing professional development.

Please be candid and constructive in your comments, as they will be shared anonymously with the manager. Your feedback will be instrumental in helping them understand their impact on the team and the organization, and in identifying opportunities for growth. We appreciate your time and effort in contributing to this important process.

Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.



Please complete your response by .

Managing Performance	Strongly Disagree	Disagree	Agree	Strongly Agree
Monitors performance on a regular basis.
Gives additional responsibilities to individuals who exceed standards.
Ensures employees understand their performance expectations.
Conducts objectives and key results (OKR) assessments on a quarterly basis.
Implements remediation plans with follow up after 3 months.
Provides employees with training as needed to increase their performance.
Links qualitative objectives to quantitative key results.
Reviews monthly or weekly reports of quantitative metrics (sales/production) to measure performance level.
Continuously measures performance and provides feedback to employees regularly.
Action	Strongly Disagree	Disagree	Agree	Strongly Agree
Addresses safety issues immediately.
Fixes problems when they occur.
Does not procrastinate when there is a job to be done.
Initiates actions to get things done.
Decides to act rather than remain passive.
Integrity	Strongly Disagree	Disagree	Agree	Strongly Agree
Does what was promised.
Fosters a high standard of ethics and integrity.
Protects the integrity and confidentiality of information
Maintains strong relationships with others.
Develops trust and confidence from others.
Administrative Skill	Strongly Disagree	Disagree	Agree	Strongly Agree
Able to develop, justify and present a budget.
High attention to detail.
Has strong technical/computer skills.
Accurately implements contract provisions.
Implements and uses performance measures.
Time Management	Strongly Disagree	Disagree	Agree	Strongly Agree
Avoids spending time on non-work related activities.
Arrives to (attends) meetings on time.
Initially focuses on high priority items.
Records time spent on work and non-work related items.
Combines tasks to save time.
Collaboration	Strongly Disagree	Disagree	Agree	Strongly Agree
Engages with team members to build a collaborative work environment.
Uses effective strategies to re-engage team members and secure their commitment to the business's common good.
Is a dependable partner in the group.
Equip the team with the right tools and technologies to facilitate collaboration.
Actively seeks opportunities to work with colleagues to address and resolve challenges.
Company	Strongly Disagree	Disagree	Agree	Strongly Agree
Attends [Company] gatherings and social events.
Understands the "basics" as to how [Company] functions/operates.
Understands how decisions impact other business units beyond their immediate department of work group.
Understands the use of [Company] products and services.
Impresses upon others the important aspects of [Company].

40. Describe the greatest strengths of this person with regard to his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
41. Describe the most important things this person could improve upon in order to increase his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
42. Overall, please rate the effectiveness of [Participant Name Here].
    

    5- Very Effective 4- Effective 3- Neither 2- Ineffective 1- Very Ineffective

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