Managing Performance - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

Instructions

Our company is excited to introduce a new web-based survey tool designed to gather comprehensive feedback on core competencies and role responsibilities critical to the ongoing success of our organization. The Leadership Team Members have unanimously agreed to participate in this initiative and are actively seeking your valuable feedback.

In this context, you have been specifically selected to provide insights on the manager listed above. Your feedback is a crucial component of our company's leadership development process. This tool is intended to capture broad and detailed feedback on the essential competencies and responsibilities that underpin our organization's sustained success and growth.

Your thoughtful and candid responses will play a significant role in guiding the professional development of our leadership team. By reflecting on your experiences and interactions with the manager over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured, your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and excellence.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

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Managing Performance	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Conducts objectives and key results (OKR) assessments on a quarterly basis.
Uses existing performance frameworks to define measures of performance.
Creates several measures of success for each goal.
Is consistent in disciplinary/corrective actions.
Sets and maintains high standards for self and others.
Ensures employees understand how work is to be completed.
Records production quotas on a daily basis.
Establishes indicators to measure levels of performance.
Implements remediation plans that include specific performance goals in areas most in need of improvement.
If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?
Feedback	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Looks to others for input.
Is easy to approach with ideas and opinions.
Seeks feedback to enhance performance.
Asks others for their ideas and opinions.
Is visible and approachable.
Accepts the views of others.
If [Participant Name] were to make improvements in Feedback, what are your suggestions for how he/she can improve this?
Analytical	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Helps employees see that changes in one part of the business can affect other parts.
Able to dissect a problem into its core elements.
Tests hypotheses, analyze experimental data, and draw conclusions.
Uses analytical techniques to assure that adequate resources are available to meet the needs of the department.
Looks beyond immediate cause-and-effect to understand deeper, systemic causes.
Selects the appropriate techniques for analysis.
If [Participant Name] were to make improvements in Analytical, what are your suggestions for how he/she can improve this?
Clarity	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Clearly explains responsibilities to individuals.
Avoids creating ambiguity or mixed messages.
Clearly defines work objectives for employees.
Writes clear job descriptions for positions in the organization.
Makes sure employees understand why they were given certain assignments.
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?
Collaboration	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Creates a culture that encourages understanding and valuing diverse perspectives to effectively resolve conflicts.
Works with others to resolve issues facing the company.
Listens to the ideas and suggestions from others.
Uses group decision making.
Is comfortable working with employees from different departments/divisions.
Ensures relevant data is available to all committee members.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Entrepreneurship	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Has a strategic awareness on how to promote the organization.
Encourages dynamic growth opportunities.
Able to adapt the department to changing business demands and climate.
Exhibits determination and passion in completion of goals.
Excellent at managing relationships with stakeholders.
Takes the initiative to complete tasks.
If [Participant Name] were to make improvements in Entrepreneurship, what are your suggestions for how he/she can improve this?
Vision	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Is adept at identifying underlying problems within the organization and is capable of envisioning innovative and effective solutions to address these issues.
Shapes the department's vision into actionable goals.
Engages with key stakeholders to gather insights and ensure alignment with the organization's mission and vision.
Guides employees to prioritize crucial components of the vision.
Encourages employees to embrace the departmental vision.
Delegates the task of implementing the vision to subordinates.
If [Participant Name] were to make improvements in Vision, what are your suggestions for how he/she can improve this?

46. Strengths
    
    
    
47. Areas for Development
    
    
    
48. Please give any final comments or suggestions for [Participant Name Here]'s assessment.