Conflict Management- 360 Degree Feedback Survey Sample #7

360 Feedback Survey

Instructions

We are requesting your participation in a 360-degree feedback review of several participants in our company's Leadership Development program. We are administering a new web-based survey tool which is designed to gather broad feedback as it relates to core competencies and role responsibilities that are important for the on-going success of our organization. The Leadership Team Members have agreed to participate and are seeking your feedback.

In this regard, you have been selected to provide feedback for the manager listed above. Your feedback is an important part of this manager's leadership development process. This tool is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

You will get the chance to evaluate this manager's performance in different areas and share your thoughts through written comments for more detailed feedback. Ensure that your feedback is constructive and helpful.

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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Negotiation	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Is resolute in positions to build trust and predictability.
Establishes a protocol/structure at the beginning of the negotiations for the development of issues.
Resolves difficult negotiations whether it is a contract, sub contract, legal or any other difficult negotiation fairly and reasonably.
Ensures a thorough understanding of key issues and priorities.
Is resolute in positions to better withstand pressure and resist making hasty concessions.
If [Participant Name] were to make improvements in Negotiation, what are your suggestions for how he/she can improve this?
Establishing Focus/Direction	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Delegates responsibilities to team leads or supervisors to oversee specific areas of work.
Recognizes and reinforces behaviors that meet or exceed established standards.
Breaks down larger goals into smaller, manageable milestones to add more structure toward the accomplishment of the goal.
Reassesses assignments and ensures coverage without overburdening others due to absences of personnel within the department.
Maintains self-control when personally criticized.
If [Participant Name] were to make improvements in Establishing Focus/Direction, what are your suggestions for how he/she can improve this?
Adaptability	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Will stop what they are doing to help colleagues in need.
Adjusts priorities to changing business goals.
Implements new rules, procedures, or regulations.
Willing to see things from others' perspectives.
Willing to change priorities as needed to reach consensus.
If [Participant Name] were to make improvements in Adaptability, what are your suggestions for how he/she can improve this?
Feedback	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Offers guidance to assist employees in adjusting their behaviors to enhance performance.
Is easy to approach with ideas and opinions.
Embraces feedback from others on own strengths and shortcomings.
Conducts effective feedback discussions by concentrating on expectations, observations, evaluations, and outcomes.
Willing to listen and consider feedback from colleagues, supervisors, and other stakeholders.
If [Participant Name] were to make improvements in Feedback, what are your suggestions for how he/she can improve this?
Results Oriented	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Explains the "whys" behind organizational objectives
Determines the proper order for completion of the tasks.
Shifts resource allocations to capitalize on emerging priorities or constraints.
Demonstrates gratitude and recognition for team contributions.
Stays focused on meeting the needs of customers.
If [Participant Name] were to make improvements in Results Oriented, what are your suggestions for how he/she can improve this?
Managing Risk	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Identifies and mitigates risks while making informed, strategic decisions.
Performs a risk analysis as needed.
Determines the risk tolerance of the company.
Understands how to meet regulatory compliance.
Evaluates risks in terms of their consequences and likelihood of occurrence.
If [Participant Name] were to make improvements in Managing Risk, what are your suggestions for how he/she can improve this?
Responsible	Needs Improvement		Fully Proficient		Excels/ Role Model	Not Applicable
Is a person you can trust.
Holds herself / himself accountable to goals / objectives
...takes personal responsibility for results.
Completes assigned work tasks.
Sets high personal standards of performance.
If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?

36. Strengths
    
    
    
37. Areas for Development
    
    
    
38. Please give any final comments or suggestions for [Participant Name Here]'s assessment.