Performance - 360 Degree Feedback Survey Sample #8

Instructions

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of '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.

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

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.



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Performance	Agree	Unsure	Disagree	N/A
Finds ways to succeed when resources or time are limited.
Achieves results by staying disciplined and solution-focused.
Defines clear performance targets so employees understand what success looks like.
Adjusts goals to maintain alignment when strategic priorities shift.
Builds safeguards into plans so unexpected issues don't slow the team down.
Goals	Agree	Unsure	Disagree	N/A
Provides constructive feedback and offers assistance when needed to help the team achieve its goals.
Reframes goals when obstacles arise, identifying alternative pathways to achieve the intended outcomes.
Envisions the optimal future state and maps out the steps required to achieve it.
Able to stay focused on important goals by saying "no" to less important goals and requests.
Allocates time and resources for when each task should be started and finished.
Results Oriented	Agree	Unsure	Disagree	N/A
Concentrates efforts on the most urgent needs.
Assigns responsibilities based on individual strengths and developmental goals.
Exceeds performance requirements.
Steps in to cover responsibilities during peak workloads or staff shortages.
Works toward achievement of goals even when confronted with obstacles.
Excellence	Agree	Unsure	Disagree	N/A
Demonstrates the functional or technical skills necessary to do their job.
Takes a lot of pride in their work.
Is planful and organized.
Demonstrates the analytical skills to do their job.
Produces high quality work.
Passion To Learn	Agree	Unsure	Disagree	N/A
Takes initiative for own learning and development.
Demonstrates a willingness to participate in continuing education courses.
Exhibits willingness to upgrade skills through additional training and education.
Holds self and associates accountable for goal achievement.
Embraces new technology and procedures.
Continual Learning	Agree	Unsure	Disagree	N/A
Sets relevant learning objectives and goals.
Improves on their skill sets.
Views setbacks as opportunities to learn from.
Participates in regular training offered.
Is open to new ideas and concepts.
Continuous Improvement	Agree	Unsure	Disagree	N/A
Supports the department's quality improvement efforts.
Improves equipment efficiency to raise production flow.
Engages subject-matter experts from other functions to strengthen problem diagnosis and solution design.
Engineers processes that withstand variation and maintain consistent performance.
Strives to continually improve the quality, cost, and timeliness of products and services.
Persuasion and Influence	Agree	Unsure	Disagree	N/A
Is a high performance salesperson.
Makes effective arguments.
Maintains a high reputation within the department/organization.
Anticipates questions and provides well-reasoned, evidence-backed responses that reinforce the strength of their position.
Identifies cultural, political, or organizational sensitivities before making a case, avoiding missteps that could undercut credibility.
Client Focus	Agree	Unsure	Disagree	N/A
Delivers high quality products to the client.
Competent in managing client projects.
Creates documents that meet the client's specifications.
Identifying unmet or unarticulated client needs and designing solutions that address them before competitors do.
Designs customized service models that address unique client challenges rather than relying on standard offerings.
Customer Focus	Agree	Unsure	Disagree	N/A
Is competent in handling customer cases.
Takes the initiative in solving difficult customer issues.
Understands what resources are needed to meet customer needs.
Is available to respond to customer needs.
Collaborates with teammates to resolve customer issues.
Conflict Management	Agree	Unsure	Disagree	N/A
Is supportive of consensus and power sharing.
Attentively hears each person as they share their distinct viewpoints on the matter.
Explores the feasibility of alternative solutions to resolve conflicts.
Ensures that the basic needs of each party are satisfied.
Ensures that all team members feel respected and heard.
Fiscal Management	Agree	Unsure	Disagree	N/A
Effective in using Company's resources.
Provides budgeting and accounting support to the Company.
Keeps excellent records for financial transparency.
Monitors spending.
Develops budgets and plans for various programs and initiatives.

61. Overall, please rate the effectiveness of [Participant Name Here].
    

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

    
    
62. Strengths
    
    
    
63. Areas for Development
    
    
    
64. Please give any final comments or suggestions for [Participant Name Here]'s assessment.