Quality - 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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Quality	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Communicates quality standards that are easily by employees.
Able to create quality initiatives to be implemented organization-wide.
Corrects issues in a timely manner.
Identifies appropriate sources of quality standards.
Leads the department in quality improvement initiatives.
Creates and implements formal guidelines for quality controls.
Inspires others to achieve high quality standards.
Reflects on what is working and what could be improved.
Sets expectations for achieving high quality services and products.
If [Participant Name] were to make improvements in Quality, what are your suggestions for how he/she can improve this?
Change Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Recognizes employees who facilitate the organization making progress on the necessary changes.
Initiates actions that bring attention to the urgent issues requiring change.
Engages with stakeholders early in the process to be proactive.
Helps employees come to accept changes.
Addresses organizational and departmental resistance to changes.
Helps employees to view change as something positive for the organization.
If [Participant Name] were to make improvements in Change Management, 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
Builds consensus among partners.
Creates an environment of open and transparent communication.
Is a dependable partner in the group.
Works with others to pool knowledge, ideas and resources to provide deeper insights into difficult issues.
Involves others in reaching a consensus during group activities.
Listens to the ideas and suggestions from others.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Company	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Is transparent in leadership and holds themself accountable.
Represents the company at trade shows and events.
Maintains buildings in excellent working condition.
Is proud to represent a company that others look up to.
Builds belief in the company's resilience and capacity to lead in its industry.
Is committed to ensuring the company is providing competitive products and services.
If [Participant Name] were to make improvements in Company, what are your suggestions for how he/she can improve this?
Adaptability	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Is aware of changes to the policies and procedures.
Successfully handles the implementation of the reorganization.
Anticipates changes in the work environment.
Able to step in and help co-workers when needed.
Confronts unexpected changes by remaining flexible and adaptable.
Handles unexpected events without a loss of productivity.
If [Participant Name] were to make improvements in Adaptability, 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
Links feedback directly to specific role expectations, KPIs, or project outcomes.
Supports employee development by providing targeted training and resources.
Equips managers with essential tools, training, and support to guarantee feedback is constructive, timely, and actionable.
Asks for clarification of any feedback is confusing or incomplete.
Expresses appreciation for the feedback and acknowledge the effort others put into providing it, fostering a positive feedback culture.
Welcomes feedback as a catalyst for self-reflection and development.
If [Participant Name] were to make improvements in Feedback, what are your suggestions for how he/she can improve this?
Project Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Accurately determines the number of engineers required for the project.
Engages with individuals internally and externally to support the implementation of the project.
Prepares contingency plans to avoid supply chain disruptions.
Identifies the project time and budget constraints.
Develops performance measures for various aspects of the project.
Regularly measures and records progress of the project.
If [Participant Name] were to make improvements in Project Management, 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.