Recognition- 360 Degree Feedback Survey Sample #5

360-Degree Assessment Survey

Dear Employee:

Thank you for providing feedback for the recipient above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Rate each item using the scale shown. If you don't feel you have enough first-hand information to rate a certain item, please choose the Not Applicable option. Comments can be very helpful; at a minimum where you give a particularly high or low rating, please share your reasons in the Closing Comments section. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing development.

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Thank you for your participation in the survey.

Management Team

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Recognition	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Offers recognition only when the employee has exceeded a certain performance level.
Publicly rewards employee achievements to encourage others to also excel.
Uses recognition programs to help advance a specific training initiative.
Gives genuine and sincere recognition.
Offers a one-on-one acknowledgement of the success of the employee.
Adaptability	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Adapts to diversity within the team.
Is open to new ideas and innovations.
Uses tools in innovative ways to solve problems.
Adjusts plans or schedules to deal with changing situations.
Adjusts to new plans and procedures.
Continual Learning	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Improves on their skill sets.
Takes the initiative to learn new skills.
Pursues learning that will enhance job performance.
Views setbacks as opportunities to learn from.
Shares best practices with others and learns from others.
Management	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Assesses the resource demands of the organization/department.
Explores each party's underlying interests and concessions that may be made.
Connects recognition to ongoing career development and skill advancement.
Adjusts resource plans in response to changing priorities, constraints, or emerging opportunities.
Regularly measures job performance to maintain focus and direction in the department.
Decision Making	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Conducts post-decision reviews to learn from outcomes and improve future evaluations.
Views the long and short-term impact of decisions.
Makes decisions based on novel interpretations of the facts.
Actively seeks input from various stakeholders to enrich the decision-making process with fresh viewpoints.
Takes into account the impact decisions will have on others.
Achievement	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Demonstrates improvement in performance.
Created impactful reports for the re-organization committee.
Reduces staff turnover.
Completed required training and certification.
Is results oriented.
Technology Use/Management	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Uses technology in decision making and problem solving.
Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
Understands and is committed to implementing new technologies.
Supports employee training and development initiatives regarding implementation of technology.
Maximizes the use of new technology to deliver products and services.
Client Focus	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Thoroughly understands the needs of the client.
Understands what resources are needed to meet client needs.
Creates innovative solutions to meet client needs.
Maintains strong relationships with clients.
Creates new and innovative products for clients.
Strategic Insight	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Develops a plan and strategy for each functional area within the mission statement.
Meets with customers to gain insight into their core needs and how best to serve them.
Identifies root causes of problems.
Detects possible misalignments between team activities and strategic goals by regularly reviewing outputs against KPIs.
Converses with customers and clients to get a better insight into their personal needs.

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

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

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