Recognition- 360 Degree Feedback Survey Sample #12

360 Feedback Survey

Instructions

We appreciate you taking the time to provide valuable feedback for the individual mentioned above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Your insights are crucial in offering a comprehensive evaluation. Please rate each item using the scale provided. If you find that you do not have sufficient first-hand knowledge to rate a particular item, select the Not Applicable option.

In addition to the ratings, we encourage you to include comments where possible. These comments are particularly useful when you give a very high or very low rating, as they provide context and clarity regarding your assessment. Explaining your reasons in the comment section helps ensure that your feedback is constructive and actionable.

Your responses, combined with feedback from other contributors, will be compiled and presented to the individual. This collective feedback aims to support their continuous growth and development by highlighting strengths and identifying areas for improvement. Your thoughtful participation is essential in helping them achieve their full potential.

Partially completed forms can be saved by using the Save/Still Working button at the bottom of the page. You may return at a later time to complete/edit the form. Your saved responses will be shown each time you re-visit the feedback form. When you are certain that you have completed your responses and will be not making any changes, click the Complete button.

To what extent does [Participant Name] exhibit the following ...

SELECT the rating that best reflects the employee's performance in the areas listed.

Edit this Survey

Would you like to edit this survey? Click here to begin.

Recognition

• Offers recognition in a timely manner.
• Lets employees know when they have done well
• Compliments other people when they do good work
• Recognizes individuals for a specific outstanding achievement.
• Finds opportunities to recognize others.

Needs Improvement		Fully Proficient		Excels/ Role Model
Click this box to make your rating

Comments:

Quality

• Provides advice and guidance to team members on improving quality controls.
• Presents quality information and data in an easy to understand format.
• Identifies appropriate sources of quality standards.
• Assists quality control inspectors.
• Encourages employees to produce the best quality products.

Needs Improvement		Fully Proficient		Excels/ Role Model
Click this box to make your rating

Comments:

Clarity

• Avoids creating ambiguity or mixed messages.
• Uses appropriate grammar and tense in communications.
• Clearly explains responsibilities to individuals.
• Makes sure goals and objectives are clearly and thoroughly explained and understood.
• Writes clear job descriptions for positions in the organization.

Needs Improvement		Fully Proficient		Excels/ Role Model
Click this box to make your rating

Comments:

Client Focus

• Anticipates client needs.
• Creates documents that meet the client's specifications.
• Identifies opportunities that will enhance the client's experience.
• Views client satisfaction as an everyday priority.
• Maintains up-to-date information regarding client products.

Needs Improvement		Fully Proficient		Excels/ Role Model
Click this box to make your rating

Comments:

Strategic Insight

• Creates strategies that significantly benefit the Company.
• Creates strategic plans to develop and promote organizational and area strengths, as well as to address weaknesses based on insight from surveys.
• Meets with customers to gain insight into their core needs and how best to serve them.
• Attends industry conferences to gain further insight into how other companies deal with similar issues.
• Implements long-term solutions to problems.

Needs Improvement		Fully Proficient		Excels/ Role Model
Click this box to make your rating

Comments:

Strengths


Areas for Development


Please give any final comments or suggestions for [Participant Name Here]'s assessment.