Recognition - 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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Recognition	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Uses recognition to encourage creativity and innovative thinking.
Ensures that the recognition program is highly visible to the employees.
Maintains appropriate documentation regarding award recipients.
Creates an "Innovator of the Month" award to promote and recognize innovative activities by employees.
Offers specific and public verbal encouragement to employees.
Empowers employees to have more autonomy as recognition and reward for good job performance.
Gives recognition immediately after employees achieve certain levels of performance.
Creates recognition programs that drive improvements in organizational performance.
Gives recognition that reflects the values of the department/organization.
If [Participant Name] were to make improvements in Recognition, what are your suggestions for how he/she can improve this?
Strategic Insight	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Maintains knowledge of current trends in the industry.
Creates a mission statement describing the purpose for the organization.
Strategically aligns projects to the goals of the company.
Works with others to develop insights into the resources and actions required to produce desired results.
Keeps abreast of regulatory, technological, and competitive shifts that could impact the organization's strategic direction.
Educates team members on emerging trends and their implications for current projects or goals.
If [Participant Name] were to make improvements in Strategic Insight, what are your suggestions for how he/she can improve this?
Clarity	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Checks details thoroughly.
Communicates with clarity and efficiency.
Maintains clarity in goals and objectives.
Is clear about the roles and duties of team members.
Clearly explains the vision and goals of the company.
Avoids creating ambiguity or mixed messages.
If [Participant Name] were to make improvements in Clarity, what are your suggestions for how he/she can improve this?
Accountability	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Recognizes when a mistake is made and works to correct the issue.
Holds employees accountable for completing the project successfully.
Defines roles, rights, and responsibilities of employees.
Always starts work on time.
Informs supervisor of progress without having to be asked about it.
Takes responsibility for errors in the production line.
If [Participant Name] were to make improvements in Accountability, what are your suggestions for how he/she can improve this?
Quality	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Leads by example showing others how to achieve high quality.
Competently and accurately analyzes quality measures.
Holds employees accountable for their quality of work.
Influences others to achieve high quality standards.
Makes sure cleanliness standards are met to reduce the possibility of contamination.
Committed to the improvement of the quality of services and products.
If [Participant Name] were to make improvements in Quality, what are your suggestions for how he/she can improve this?
Client Focus	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Delivers on commitments made to clients.
Anticipates problems that the client may encounter.
Regularly receives positive feedback from clients.
Creates an environment that enables clients to receive excellent service.
Anticipates and proactively resolves issues that the client may face.
Responds to feedback from clients.
If [Participant Name] were to make improvements in Client Focus, what are your suggestions for how he/she can improve this?
Co-worker Development	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Sets and clearly communicates expectations, performance goals, and measurements to others
Works to identify root causes of performance problems
Takes immediate action on poor performance
Gives others development opportunities through project assignments and increased job responsibilities
Provides ongoing feedback to co-workers on their development progress
Adapts coaching and mentoring approach to meet the style or needs of individuals
If [Participant Name] were to make improvements in Co-worker Development, 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.