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
Readily shares credit and gives others opportunity for visibility.
Is sincerely interested in the suggestions of co-workers
Says "thank you" to show appreciation for work of others.
Lets employees know when they have done well
Recognizes team members who offer a significant contribution to a project.
Recognizes the abilities and skills of self and others
Recognizes individuals for a specific outstanding achievement.
Offers recognition in a timely manner.
Compliments other people when they do good work
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
Communicates with employees to find out their needs.
Analyzes unique issues or problems impacting the Company.
Ensures that the department's goals are strategically aligned with the company's goals.
Recognizes the needs of customers.
Maintains knowledge of current trends in the industry.
Creates strategic plans to develop and promote organizational and area strengths, as well as to address weaknesses based on insight from surveys.
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
Makes sure goals and objectives are clearly and thoroughly explained and understood.
Communicates with clarity and efficiency.
Makes sure employees understand why they were given certain assignments.
Avoids creating ambiguity or mixed messages.
Communicates ideas and facts clearly and effectively in writing.
Checks details thoroughly.
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
Can be counted on to do their role well.
Welcomes the responsibility for meeting the broad range of needs of stakeholders and clients.
Reviews performance to determine areas for improvement.
Accepts personal responsibility for producing high quality and timely work.
Accepts responsibility to lead efforts to solving critical problems.
Is prepared and on time for meetings and scheduled events.
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
Encourages others to produce the highest quality work products.
Corrects issues in a timely manner.
Maintains detailed instructions to ensure consistency and quality in the production line.
Ensures high consistency across batches or production runs.
Able to identify quality issues critical to the organization.
Positively influences others to strive to attain high quality standards.
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
Identifies the most pressing needs of each client.
Is committed to resolving client issues in a positive way.
Is available to respond to client needs.
Creates innovative solutions to meet client needs.
Creates innovative solutions for the clients.
Helps others in responding to client needs.
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
Adapts coaching and mentoring approach to meet the style or needs of individuals
Provides ongoing feedback to co-workers on their development progress
Takes immediate action on poor performance
Works to identify root causes of performance problems
Sets and clearly communicates expectations, performance goals, and measurements to others
Gives others development opportunities through project assignments and increased job responsibilities
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.