Results Oriented - 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 .

Results Oriented	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Encourages a high-energy, fun work environment and coaches others on how to do the same
Explains the "whys" behind organizational objectives
Sets challenging goals to be achieved.
Strives to achieve high volume of output.
Sets objectives for the department.
Provides clear expectations for employees.
Completes all assigned tasks.
Removes bureaucratic barriers to streamline processes.
Overcomes obstacles to continue working toward goals.
If [Participant Name] were to make improvements in Results Oriented, 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
Has the confidence and trust of other partners.
Effectively uses digital tools do you use to improve collaboration in the department.
Contributes resources and knowledge to help the team achieve its goals.
Integrates technology to boost collaborative work on process and policy documentation.
Engages in teamwork to handle disputes positively.
Uses group decision making.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Partnering/Networking	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Expands network of colleagues to include others who may contribute to the department's success.
Able to highlight both the strategic benefits and potential pitfalls in collaboration.
Seeks opportunities to meet with others.
Sustains existing partnerships guided by contracts and agreements.
Engages in cross-functional activities by collaborating across boundaries.
Develops partnerships with other colleagues in the industry.
If [Participant Name] were to make improvements in Partnering/Networking, what are your suggestions for how he/she can improve this?
Time Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Stays undistracted by personal devices while on the clock.
Automates tedious or repetitive tasks.
Encourages colleagues to spend more time on work related activities.
Tackles major issues head on to reduce the amount of time spent on them.
Prioritizes high value tasks at work.
Works quickly to keep on schedule.
If [Participant Name] were to make improvements in Time Management, what are your suggestions for how he/she can improve this?
Action	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Makes decisions confidently and stands by them.
Assigns tasks to individuals who are most able to perform them.
Drives and mobilizes others progress toward goals.
Gets the job done.
Undertakes actions to achieve specific goals.
Effectively makes decisions
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?
Supervisory Skills	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Oversees employees to make sure their work is performed up to standard.
Gives employees the ability to complete their tasks as they see fit.
Facilitates team members working well together.
Is clear about the expectations that employees will be held accountable for.
Appropriately recognizes and rewards employees.
Follows the company standard procedures for allocating assignments.
If [Participant Name] were to make improvements in Supervisory Skills, what are your suggestions for how he/she can improve this?
Initiative	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Takes the initiative to solve pressing issues.
Acts with urgency when time is limited.
Guides strategic initiatives to advance the department/organization.
Takes action to establish clear and concise deadlines for tasks to be completed.
Is a self-starter. Does not wait to be told to do something.
Capitalizes on opportunities as they become available.
If [Participant Name] were to make improvements in Initiative, 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.