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 .

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Results Oriented	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Determines the objectives for the project.
Prioritizes tasks to best achieve the results.
Plans the best course of action to achieve the goal.
Helps the team maintain focus on the goals.
Concentrates efforts on the most urgent needs.
Determines the parts of the project that need completed first.
Sets important goals for the department.
Is a high achiever.
Recognizes the problem that needs to be solved.
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
Creates an environment of open and transparent communication.
Works with other experts to solve problems.
Encourages team members to offer opinions and ideas.
Regularly seeks feedback from employees on how to improve collaboration and acts on their suggestions.
Values others in decision making.
Builds and strengthens relationships to improve collaboration and leadership.
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
Seeks an understanding of diverse functions within the Company.
Promotes the understanding of how the department affects the organization overall.
Forges mutually beneficial relationships between individuals with diverse backgrounds.
Understands the potential risks/rewards of the partnership.
Creates an environment that supports information exchange.
Supports communication and collaboration with other leaders 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
Integrates automation into the process whenever feasible.
Effectively uses subordinates to help get more work done by the department.
Prefers to utilize automated workflows.
Sets goals to complete specific parts of the project by certain times to keep on schedule.
Avoids distractions from personal phone or other personal devices.
Determines which tasks need to be completed urgently.
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
Is proactive rather than reactive in work.
Is decisive when making decisions.
Takes advantage of opportunities to move the organization forward.
Persists in work despite obstacles encountered.
Creates performance measures to ensure action by the department.
Fixes small issues before they become critical incidents.
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
Leads others through their commitment to the department.
Is sought after for advice in a variety of situations.
Treats all staff equitably.
Gives feedback that includes both a recognition of the employee's strengths and areas where the employee could do better.
Contributes to a productive work environment for the team.
Emphasizes constructive discipline strategies, prioritizing the development and feedback of employees over punitive measures.
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.
Looks for opportunities to move projects forward.
Takes action to establish clear and concise deadlines for tasks to be completed.
Immediately informs the supervisor of any critical incidents.
Begins immediate action on projects.
Is a self-starter. Does not wait to be told to do something.
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.