Self-Management - 360 Degree Feedback Survey Sample #4

Dear Employee:


Welcome to our 360-Degree Feedback Assessment of [Participant Name]. Our objective is to provide feedback which will help advance his/her leadership skills and capabilities. We are asking you to take time to respond to this survey to help us identify where we are doing well and where we have opportunities to do better.

We have developed this survey with questions tailored for [Participant Name]'s position in the department to provide you with an opportunity to anonymously rate many facets of his/her leadership performance. The survey will assess what you value most in their leadership skills and allow you to make positive suggestions for improvement.

Please be honest, constructive and thoughtful in your responses. The results of this survey will be used to help drive our future success. If you have any questions about the process please contact [Contact Person].

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team



Instructions:
Please complete the items below and press the submit button at the end of the survey. If you need multiple sessions to complete the survey, please click the "Submit" button at the end of each session to save your responses. Please feel free to skip any items that you do not wish to respond to. Keep in mind that your responses help us to become a better place to work. So, you are encouraged to respond to all items on the questionnaire.

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Self Management	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
Uses patience and self-control in working with customers and associates.
Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
Does not allow own emotions to interfere with the performance of others.
Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
Continual Learning	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Takes charge of their training and skills enhancement.
Takes the initiative to learn new skills.
Pursues self-improvement through continual learning.
Is open to new ideas and concepts.
Pursues learning that will enhance job performance.
Leadership	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Demonstrates leadership and courage in critical situations.
Effectively leads others.
Able to influence others.
Motivates others to reach and exceed organizational goals and objectives.
Guides decision-making by coaching, counseling and rewarding.
Adaptability	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Is open to new ideas and innovations.
Handles unexpected events without a loss of productivity.
Will stop what they are doing to help colleagues in need.
Adjusts to new plans and procedures.
Ability to recognize the potential benefits of change, and create an infrastructure which supports change.
Persuasion and Influence	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Communicates effectively with others.
Seeks to obtain consensus or compromise.
Ensures stakeholders are involved in the decision making process.
Develops a good rapport with others.
Persuades others to consider alternative points of view.
Administrative Skill	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Accurately implements contract provisions.
Implements and uses performance measures.
Takes responsibility for decisions.
Strong organizational skills to keep the workspace and department in order
Completes reports on-time.
Juggling Multiple Responsibilities	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables.
Avoids bottlenecks in progress by assigning multiple individuals to critical tasks.
Determines which tasks are critical and which tasks are optional.
Switches attention to more urgent tasks when necessary.
Ensures that assignments are prioritized according to the needs of the department/company.
Technology Use/Management	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Supports employee training and development initiatives regarding implementation of technology.
Understands and is committed to implementing new technologies.
Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
Applies complex rules and regulations to maintain optimal system performance.
Uses technology in decision making and problem solving.
Responsible	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Is a person you can trust.
Works in a way that makes others want to work with her/him.
Behavior is ethical and honest.
Sets a good example
Holds herself / himself accountable to goals / objectives
Empowering Others	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Avoids micromanaging their employees.
Values the opinions of others.
Allows employees to participate in the workload of the department.
Recognizes the expertise that employees have in certain areas and allows them the freedom to operate as they see fit.
Coordinates the knowledge, skills and resources of others to accomplish more in the department.
Coaching	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Meets regularly with employees to coach them on areas that will enhance their performance
Coaches employees in how to strengthen knowledge and skills to improve work performance.
Conducts regular performance appraisals and feedback.
Provides clear, motivating, and constructive feedback.
Helps employees to understand responsibilities, authority, and expectations.
Strategic Focus	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Identifies and addresses strategic risks impacting operations.
Monitors company performance and makes adjustments to the strategic plan as needed.
Determines the best approach to achieving desired goals.
Develops a strategic focus on internal factors to improve efficiency or conserve limited resources.
Sustains or achieves a competitive advantage for the organization by analyzing the best practices and lessons learned from other organizations.
Fiscal Management	Needs Significant Development 1	2	Capable and Effective 3	4	Role Model 5
Effectively manages appropriations, reporting, purchases, expenditures, payrolls, and staff.
Ensures others follow the correct rules and regulations on fiscal matters.
Develops budgets and plans for various programs and initiatives.
Provides budgeting and accounting support to the Company.
Monitors expenses and verifies the need for items purchased.

66. On a scale of Excellent to Poor, how would you rate your overall employment with [Company] and why?
    

    -Excellent -Good -Average -Poor




67. Would you refer others who are seeking employment to [Company]?
    Yes No
    
    Please provide explanation:
    
    
    
68. If you had an opportunity to make any change you wanted to make [Company] a better place to work, what one improvement would you make?
    
    
    
69. What changes do you see [Company] making in order to raise the standards?
    
    
    
70. I feel good about my continued employment with [Company].
    Yes No
    
    If no, please provide explanation:
    
    
    
71. What do you like best about working for [Company]?
    
    
    
72. What do you like least about working for [Company]? How could it be improved?
    
    
    
93. Use the space below to enter any final comments you would like to be noted: