Strategic Focus- 360 Degree Feedback Survey Sample #5

360-Degree Assessment Survey

Dear Employee:

Thank you for providing feedback for the recipient above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Rate each item using the scale shown. If you don't feel you have enough first-hand information to rate a certain item, please choose the Not Applicable option. Comments can be very helpful; at a minimum where you give a particularly high or low rating, please share your reasons in the Closing Comments section. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing development.

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Thank you for your participation in the survey.

Management Team

Strategic Focus	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Maintains a strategic focus to sustain competitiveness in changing business environments.
Understands the importance of developing strategic capabilities.
Supports changes being recommended from senior management.
Exploits resources and capabilities strategically to increase production and responsiveness.
Establishing Focus/Direction	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Helps guide employees with prioritizing tasks.
Maintains focus when handling several problems or tasks simultaneously.
Makes sure that employees understand and identify with the team's mission.
Stays focused even when under pressure and stress.
Decision Making	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Learns from previous bad decisions and rarely repeats them.
Formulates imaginative decisions.
Is creative about the decisions they make.
Is firm in their decision and not easily influenced by the whims of others.
Leadership	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Guides decision-making by coaching, counseling and rewarding.
Sets clear goals and objectives for subordinates.
Able to influence others.
Gives inspiring presentations or discussions.
Initiative	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Builds strong interpersonal relationships upon first meeting.
Begins immediate action on projects.
Addresses small problems before they become big ones.
Creates solutions to problems as soon as an incident occurs.
Technical	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
Seeks information from others as needed.
Willingly shares his/her technical expertise; sought out as resource by others
Knows how to produce high quality products/work.
Negotiation	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Able to control their emotional responses and correctly gauge the emotions of others.
Thoroughly understands the interests and possibilities of both sides.
Understands the other person's needs, concerns, and motivations.
Is resolute in positions to build trust and predictability.
Recognition	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Says "thank you" to show appreciation for work of others.
Compliments other people when they do good work
Is sincerely interested in the suggestions of co-workers
Makes people around them feel appreciated and valued.
Planning	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Open to input from others into the plan for the project.
Conducts regular assessments of the project status to ensure adherence to the set schedule.
Creates to-do lists to make sure nothing is missed.
Ensures everyone in the department is onboard with the current plan.
Punctuality	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Maintains an efficient schedule of activities.
Starts the workday when scheduled.
Responds to requests for information in a timely manner.
Conducts appointments at scheduled start time.

41. Overall, please rate the effectiveness of [Participant Name Here].
    

    5- Very Effective 4- Effective 3- Neither 2- Ineffective 1- Very Ineffective

    
    
42. Strengths
    
    
    
43. Areas for Development
    
    
    
44. Please give any final comments or suggestions for [Participant Name Here]'s assessment.