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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Please ensure that your submission is made by .

Thank you for your participation in the survey.

Management Team

Strategic Focus	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Sustains or achieves a competitive advantage for the organization by analyzing the best practices and lessons learned from other organizations.
Communicates goals and objectives to employees.
Creates plans to develop and promote organizational and area strengths, as well as to address weaknesses.
Understands their role within the organization.
Establishing Focus/Direction	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Stays focused even when under pressure and stress.
Aligns the department's goals with the goals of the organization.
Functions well under stress, deadlines, and/or significant workloads.
Excellent at managing time.
Decision Making	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Defines parameters that will impact the decision making process.
Makes creative decisions.
Is open to listening to others who may have different ideas.
Assesses the risks, benefits, and potential impact of a number of options when deciding a course of action
Leadership	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Guides decision-making by coaching, counseling and rewarding.
Expresses clear goals and objectives.
Effectively leads others.
Motivates others to reach and exceed organizational goals and objectives.
Initiative	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Updates the documentation as soon as the situation changes.
Analyzes the needs of the situation and acts before being told to do so.
Initiates actions that impact the department/company.
Takes corrective action to rectify issues.
Technical	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice.
Willingly shares information and expertise; sought out as resource by others
Knows how to produce high quality products/work.
Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
Negotiation	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Establishes clear communications to avoid misunderstandings.
Stays calm and focuses on the core issues to be discussed.
Researches the needs of the other party to identify strengths and weaknesses of positions.
Resolves difficult negotiations whether it is a contract, sub contract, legal or any other difficult negotiation fairly and reasonably.
Recognition	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Makes people around them feel appreciated and valued.
Offers recognition in a timely manner.
Is sincerely interested in the suggestions of co-workers
Reinforces and rewards employees for accomplishing necessary goals.
Planning	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Closely follows the plan established for the department.
Develops plans to help manage expectations and project demands.
Plans for future staffing needs.
Understands the process for developing strategic plans for the organization.
Punctuality	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Maintains an efficient schedule of activities.
Arrives to meetings on time.
Starts meetings on time.
Responds to requests for information in a timely manner.

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.