Strategic Focus- 360 Degree Feedback Survey Sample #5





360-Degree Assessment Survey

Surveys Measuring Strategic Focus:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
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.

Sample Result Document:
Sample Results
Partially completed forms can be saved by using the Save/Still Working button at the bottom of the page. You may return at a later time to complete/edit the form. Your saved responses will be shown each time you re-visit the feedback form. When you are certain that you have completed your responses and will be not making any changes, click the Complete button.

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
  1. Develops a strategic plan to focus on strategic issues.
  1. Ensures adherence to the strategy to sustain achievement of targeted levels of organizational performance.
  1. Reinforces the strategic messaging in various teams, meetings, seminars and workshops.
  1. Makes decisions that yield more competitive advantages.


Establishing Focus/Direction

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Aligns the department's goals with the goals of the organization.
  1. Functions well under stress, deadlines, and/or significant workloads.
  1. Stays focused even when under pressure and stress.
  1. Sets appropriate goals for employees.


Decision Making

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Does not lose sight of the big picture when making decisions
  1. Identifies parameters impacting the decision.
  1. Facilitates meetings with others to try to consider alternative courses of action.
  1. Has enough self-control to avoid making impulsive decisions.


Leadership

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Gives inspiring presentations or discussions.
  1. Gives direct, constructive, and actionable feedback.
  1. Holds others accountable for their actions.
  1. Effectively leads others.


Initiative

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Takes action without being asked.
  1. Guides strategic initiatives to advance the department/organization.
  1. Independently seeks out new learning opportunities to improve their skills.


Technical

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Demonstrates mastery of the technical competencies required in his/her work.
  1. Is knowledgeable of procedures or systems necessary for the job.
  1. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
  1. Knows how to produce high quality products/work.


Negotiation

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Identifies verbal and nonverbal cues to help interpret actions and messages.
  1. Knows the BATNA (Best Alternative to a Negotiated Agreement) and is prepared to walk away if core interests are not met.
  1. Bases arguments on objective standards or criteria, such as market value, legal standards, or expert opinions.
  1. Collects information from various stakeholders, each with their own viewpoints, data, and interests.


Recognition

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Compliments other people when they do good work
  1. Says "thank you" to show appreciation for work of others.
  1. Finds opportunities to recognize others.
  1. Is sincerely interested in the suggestions of co-workers


Planning

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Sets up and monitors timeframes and plans
  1. Develops strategic plans for ensuring competitiveness in the marketplace.
  1. Anticipates the impacts of strategic plans.
  1. Accomplishes major tasks by breaking them into manageable pieces.


Punctuality

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Avoids making personal phone calls during working hours.
  1. Maintains an efficient schedule of activities.
  1. Conducts appointments at scheduled start time.
  1. Starts meetings on time.



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






  2. Strengths


  3. Areas for Development


  4. Please give any final comments or suggestions for [Participant Name Here]'s assessment.