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

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Strategic Focus	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Identifies and understands competitors in the marketplace.
Aligns projects to the strategic goals of the company.
Creates a vision for the organization based on how the organization should appear in the future.
Crafts and executes strategies to advance the company.
Establishing Focus/Direction	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Balances competing priorities by allocating time based on impact and deadlines.
Encourages employees to focus on getting results now.
Focuses employee activities on the main goals for the department.
Establishes work schedules for the crew to keep progress moving forward.
Decision Making	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Gathers information before making a decision.
Is firm in their decision and not easily influenced by the whims of others.
Supports, encourages or helps others to be sure about the decisions they are making.
Open to the suggestions from subordinates.
Leadership	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Expresses clear goals and objectives.
Creates an environment where feedback is normalized and welcomed, not feared.
Suggests resources, training, or strategies to help employees grow.
Encourages creativity and expects innovative contributions from everyone.
Initiative	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Initiates projects that have an impact on the department.
Initiates actions that impact the department/company.
Helps the department take the initiative to create new solutions.
Takes action to establish clear and concise deadlines for tasks to be completed.
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.
Demonstrates mastery of the technical competencies required in his/her work.
Negotiation	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Takes steps to control emotional responses to avoid making rash decisions.
Bases arguments on objective standards or criteria, such as market value, legal standards, or expert opinions.
Clearly articulates points and actively listens to the others to ensure that both sides understand each other's needs and concerns.
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
Offers praise to employees at least once a month.
Recognizes when the team excels on a project or reaches a major milestone.
Ensures that above average performance is followed up with recognition.
Knows which employees complete the most work.
Planning	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Determines the appropriate actions needed to achieve goals.
Makes strategic and tactical decisions to guide the logistics process.
Reduces uncertainty in the department through clear planning and schedules.
Plans for future staffing needs.
Punctuality	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Starts the workday when scheduled.
Avoids making personal phone calls during working hours.
Maintains an efficient schedule of activities.
Starts meetings on 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.