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.
Looks for opportunities to enhance contributions to the bottom line.
Monitors performance of each market within the Area, utilizing reports to ensure sales growth, cost management, and profitability targets are met.
Creates plans to develop and promote organizational and area strengths, as well as to address weaknesses.
Establishing Focus/Direction	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Functions well under stress, deadlines, and/or significant workloads.
Maintains self-control when personally criticized.
Sets appropriate goals for employees.
Aligns the department's goals with the goals of the organization.
Decision Making	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Seeks input from key people who should be involved in, or will be affected by, decisions
Coaches team members individually when "poor" decisions are made; helps them see what could have been done differently
Asks for additional information when making critical decisions.
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
Gives inspiring presentations or discussions.
Takes ownership and accountability for results
Sets a high level of performance expectations and challenges others to do the same.
Gives direct, constructive, and actionable feedback.
Initiative	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Coach others to foster an environment which can adapt quickly and willingly to rapid change.
Goes above and beyond the stated goals.
Takes the initiative to change the direction or course of events.
Takes action without being asked.
Technical	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Willingly shares information and expertise; sought out as resource by others
Willingly shares his/her technical expertise; sought out as resource by others
Is knowledgeable of procedures or systems necessary for the job.
Knows how to produce high quality products/work.
Negotiation	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Actively listens to conversations to be able to recall important details later.
Able to adapt to changing situations.
Establishes clear communications to avoid misunderstandings.
Stays calm and focuses on the core issues to be discussed.
Recognition	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Readily shares credit and gives others opportunity for visibility.
Makes people around them feel appreciated and valued.
Says "thank you" to show appreciation for work of others.
Lets employees know when they have done well
Planning	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Works in an organized manner
Makes plans and follows through.
Delegates role to team members to accomplish goals.
Able to identify the needs of the department before a major change.
Punctuality	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Avoids making personal phone calls during working hours.
Responds to requests for information in a timely manner.
Starts meetings on time.
Maintains an efficient schedule of activities.

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.