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
Develops a strategic plan to focus on strategic issues.
Ensures adherence to the strategy to sustain achievement of targeted levels of organizational performance.
Reinforces the strategic messaging in various teams, meetings, seminars and workshops.
Makes decisions that yield more competitive advantages.
Establishing Focus/Direction	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Aligns the department's goals with the goals of the organization.
Functions well under stress, deadlines, and/or significant workloads.
Stays focused even when under pressure and stress.
Sets appropriate goals for employees.
Decision Making	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Does not lose sight of the big picture when making decisions
Identifies parameters impacting the decision.
Facilitates meetings with others to try to consider alternative courses of action.
Has enough self-control to avoid making impulsive decisions.
Leadership	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Gives inspiring presentations or discussions.
Gives direct, constructive, and actionable feedback.
Holds others accountable for their actions.
Effectively leads others.
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.
Takes action without being asked.
Guides strategic initiatives to advance the department/organization.
Independently seeks out new learning opportunities to improve their skills.
Technical	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Demonstrates mastery of the technical competencies required in his/her work.
Is knowledgeable of procedures or systems necessary for the job.
Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
Knows how to produce high quality products/work.
Negotiation	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Identifies verbal and nonverbal cues to help interpret actions and messages.
Knows the BATNA (Best Alternative to a Negotiated Agreement) and is prepared to walk away if core interests are not met.
Bases arguments on objective standards or criteria, such as market value, legal standards, or expert opinions.
Collects information from various stakeholders, each with their own viewpoints, data, and interests.
Recognition	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Compliments other people when they do good work
Says "thank you" to show appreciation for work of others.
Finds opportunities to recognize others.
Is sincerely interested in the suggestions of co-workers
Planning	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Sets up and monitors timeframes and plans
Develops strategic plans for ensuring competitiveness in the marketplace.
Anticipates the impacts of strategic plans.
Accomplishes major tasks by breaking them into manageable pieces.
Punctuality	Role Model	Capable and Effective	Somewhat Effective	Needs Development
Avoids making personal phone calls during working hours.
Maintains an efficient schedule of activities.
Conducts appointments at scheduled start time.
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.