Supervisory Skills - 360 Degree Feedback Survey Sample #13

Instructions

You have been selected to provide valuable feedback for the manager listed above. Your insights are an important part of [Participant]'s leadership development process. This tool is designed to gather broad and comprehensive feedback on the core competencies and role responsibilities that are crucial for the continuous success of our organization.

When responding to the assessment form, please consider your experiences working with this individual over the past six to twelve months. Reflect on specific instances, interactions, and overall performance that you have observed. Your responses will be combined with feedback from other colleagues to create a holistic view of the manager's strengths and areas for improvement. This collective feedback will be used to guide their ongoing professional development.

Please be candid and constructive in your comments, as they will be shared anonymously with the manager. Your feedback will be instrumental in helping them understand their impact on the team and the organization, and in identifying opportunities for growth. We appreciate your time and effort in contributing to this important process.

Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.



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Supervisory Skills	Strongly Disagree	Disagree	Agree	Strongly Agree
Maintains good working relationships with employees.
Listens to the concerns of employees.
Provides constructive, ongoing feedback.
Provides useful and constructive feedback to employees.
Gives feedback that includes both a recognition of the employee's strengths and areas where the employee could do better.
Treats all staff equitably.
Conducts regular performance management sessions.
Is diligent about properly documenting disciplinary actions.
Spends time to actively listen to the grievance.
Bias for Action	Strongly Disagree	Disagree	Agree	Strongly Agree
Encourages risk taking and experimentation to improve performance
Identifies ways to simplify work processes and reduce cycle times
Coach others to foster an environment which can adapt quickly and willingly to rapid change.
Completes work on time
Seeks and utilizes opportunities for continuous learning and self-development.
Continual Learning	Strongly Disagree	Disagree	Agree	Strongly Agree
Views setbacks as opportunities to learn from.
Pursues learning that will enhance job performance.
Grasps new ideas, concepts, technical, or business knowledge.
Builds on their strengths while addressing their weaknesses.
Takes charge of their training and skills enhancement.
Clarity	Strongly Disagree	Disagree	Agree	Strongly Agree
Maintains clarity in goals and objectives.
Clarifies problems and their causes to help employees correct them.
Attends to the important details of a job or task.
Clearly explains responsibilities to individuals.
Adjusts communication methods to the needs of the audience.
Collaboration	Strongly Disagree	Disagree	Agree	Strongly Agree
Encourages collaboration of fellow employees to achieve results.
Shares insights, innovations, and resources to enhance efficiency.
Builds and strengthens relationships to improve collaboration and leadership.
Integrates digital tools to streamline the collaborative processes of Research and Development.
Addresses interpersonal issues with a collaborative mindset.
Co-worker Development	Strongly Disagree	Disagree	Agree	Strongly Agree
Gives others development opportunities through project assignments and increased job responsibilities
Sets and clearly communicates expectations, performance goals, and measurements to others
Takes immediate action on poor performance
Provides ongoing feedback to co-workers on their development progress
Adapts coaching and mentoring approach to meet the style or needs of individuals
Coaching	Strongly Disagree	Disagree	Agree	Strongly Agree
Helps employees to maintain high personal standards.
Addresses employee behavior problems effectively.
Meets regularly with employees to coach them on areas that will enhance their performance
Provides clear, motivating, and constructive feedback.
Helps employees to understand responsibilities, authority, and expectations.
Vision	Strongly Disagree	Disagree	Agree	Strongly Agree
Charts a bold course for the department's rapid evolution and expansion.
Is able to diagnose issues and problems and to create a vision for their solutions.
Supports a strong employee culture to ensure alignment with the company's vision.
Formulates strategies that reflect a shared vision for the organization.
Focuses efforts on implementing the organization's strategic vision.

45. Describe the greatest strengths of this person with regard to his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
46. Describe the most important things this person could improve upon in order to increase his/her overall effectiveness in performing his/her current responsibilities.
    
    
    
47. Overall, please rate the effectiveness of [Participant Name Here].
    

    5- Very Effective 4- Effective 3- Neither 2- Ineffective 1- Very Ineffective

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