Technical Skills - 360 Degree Feedback Survey Sample #8

Instructions

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of 's leadership development process. This tool is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

In responding to the assessment form, please think about your experiences working with this individual during the last six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

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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Technical	Agree	Unsure	Disagree	N/A
Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices
Seeks information from others as needed.
Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
Is knowledgeable of procedures or systems necessary for the job.
Demonstrates mastery of the technical competencies required in his/her work.
Flexibility	Agree	Unsure	Disagree	N/A
Accommodates the needs of employees as best as possible when requests for time off are made.
Creates innovative solutions to unforeseen problems.
Open to adapting thoughts, behaviors, and strategies in response to evolving situations and new information.
Willing to deviate from rigid plans and consider a variety of methods, ensuring the most effective solution is applied.
Accommodates adaptable scheduling.
Bias for Action	Agree	Unsure	Disagree	N/A
Displays high energy and enthusiasm on consistent basis.
Encourages risk taking and experimentation to improve performance
Completes work on time
Seeks and utilizes opportunities for continuous learning and self-development.
Conveys a sense of urgency about addressing problems and opportunities
Continual Learning	Agree	Unsure	Disagree	N/A
Pursues self-improvement through continual learning.
Grasps new ideas, concepts, technical, or business knowledge.
Pursues professional development opportunities when they arise.
Shares best practices with others and learns from others.
Sets relevant learning objectives and goals.
Feedback	Agree	Unsure	Disagree	N/A
Shares past experiences with others as learning opportunities.
Is visible and approachable.
Asks others for their ideas and opinions.
Is easy to approach with ideas and opinions.
Considers other's opinion and suggestions.
Goals	Agree	Unsure	Disagree	N/A
Understands & contributes to development of strategic goals.
Conducts timely follow-up; keeps others informed on a need to know basis.
Makes sure that team members have a clear idea of our group's goals.
Establishes and documents goals and objectives.
Achieves goals.
Change Management	Agree	Unsure	Disagree	N/A
Works cooperatively with others to implement changes.
Effective in implementing new organizational vision and values.
Addresses organizational and departmental resistance to changes.
Able to get team members to change their attitudes.
Supports new initiatives for organizational changes to improve effectiveness.
Objectives	Agree	Unsure	Disagree	N/A
Effectively organizes resources and plans
Assures [Company] principles are understood, employed & pursued.
Sets long-term and short-term goals.
Communicates goals and objectives to employees.
Able to organize work.
Responsible	Agree	Unsure	Disagree	N/A
Sets a good example.
Sets a good example
...takes personal responsibility for results.
Acts as a resource without removing individual responsibility.
Works in a way that makes others want to work with her/him.
Coaching	Agree	Unsure	Disagree	N/A
Addresses employee behavior problems effectively.
Coaches employees in how to strengthen knowledge and skills to improve work performance.
Provides clear, motivating, and constructive feedback.
Meets regularly with employees to coach them on areas that will enhance their performance
Helps employees to understand responsibilities, authority, and expectations.
Recognition	Agree	Unsure	Disagree	N/A
Is sincerely interested in the suggestions of co-workers
Says "thank you" to show appreciation for work of others.
Lets employees know when they have done well
Readily shares credit and gives others opportunity for visibility.
Makes people around them feel appreciated and valued.
Strategic Insight	Agree	Unsure	Disagree	N/A
Develops a strategic vision for the future.
Allocates proper resources for employee training to meet future needs based on insight into employee skill levels.
Attends industry conferences to gain further insight into how other companies deal with similar issues.
Creates values statement to ensure all employees are working under the same guiding principles.
Understands the Company's strengths and weaknesses and uses this information to create optimal solutions to problems.

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

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

    
    
62. Strengths
    
    
    
63. Areas for Development
    
    
    
64. Please give any final comments or suggestions for [Participant Name Here]'s assessment.