Time Management - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

Instructions

Our company is excited to introduce a new web-based survey tool designed to gather comprehensive feedback on core competencies and role responsibilities critical to the ongoing success of our organization. The Leadership Team Members have unanimously agreed to participate in this initiative and are actively seeking your valuable feedback.

In this context, you have been specifically selected to provide insights on the manager listed above. Your feedback is a crucial component of our company's leadership development process. This tool is intended to capture broad and detailed feedback on the essential competencies and responsibilities that underpin our organization's sustained success and growth.

Your thoughtful and candid responses will play a significant role in guiding the professional development of our leadership team. By reflecting on your experiences and interactions with the manager over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured, your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and excellence.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

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Time Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Efficiently uses time available.
Uses agendas when chairing or facilitating meetings.
Able to keep to the project schedule.
Anticipates problems and resolves them before they negatively impact the schedule.
Often arrives at work early to get the day started.
Wastes very little time.
Manages time effectively by focusing efforts on high value tasks.
Proactively addresses crucial matters.
Accurately captures time across various tasks.
If [Participant Name] were to make improvements in Time Management, what are your suggestions for how he/she can improve this?
Excellence	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Can be counted on to add value wherever they are involved.
Demonstrates the analytical skills to do their job.
Keeps themselves and others focused on constant improvement.
Produces high quality work.
Takes a lot of pride in their work.
Is planful and organized.
If [Participant Name] were to make improvements in Excellence, what are your suggestions for how he/she can improve this?
Collaboration	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Works with others to pool knowledge, ideas and resources to provide deeper insights into difficult issues.
Values others in decision making.
Encourages team members to offer opinions and ideas.
Makes decisions with other members of the group.
Maintains strong relationships with suppliers to ensure quality standards are met.
Builds and strengthens relationships to improve collaboration and leadership.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Responsible	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Responsible for setting the vision of the department.
Sets a good example
Behavior is ethical and honest.
Works in a way that makes others want to work with her/him.
Is a person you can trust.
Sets a good example.
If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?
Recognition	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Offers recognition only when the employee has exceeded a certain performance level.
Offers recognition that reflects the employee's strengths, dedication, and values.
Accompanies recognition with specific examples of how the employee's work made a difference for the department/organization.
Acknowledges achievements based on measurable contributions rather than favoritism or personal bias.
Understands the power of recognition as a motivator of job performance.
Offers recognition that is contingent upon specific performance achievement.
If [Participant Name] were to make improvements in Recognition, what are your suggestions for how he/she can improve this?
Passion To Learn	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Holds self and associates accountable for goal achievement.
Is open to feedback from others.
Embraces new technology and procedures.
Enhances value to the company through additional training and development.
Takes initiative for own learning and development.
Exhibits willingness to upgrade skills through additional training and education.
If [Participant Name] were to make improvements in Passion To Learn, what are your suggestions for how he/she can improve this?
Emotional Intelligence	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Able to understand others' points of view.
Is attentive to emotional cues and interprets others' feelings correctly.
Is able to control their own emotions.
Is able to manage their own emotions.
Accurately perceives the emotional reactions of others.
Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
If [Participant Name] were to make improvements in Emotional Intelligence, what are your suggestions for how he/she can improve this?

46. Strengths
    
    
    
47. Areas for Development
    
    
    
48. Please give any final comments or suggestions for [Participant Name Here]'s assessment.