Rater:
You are providing feedback to:

Instructions

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of our company'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 twelve months. Your responses will be merged with other's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously as written with the manager, unless you indicate otherwise.



Method of use: As part of the annual appraisal process, leaders receive feedback from peers, subordinates, customers and supervisors. 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 individual's annual appraisal and development plan.

Rater:
You are providing feedback for:

Instructions

You have been asked to evaluate yourself as part of a 360-degree feedback process. Other employees, including your manager(s), peers, and direct reports will also evaluate you. In this manner, you will be provided with a comprehensive, multi-perspective (i.e., 360-degree) view of your performance as a manager. The objective is to provide you with feedback so as to allow you to improve your performance, resulting in improved team performance, and organizational effectiveness.

If you are not able to respond to an item, leave it blank and go on to the next item.

Performance Rating Guide: Role model. Results consistently exceed expectations. Makes significant contributions well beyond requirements. Outpaces the majority of peers. Capable and Effective. Results are fully and consistently on target. Makes a valuable contribution. Is fully competent. This level describes performance of the majority of employees. Average. Results are usually on target. Would benefit from development. Results are usually on target. May need occasional support. Still learning how to perform responsibilities independently. Needs significant development. Improvement clearly needed. Is inconsistent in performance and requires continual supervision and support. An action plan for improvement in this area needed.

To what extent do you exhibit the following ...

Create Vision and Establish Direction Effective leaders take a long-range approach to problem solving, using strategic thinking, planning, and objective analysis. Likewise, leaders communicate this information as well as expectations to the team and help everyone align so the team focuses on a shared vision. Once a team knows the plan, leaders establish direction by goal setting, benchmarking, and managing projects to achieve results.	Needs significant development	Would benefit from development	Average	Capable and effective	Role model
Creates a common vision for others
Clearly articulates a vision for his/her work and inspires others to support it
Anticipates business cycles and trends
Formulates strategies and action plans to ensure successful completion of goals and objectives
Understands the strengths and challenges of the Crisis Center and uses this information to create optimal solutions to problems
Regularly monitors budgets and deadlines to stay informed of any potential issues
Implements long-term solutions to problems
Evaluates the effectiveness of solutions and plans
Achieve Results Leaders focus on accomplishment and achieving organizational goals. Effective leaders know how to motivate, delegate, follow-through, and communicate with team members in order to produce high quality results in a timely manner. Good leaders take accountability for their own and their team’s performance, hold high standards for achievement, and learn from mistakes.	Needs significant development	Would benefit from development	Average	Capable and effective	Role model
Sets challenging personal and organizational goals
Directs team in prioritizing work activities
Drives and mobilizes others’ progress toward goals
Works across organizational lines and boundaries to attain goals
Works toward achievement of goals even when confronted with obstacles
Identifies ways to simplify work processes and reduce cycle times
Recognizes and rewards behavior that produces top performance
Takes decisive action to address problems, following up with relevant team members and coaching them on how to improve
Continuous Learning Knowing that professional development and continuous learning are integral parts of their career, effective leaders seek out opportunities for professional and personal growth. They value feedback from managers, peers, and staff. These leaders are self-aware and use a balanced approach to dealing with clients, vendors, employees, and others.	Needs significant development	Would benefit from development	Average	Capable and effective	Role model
Pursues self-improvement through continual learning
Looks for ways to expand and learn new job skills
Sets relevant learning objectives and goals
Keeps up-to-date on newest industry trends, research, and technology
Considers others’ opinions and suggestions
Seeks feedback to enhance performance
Employee Development An organization’s employees are its greatest asset. Effective leaders develop staff by delegating appropriately, setting SMART goals, coaching and counseling, giving constructive feedback and recognizing results, providing training opportunities, and using open and honest communication. Good leaders tie an individual’s goals into the overall mission and values of the organization and facilitate progress toward their achievement.	Needs significant development	Would benefit from development	Average	Capable and effective	Role model
Establishes and documents goals, objectives, and results
Communicates goals and objectives to employees
Ensures that team members have a clear understanding of their goals
Writes complete developmental performance appraisals with clear goals, using SMART criteria
Provides performance coaching for others to help him/her improve
Sets and clearly communicates expectations, performance goals, and measurements to others
Ensures performance measures are in place to monitor and assess attainment of goals and objectives that support the Crisis Center
Team Driven Building partnerships and collaborating well with others is an essential business skill. Effective leaders use open and honest communication to foster trust and create environments that value creative thinking, ideas and viewpoints which may differ from their own, risk taking, and active engagement with team goals and results.	Needs significant development	Would benefit from development	Average	Capable and effective	Role model
Emphasizes the importance of getting individuals to work as a team
Builds relationships across boundaries and with key stakeholders by developing informal and formal networks
Builds consensus and shares relevant information
Fosters an environment that values initiative and creativity
Encourages calculated risk taking and experimentation to improve performance
Gives honest feedback and suggestions for improvement
Agility Effective leaders understand the organization and are willing to shift resources, processes, and priorities to meet sudden demands. Change, whether rapid and unexpected or deliberate and planned, is a necessary element to all organizations. Leaders must innovate to maintain or create competitive advantage within the business community. Being willing to take calculated risks and accepting responsibility for the results is important to any leadership position.	Needs significant development	Would benefit from development	Average	Capable and effective	Role model
Adapts to novel, dynamic, and changing situations requiring creative solutions to new problems
Able to work effectively within uncertain environments
Adjusts priorities to changing business goals
Learns from personal experiences and/or mistakes
Anticipates changes in the work environment
Responds quickly to new opportunities or risks
Changes strategies, as needed
Willing to try new ideas
Customer Focused Making customer needs a priority is important for any service-oriented organization. This involves giving the customer a voice and listening to feedback (good or bad) that the customer offers. Effective leaders are sensitive to the concerns of the customer and set goals and team direction that supports those needs.	Needs significant development	Would benefit from development	Average	Capable and effective	Role model
Sets personal and organizational goals that align with client needs and expectations
Interacts with clients to define roles, expectations, and responsibilities
Ensures client commitments and requirements are met or exceeded
Focuses the department on meeting requirements or clients
Forms strong client relationships
Maintains strong relationships with clients
Satisfies clients’ needs
Looks for new opportunities that have a positive impact on clients
Value Driven Effective leaders understand the organization, both from an operational and financial perspective, and are aligned with its missions, goals, and strategic vision. These leaders understand that they serve as stewards for the public trust and act honestly, responsibly, and with integrity.	Needs significant development	Would benefit from development	Average	Capable and effective	Role model
Aligns resources to meet the business needs of the Crisis Center
Asks the “right” questions to evaluate situations
Considers internal and external environmental factors when providing advice and solutions to problems
Demonstrates an understanding of the company in its entirety and works to achieve results across disciplines, departments, and functions
Focuses on business strategies that will lead to success in the marketplace
Demonstrates a commitment to organizational and personal values
Fosters a high standard of ethics and integrity
Views problems from a business perspective, opportunity, investment, risks, and anticipated results

60. Describe the greatest strengths of this person with regard to his/her overall effectiveness in performing his/her current responsibilities.



61. Describe the most important things this person could improve upon in order to increase his/her overall effectiveness in performing his/her current responsibilities.

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