360 Degree Feedback Survey Sample (#24)

Rater: [Your Name]
You are providing feedback to: [Participant Name]

Instructions

You have been asked to evaluate as part of a 360-degree developmental evaluation process. Other employees will also provide with feedback. In this manner, they will be provided with a comprehensive, multi-perspective view of their performance. The end goal is to provide them with feedback so as to allow them to improve their performance, resulting in improved team performance, and organizational effectiveness.

Please provide feedback using the form below. If you are not able to respond to an item, select "Not Applicable" or leave it blank and go on to the next item. When you have finished, press the SAVE or COMPLETED button at the bottom of the form.

Note: When you enter text comments into the boxes below, please focus your comments on work behaviors and styles. The comments that you type will be viewed by the individual receiving the feedback. Do not enter personal information about yourself unless you want this individual to know you are the author of these comments.

To what extent does [Participant Name] exhibit the following ...

Communication	Very Effective 5	4	3	2	Needs Significant Development 1	Not Applicable (N/A)
Selects the appropriate communication (e.g., email, voice mail, memo, project document) to convey important messages
Communicates corporate goals and objectives in a meaningful way to employees.
Explains complex information in a manner easily understood by others.
Encourages open and honest discussion of ideas.
Clarifies what other people say to ensure understanding.
Change Management	Very Effective 5	4	3	2	Needs Significant Development 1	Not Applicable (N/A)
Effectively manages organizational changes.
Addresses resistance to changes in processes and procedures.
Assists others with the development and implementation of new processes and procedures.
Challenges the status quo, appropriately recognizing the need for a new or modified approach.
Uses knowledge and persuasion to get employees to accept changes.
Leading People	Very Effective 5	4	3	2	Needs Significant Development 1	Not Applicable (N/A)
Articulates a vision for the future and inspires others to achieve it.
Makes sure employees understand how their work relates to the organizations mission and vision.
Demonstrates leadership and courage when needed the most.
Behaves in a way that is consistent with the organization�s values and code of conduct.
Distributes rewards and recognition to individual employees to effectively motivate them.
Strategic Decision Making	Very Effective 5	4	3	2	Needs Significant Development 1	Not Applicable (N/A)
Anticipates future resource needs and proactively takes steps to meet those needs.
Critically analyzes department/corporate strengths and weaknesses in light of changing environmental conditions.
Accurately interprets and integrates available information to develop long-term strategies and the action plans to achieve them.
Identifies and addresses the root cause, rather than visible symptoms of problems.
Identifying and Building Talent	Very Effective 5	4	3	2	Needs Significant Development 1	Not Applicable (N/A)
Collaborates with employees in the department to establish individual development plans (IDPs).
Provides constructive and SMART feedback to others (e.g., Specific, Motivating, Actionable, Relevant, and Timely).
Sets performance goals and objectives for direct reports and encourages their professional development.
Identifies and hires talented employees.
Delegating/Managing Resources	Very Effective 5	4	3	2	Needs Significant Development 1	Not Applicable (N/A)
Matches the competencies and skills of the employee to the task when delegating assignments.
Encourages and empowers direct reports to use initiative in achieving goals and objectives.
Delegates authority and responsibility to direct reports and holds them accountable for their actions.
Effectively gathers necessary resources from various teams and departments as needed.
Supports employees in their work.
Developing Strategic Relationships	Very Effective 5	4	3	2	Needs Significant Development 1	Not Applicable (N/A)
Develops partnerships with other teams and departments.
Ensures information is shared freely within the organization.
Uses public channels of communication to share important information.
Identifies and fosters relationships with key stakeholders at a broad range of functions and levels.
The Execution of Work	Very Effective 5	4	3	2	Needs Significant Development 1	Not Applicable (N/A)
Able to conceptualize, organize, staff, and manage a project to achieve desired results.
Establishes and prioritizes clear and actionable objectives.
Establishes realistic timeframes for completing tasks and meets deadlines.
Implements quality control policies and procedures.
Consistently exceeds performance expectations.
Performance Management	Very Effective 5	4	3	2	Needs Significant Development 1	Not Applicable (N/A)
Resolves employee relations problems fairly and effectively.
Establishes high performance standards and coaches direct reports to achieve them.
Holds direct reports accountable for achieving performance standards that are clear, measurable, and attainable.
Makes the necessary resources (e.g., time, people, training) available to employees to raise performance to acceptable levels.
Effective Team Management	Very Effective 5	4	3	2	Needs Significant Development 1	Not Applicable (N/A)
Addresses issues to foster positive interpersonal relationships among team members.
Removes barriers to the execution of important team goals (e.g., lack of resources, training, effort, organizational support, etc.), to facilitate their achievement.
Builds the team�s bench strength by actively developing members� core competencies.
Fosters team commitment by creating a sense of shared ownership of and dedication to specific performance goals.
Allows team members to voice their concerns and participate in important team decisions.
Job Specific Knowledge, Skills and Abilities	Very Effective 5	4	3	2	Needs Significant Development 1	Not Applicable (N/A)
Willingly shares information and expertise; sought after resource by others.
Demonstrates mastery of the technical competencies required to perform his or her job.
Actively acquires and transfers new information and skills to the job.
Proactively manages his or her own career by continually updating technical and managerial skills through training, special projects, etc.

51. Overall, please rate the effectiveness of this manager.
    

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

    
    

    
    
    Strengths:
    
    
    Opportunities for Development:
    
    
    Final Comments:
    
    
    

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