Upward Feedback Results

Confidential Report Provided for: Sample Employee

Results Generated by HR-Survey.com


What you will find in this report.
This report contains the results of the Employee Feedback collected from direct and indirect reports. These results are presented in a variety of formats to help you identify your strengths, areas for development, and areas where your ratings may diverge with those of the individuals providing you feedback. Please realize how difficult it was for others to provide you with this feedback, be open to their opinions, and be willing to use their feedback as a starting point for your career development.

What is Upward Feedback
Upward Feedback survey presents a more complete picture of a participant’s behavior and performance by drawing information from many individuals within the employee’s work chain. It gives team members a resource to guide their development.

Goals of Multi-Source Feedback
Feedback has many purposes including:

  1. Improvements in work behaviors
  2. Increased awareness of your strengths and weaknesses
  3. More frequent and open communication between yourself and others
  4. More feedback seeking behavior
  5. Improved capacity to lead and manage
  6. Improvements in individual, team, and organizational performance

Receiving Feedback
Receiving feedback about job performance and skills relating to others can bring about feelings of anxiety. This is because you are discovering how you are perceived by others which may be similar or dissimilar to how you perceive yourself.

It is very important that you do not view this feedback as dangerous or hostile criticism. Rather, you should view the feedback as an opportunity for continual learning and development as a team member.

You should keep in mind that, giving honest and genuine feedback is also a difficult endeavor that was undertaken by your peers. Therefore, you should value this feedback and appreciate the efforts others have made to provide you with comments that can help you improve.

What to do with your feedback
You should use your feedback to help you set specific goals for professional development. This can be done if you see the feedback as a perspective (from unbiased observers) on where you can improve your job performance and working relationships with others.


The questionnaire items used in this feedback process measured several major dimensions of job performance.

Summary scores obtained for each item were calculated by averaging the scores for all of the respondents to that item. Your scores for the items on the questionnaire are shown below sorted by score with the highest scores shown at the top.

The bars shown below are a graphical representation of the scores you have received on the questionnaire. They represent the average score for each of the dimensions of performance measured with the questionnaire. The bars are sorted by size with the highest scores shown at the top of the graph. The performance dimensions that need the most development are shown at the bottom of the graph.

Direct report11
Indirect report40
The results in this report are based on responses collected from individuals that report directly or indirectly to you. This table shows the responses you have received.

Response Scale:


  1. Expects, encourages, and rewards creativity and innovation.
  1. Solicits and considers a diversity of perspectives in making decisions.
  1. Provides a positive environment where employees can feel good about being themselves and are enabled to achieve their full potential.
  1. Recognizes the benefits of diversity in ethnicity, gender, lifestyle, and philosophy.
  1. Develops leadership in others through coaching and mentoring.
  1. Assumes responsibility for his/her own mistakes.
  1. Seeks feedback from others and embraces new ideas or concepts.

  1. Develops and shares common goals while providing opportunities to grow.
  1. Recognizes that disagreement and differing opinions and ideas are team strengths.
  1. Runs an efficient and effective organization.
  1. Unit priorities are transparent and resources aligned to achieve those priorities – connection to national and Regional goals are clear.
  1. Has goals and objectives and assesses progress towards them.
  1. Willing to deal with controversial and/or emergency situations.
  1. Keeps employees informed on Regional, Forest/Grassland, and District management goals and priorities, and expresses them as opportunities.
  1. Resolves problems at the lowest level and in a timely manner.

  1. Encourages open and candid communication.
  1. Articulates and practices excellent public service and responds to the needs of our customers.
  1. Communicates effectively with you.
  1. Writes and speaks clearly.
  1. Listens to ideas and comments from others before making a decision.
  1. Communicates effectively with groups and individuals with different backgrounds, levels of education, or interests.

  1. Adheres to the values of honesty and trust.
  1. Makes decisions based on the facts and the situation.
  1. Considers new ideas or other points of view in decision making.
  1. Has a positive outlook toward the job and the organization.
  1. Personal performance, conduct, and work ethic create a good role model for employees.

  1. Holds employees accountable for their performance and conduct.
  1. Provides counseling and assistance when problems arise.
  1. Promotes a safe and healthy work environment where employees feel responsible and comfortable to act on their own safety concerns.
  1. Demonstrates “zero tolerance” for inequity when it comes to recruiting, hiring, training, rewarding, and promoting employees.
  1. Provides recognition and rewards performance and conduct.
  1. Resolves conflicts in a positive and constructive manner.
  1. Provides timely, constructive feedback to employees.
  1. My supervisor supports my career goals, opportunities, and development needs.

(Strengths and Areas for Development)

The tables below show the number and percentage of responses selected for each item. Responses to items were measured using a 5-point scale from Needs Improvement to "Is a Role Model for Others". The responses were given values from 1 to 5 where Needs Improvement was scored as a 1 and "Is a Role Model for Others" was scored as a 5. The average score shown in the tables below represents the average response for that item.

5 Highest Items

5 Lowest Items

Site Map