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360 Degree Feedback Survey Sample (#7)


ABC Global 360-Degree Feedback


Rater:
You are providing feedback to:

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 exhibit the following ...

The "Not Applicable" column can be added to any questionnaire. This response option can be shown to the left or right of other responses.

Communication

Very
Effective
5

4

3

2
Needs
Significant
Development
1
Not
Applicable
(N/A)
  1. Selects the appropriate communication (e.g., email, voice mail, memo, project document) to convey important messages
  1. Communicates corporate goals and objectives in a meaningful way to employees.
  1. Explains complex information in a manner easily understood by others.
  1. Encourages open and honest discussion of ideas.
  1. Clarifies what other people say to ensure understanding.

Change Management

Very
Effective
5

4

3

2
Needs
Significant
Development
1
Not
Applicable
(N/A)
  1. Effectively manages organizational changes.
  1. Addresses resistance to changes in processes and procedures.
  1. Assists others with the development and implementation of new processes and procedures.
  1. Challenges the status quo, appropriately recognizing the need for a new or modified approach.
  1. 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)
  1. Articulates a vision for the future and inspires others to achieve it.
  1. Makes sure employees understand how their work relates to the organizations mission and vision.
  1. Demonstrates leadership and courage when needed the most.
  1. Behaves in a way that is consistent with the organizationís values and code of conduct.
  1. 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)
  1. Anticipates future resource needs and proactively takes steps to meet those needs.
  1. Critically analyzes department/corporate strengths and weaknesses in light of changing environmental conditions.
  1. Accurately interprets and integrates available information to develop long-term strategies and the action plans to achieve them.
  1. 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)
  1. Collaborates with employees in the department to establish individual development plans (IDPs).
  1. Provides constructive feedback to other associates (e.g., Specific, Motivating, Actionable, Relevant, and Timely).
  1. Sets performance goals and objectives for direct reports and encourages their professional development.
  1. Identifies and hires talented employees.

Delegating/Managing Resources

Very
Effective
5

4

3

2
Needs
Significant
Development
1
Not
Applicable
(N/A)
  1. Matches the competencies and skills of the associate to the task when delegating assignments.
  1. Encourages and empowers direct reports to use initiative in achieving goals and objectives.
  1. Delegates authority and responsibility to direct reports and holds them accountable for their actions.
  1. Effectively gathers necessary resources from various teams and departments as needed.
  1. Supports employees in their work.

Developing Strategic Relationships

Very
Effective
5

4

3

2
Needs
Significant
Development
1
Not
Applicable
(N/A)
  1. Develops partnerships with other teams and departments.
  1. Ensures information is shared freely within the organization.
  1. Uses public channels of communication to share important information.
  1. 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)
  1. Able to conceptualize, organize, staff, and manage a project to achieve desired results.
  1. Establishes and prioritizes clear and actionable objectives.
  1. Establishes realistic timeframes for completing tasks and meets deadlines.
  1. Implements quality control policies and procedures.
  1. Consistently exceeds performance expectations.

Performance Management

Very
Effective
5

4

3

2
Needs
Significant
Development
1
Not
Applicable
(N/A)
  1. Resolves associate relations problems fairly and effectively.
  1. Establishes high performance standards and coaches direct reports to achieve them.
  1. Holds direct reports accountable for achieving performance standards that are clear, measurable, and attainable.
  1. Makes the necessary resources (e.g., time, people, training) available to associates to raise performance to acceptable levels.

Effective Team Management

Very
Effective
5

4

3

2
Needs
Significant
Development
1
Not
Applicable
(N/A)
  1. Addresses issues to foster positive interpersonal relationships among team members.
  1. Removes barriers to the execution of important team goals (e.g., lack of resources, training, effort, organizational support, etc.), to facilitate their achievement.
  1. Builds the teamís bench strength by actively developing membersí core competencies.
  1. Fosters team commitment by creating a sense of shared ownership of and dedication to specific performance goals.
  1. 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)
  1. Willingly shares information and expertise; sought after resource by other associates.
  1. Demonstrates mastery of the technical competencies required to perform his or her job.
  1. Actively acquires and transfers new information and skills to the job.
  1. Proactively manages his or her own career by continually updating technical and managerial skills through training, special projects, etc.


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








    Strengths:


    Opportunities for Development:


    Final Comments:



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