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HR-Survey > 360-Degree Feedback > Competency Model > Managing Performance

Managing Performance - 360 Degree Feedback Survey

Sample #9

360 Feedback Survey 2025

Instructions
Questionnaires Measuring Managing
We appreciate you taking the time to provide valuable feedback for Performance:
the individual mentioned above. As you respond, please draw on Survey 1 (4-point scale; Competency Comments)
your first-hand experience with this individual in the past 12 months. Survey 2 (4-point scale; Competency Comments)
Your insights are crucial in offering a comprehensive evaluation. Survey 3 (5-point scale; Competency Comments)
Please rate each item using the scale provided. If you find that you Survey 4 (5-point scale; radio buttons)
do not have sufficient first-hand knowledge to rate a particular item, Survey 5 (4-point scale; words)
select the Not Applicable option. Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
In addition to the ratings, we encourage you to include comments Survey 8 (3-point scale; Agree/Disagree words; N/A)
where possible. These comments are particularly useful when you Survey 9 (3-point scale; Strength/Development; N/A)
give a very high or very low rating, as they provide context and Survey 10 (Comment boxes only)
clarity regarding your assessment. Explaining your reasons in the Survey 11 (Single rating per competency)
comment section helps ensure that your feedback is constructive Survey 12 (Slide-bar scale)
and actionable. Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Your responses, combined with feedback from other contributors,
will be compiled and presented to the individual. This collective
feedback aims to support their continuous growth and development by highlighting strengths and identifying areas for improvement.
Your thoughtful participation is essential in helping them achieve their full potential.

You
can Sample Result Document: Competencies Included:
save Sample Results Managing Performance, Delegation, Accountability,
Integrity, Emotional Intelligence, Time Management,
your progress on partially completed forms by clicking the Save/Still Results Oriented, Safety, Others, Strategic Insight
Working button located at the bottom of the page. This allows you
to come back at a later time to finish or make any necessary edits to the form. When you return, your previously saved responses will
automatically be displayed, allowing you to seamlessly continue where you left off. When you have completed filling out the form and
are confident that no further changes are needed, please click the Complete button.

Needs
Managing Performance Definite Strength Meets Standards Development N/A

1. Trains and develops employees to realize their Definite Meets Needs

N/A
maximum potential. Strength Standards Development

2. Sets specific and measurable goals for others and Definite Meets Needs
N/A
follows through to completion. Strength Standards Development

3. Ensures team members receive rewards for positive Definite Meets Needs
N/A
performance accomplishments. Strength Standards Development

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 4. Reviews monthly or weekly reports of quantitative
Definite Meets Needs
metrics (sales/production) to measure performance N/A
level. Strength Standards Development

5. Links qualitative objectives to quantitative key Definite Meets Needs

N/A
results. Strength Standards Development

Needs
Delegation Definite Strength Meets Standards Development N/A

6. Ensures subordinates understand how their tasks Definite Meets Needs

N/A
contribute to team or company goals. Strength Standards Development

7. Offers tools, training, and any additional guidance Definite Meets Needs
N/A
as needed. Strength Standards Development

8. Defines the roles, responsibilities, required actions, Definite Meets Needs

N/A
and deadlines for team members. Strength Standards Development

9. Discusses with team members about what to do, not Definite Meets Needs
N/A
how to do it. Strength Standards Development

10. Provides oversight while ensuring employees have Definite Meets Needs
N/A
enough independence to perform effectively. Strength Standards Development

Needs
Accountability Definite Strength Meets Standards Development N/A

Definite Meets Needs

11. Takes ownership of mistakes and learns from them. N/A
Strength Standards Development

Definite Meets Needs

12. Works diligently for the success of the team. N/A
Strength Standards Development

13. Informs supervisor of progress without having to be Definite Meets Needs

N/A
asked about it. Strength Standards Development

14. Requires advanced warning on problems and issues Definite Meets Needs
N/A
that will affect completion of tasks. Strength Standards Development

15. Requires employees to submit action plans, Definite Meets Needs

N/A
timelines or other objectives. Strength Standards Development

Needs
Integrity Definite Strength Meets Standards Development N/A

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 16. Understands that the way a company does business Definite Meets Needs
N/A
is just as important as the quality of work. Strength Standards Development

17. Remains true to core values and principles,

Definite Meets Needs
demonstrating respect and self-control even in N/A
challenging situations. Strength Standards Development

18. Maintains a strong unwavering support for Definite Meets Needs

N/A
professional standards and behavior. Strength Standards Development

19. Fosters a commitment to excellence and attention Definite Meets Needs

N/A
to detail. Strength Standards Development

20. Conducts all dealings in an honest and upfront Definite Meets Needs
N/A
manner. Strength Standards Development

Needs
Emotional Intelligence Definite Strength Meets Standards Development N/A

Definite Meets Needs

21. Is able to control their own emotions. N/A
Strength Standards Development

Definite Meets Needs

22. Able to understand others' points of view. N/A
Strength Standards Development

23. Is attentive to emotional cues and interprets others' Definite Meets Needs
N/A
feelings correctly. Strength Standards Development

24. Stay calm, composed and positive during difficult Definite Meets Needs
N/A
events. Strength Standards Development

25. Willing to take a controversial position for what is Definite Meets Needs
N/A
"right". Strength Standards Development

Needs
Time Management Definite Strength Meets Standards Development N/A

26. Delegates administrative and support functions to Definite Meets Needs

N/A
optimize time for strategic planning and leadership. Strength Standards Development

Definite Meets Needs

27. Sets clearly defined goals. N/A
Strength Standards Development

28. Keeps accurate records of time spent on projects for Definite Meets Needs
N/A
proper billing. Strength Standards Development

Definite Meets Needs

29. Ensures timely completion of vital work. N/A
Strength Standards Development
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 30. Organizes work responsibilities for maximum Definite Meets Needs
N/A
efficiency. Strength Standards Development

Needs
Results Oriented Definite Strength Meets Standards Development N/A

31. Modifies team roles or workflows to better align Definite Meets Needs
N/A
with changing business conditions. Strength Standards Development

32. Clarifies the "why" behind expectations to foster Definite Meets Needs
N/A
intrinsic motivation and commitment. Strength Standards Development

33. Quickly integrates feedback to refine execution Definite Meets Needs

N/A
plans without losing momentum. Strength Standards Development

34. Streamlines procedures when legacy methods Definite Meets Needs

N/A
hinder progress. Strength Standards Development

35. Models resilience by bouncing back quickly from Definite Meets Needs
N/A
disappointments. Strength Standards Development

Needs
Safety Definite Strength Meets Standards Development N/A

Definite Meets Needs

36. Creates accurate and effective measures of safety. N/A
Strength Standards Development

Definite Meets Needs

37. Supports safety programs and procedures. N/A
Strength Standards Development

Definite Meets Needs

38. Supports our company's safety programs. N/A
Strength Standards Development

Definite Meets Needs

39. Encourages others to attend safety training. N/A
Strength Standards Development

Definite Meets Needs

40. Develops a culture of safety. N/A
Strength Standards Development

Needs
Others Definite Strength Meets Standards Development N/A

Definite Meets Needs

41. Works across boundaries within the organization. N/A
Strength Standards Development

42. Supports the efforts of other employees in Definite Meets Needs

N/A
implementing solutions to problems. Strength Standards Development

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 43. Consistently demonstrates ability and willingness to Definite Meets Needs
N/A
trust others. Strength Standards Development

Definite Meets Needs

44. Respects the opinions of other employees. N/A
Strength Standards Development

Definite Meets Needs

45. Is able to see issues from others' perspectives. N/A
Strength Standards Development

Needs
Strategic Insight Definite Strength Meets Standards Development N/A

46. Observes employees at work to get better insight Definite Meets Needs
N/A
into the issues they are dealing with. Strength Standards Development

47. Educates team members on emerging trends and Definite Meets Needs
N/A
their implications for current projects or goals. Strength Standards Development

48. Understands how to circumvent barriors to change Definite Meets Needs

N/A
within the organization. Strength Standards Development

49. Keeps abreast of regulatory, technological, and

Definite Meets Needs
competitive shifts that could impact the N/A
organization's strategic direction. Strength Standards Development

50. Observes stakeholder sentiment and engagement

Definite Meets Needs
levels through direct and indirect feedback N/A
channels. Strength Standards Development

51. Overall, please rate the effectiveness of [Participant Name Here].

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

52. Strengths

53. Areas for Development

54. Please give any final comments or suggestions for [Participant Name Here]'s assessment.

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© Copyright 2025, HR-Survey, LLC Legal Notice Web: [Link] Site Map Email: info@[Link]