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HR-Survey > 360-Degree Feedback > Competency Model > Professional Development
Professional Development - 360 Degree Feedback Survey
Sample #7
360 Feedback Survey 2025
Instructions
Questionnaires Measuring Professional
We are requesting your participation in a 360-degree feedback Development:
review of several participants in our company's Leadership Survey 1 (4-point scale; Competency Comments)
Development program. We are administering a new web-based Survey 2 (4-point scale; Competency Comments)
survey tool which is designed to gather broad feedback as it relates Survey 3 (5-point scale; Competency Comments)
to core competencies and role responsibilities that are important for Survey 4 (5-point scale; radio buttons)
the on-going success of our organization. The Leadership Team Survey 5 (4-point scale; words)
Members have agreed to participate and are seeking your feedback. Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
In this regard, you have been selected to provide feedback for the Survey 8 (3-point scale; Agree/Disagree words; N/A)
manager listed above. Your feedback is an important part of this Survey 9 (3-point scale; Strength/Development; N/A)
manager's leadership development process. This tool is intended to Survey 10 (Comment boxes only)
gather broad feedback in the core competencies and role Survey 11 (Single rating per competency)
responsibilities that are important for the on-going success of our Survey 12 (Slide-bar scale)
organization. Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
You will get the chance to evaluate this manager's performance in
different areas and share your thoughts through written comments
for more detailed feedback. Ensure that your feedback is constructive and helpful.
In
Sample Result Document: Competencies Included:
Sample Results Professional Development, Results Oriented, Commitment
To Result, Managing Risk, Self Management, Passion To
responding to the assessment form, please think about your Learn, Coaching, Business Acumen, Organizational
experiences working with this individual during the last twelve (12) Fluency
months. Your responses will be merged with other people's feedback
and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager,
unless you indicate otherwise.
You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4
Performance Levels. Click on the level that best describes this individual.
Please ensure that your submission is made between November 3 and November 16.
Needs Fully Excels/ Not
Professional Development Improvement Proficient Role Model Applicable
1. Seeks opportunities for professional
development.
2. Quickly acquire and apply new
knowledge and skills when needed
3. Encourages employees to take courses
relevant to their job.
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4. Seeks opportunities for continuous
learning.
5. Contributing fully to the extent of their
skills
If [Participant Name] were to make improvements in Professional Development, what are your suggestions for how he/she
can improve this?
Needs Fully Excels/ Not
Results Oriented Improvement Proficient Role Model Applicable
6. Breaks down long-term goals into short-
term milestones with clear timelines.
7. Achieves performance benchmarks.
8. Shares lessons learned from failures and
use them to guide future decisions.
9. Anticipates potential obstacles and builds
contingency plans to maintain
momentum.
10. Empowers employees to make decisions
while holding them responsible for
outcomes.
If [Participant Name] were to make improvements in Results Oriented, what are your suggestions for how he/she can
improve this?
Needs Fully Excels/ Not
Commitment To Result Improvement Proficient Role Model Applicable
11. Encourages commitment in others to
obtain results.
12. Takes immediate action toward goals.
13. Able to focus on a task even when
working alone.
14. Maintains persistence and dedication to
achieving results.
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15. Willing to do whatever it takes-not afraid
to have to put in extra effort.
If [Participant Name] were to make improvements in Commitment To Result, what are your suggestions for how he/she can
improve this?
Needs Fully Excels/ Not
Managing Risk Improvement Proficient Role Model Applicable
16. Uses financial data to mitigate financial
risks.
17. Has the knowledge and skills to
accurately identify risks in the workplace.
18. Views risks as potential opportunities for
profit.
19. Develops policies to address risk
situations in the workplace.
20. Identifies opportunities that may be
created by taking specific risks.
If [Participant Name] were to make improvements in Managing Risk, what are your suggestions for how he/she can improve
this?
Needs Fully Excels/ Not
Self Management Improvement Proficient Role Model Applicable
21. Does not allow own emotions to interfere
with the performance of others.
22. Consciously controls own negative
emotions in order to keep team morale
up.
23. Is aware of personal impact on others and
adjusts behavior to create a positive
leadership presence.
24. Sets an example for associates during
stressful periods by maintaining a
positive, can-do attitude.
25. Analyzes own reactions on the spot to
ensure that LLC
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appear to be driven by anger.
If [Participant Name] were to make improvements in Self Management, what are your suggestions for how he/she can
improve this?
Needs Fully Excels/ Not
Passion To Learn Improvement Proficient Role Model Applicable
26. Creates an environment that supports
personal development and exploration.
27. Exhibits willingness to upgrade skills
through additional training and
education.
28. Inspires others to learn new things.
29. Is committed to enhancing their own
knowledge and skills.
30. Is open minded and curious about
learning new skills.
If [Participant Name] were to make improvements in Passion To Learn, what are your suggestions for how he/she can
improve this?
Needs Fully Excels/ Not
Coaching Improvement Proficient Role Model Applicable
31. Creates a culture where employees feel
comfortable discussing challenges
without fear of judgment.
32. Coaches employees to achieve high
performance.
33. Guides the employee to focus on the
future rather than dwelling on what went
wrong.
34. Addresses employee behavior problems
effectively.
35. Offers coaching when it is needed.
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If [Participant Name] were to make improvements in Coaching, what are your suggestions for how he/she can improve this?
Needs Fully Excels/ Not
Business Acumen Improvement Proficient Role Model Applicable
36. Looks at business problems from a variety
of perspectives.
37. Knows how to use financial information
to make an impact on the organization.
38. Recognizes patterns and trends in the
business.
39. Able to get department employees to
accept new business workflows.
40. Accurately perceives potential risks to the
business.
If [Participant Name] were to make improvements in Business Acumen, what are your suggestions for how he/she can
improve this?
Needs Fully Excels/ Not
Organizational Fluency Improvement Proficient Role Model Applicable
41. Understands departmental policies and
procedures.
42. Adept at navigating within the culture of
the department.
43. Is aware of other organizational cultures
to compare/contrast with the current
organizational culture.
44. Effective in communicating with others
within the organization.
45. Gets things done through the
department.
If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can
improve this?
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46. Strengths
47. Areas for Development
48. Please give any final comments or suggestions for [Participant Name Here]'s assessment.
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