PSYCHOMETRIC ASSESSMENTS

Direct Report Assessment Questionnaire

Direct/Indirect Report Assessment

Direct/Indirect Report Assessment Questionnaire

Dear Rater, we sincerely appreciate your participation in this important feedback initiative. Your unique perspective plays a vital role in supporting the personal and professional growth of the individual being assessed..

Purpose and Value

This assessment forms part of a broader development journey aimed at enhancing leadership impact, strengthening interpersonal effectiveness, and building on areas of potential. By offering honest, thoughtful, and constructive feedback, you are contributing to a culture of continuous learning and excellence within the Bank of Namibia.

Confidentiality and Process

All responses will remain strictly confidential. Your feedback will be integrated with input from other colleagues and presented to the individual in a summarised, anonymous format. The goal is to offer valuable insight that empowers meaningful reflection, growth, and future success.

Thank you for investing your time in this developmental process. Your input is both valued and impactful.

Instructions for Completion

Email (Optional):

If you would like to receive a copy of the completed questionnaire for your records, please enter your email address below. This is optional.

You are providing feedback for:

(Enter the name of the person you are evaluating. If this is a self-assessment, enter your own name.)

Instructions:

This questionnaire is intended for both Direct and Indirect reports to provide feedback on their manager. As someone who reports directly or indirectly to this manager, please rate each statement based on your experiences and observations of their leadership and management style. Use the following scale: Use the following scale:

Rating	Description
1	Rarely or Never Demonstrated
2	Occasionally Demonstrated
3	Sometimes Demonstrated
4	Often Demonstrated
5	Consistently and Effectively Demonstrated
6	Unable to Respond / Not Applicable

Provide additional comments where necessary.

Section 1:

Goal: To assess how the Manager demonstrates authenticity, acknowledges limitations, and commits to personal improvement.

1. To what extent does this manager openly acknowledge mistakes and areas for development? *

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2. When faced with setbacks or challenges, does this manager view them as opportunities for learning and growth rather than assigning blame? *

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3. To what extent does this manager actively seek feedback to enhance self-awareness and emotional intelligence? *

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Additional Comments

Section 2:

Goal: To evaluate the Manager’s ability to listen effectively, clarify assumptions, and engage in candid discussions.

1. How effectively does this manager listen to understand, rather than simply respond? *

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2. How well does this manager initiate and navigate candid or challenging conversations when necessary? *

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3. To what extent does this manager clarify details to avoid assumptions and promote open, respectful dialogue? *

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Additional Comments

Section 3:

Goal: To evaluate how the Manager encourages collaboration, embraces diverse viewpoints, and supports others.

1. How effectively does this manager foster a collaborative environment that values diverse perspectives? *

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2. To what extent does this manager incorporate diverse views and opinions into decision-making processes?

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3. How well does this manager challenge the status quo while ensuring an inclusive environment where all voices are heard and valued? *

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Additional Comments

Section 4:

Goal: To evaluate the Manager’s commitment to learning, support for innovation, and constructive response to feedback.

1. How committed is this manager to continuous learning and professional growth? *

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2. How effectively does this manager contribute to innovation and promote positive change? *

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3. To what extent does this manager create a safe environment that encourages experimentation and views setbacks as opportunities for learning? *

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Additional Comments

Section 5:

Goal: To evaluate how the Manager priorities tasks, improves processes, and supports healthy work-life integration.

1. How effectively does this manager prioritise work to prevent overload and burnout? *

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2. To what extent does this manager help eliminate unproductive practices to improve efficiency? *

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3. How well does this manager support work-life integration and the establishment of healthy boundaries? *

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Additional Comments

Section 6:

Goal: To assess how effectively this Manager creates an environment where others feel safe expressing ideas, concerns, and mistakes.

1. Does this managerr create an environment where others feel safe sharing differing opinions? *

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2. To what extent does this manager allow others to admit mistakes or ask for help without fear of negative consequences? *

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3. When a colleague proposes a new idea that fails, does this manager focus on learning and growth rather than assigning blame? *

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4. How consistently does this manager demonstrate respect and professionalism during challenging discussions? *

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Additional Comments

Section 7:

Goal: To evaluate the Manager’s consistency, fairness, and ability to build trust within the team.

1. How reliably does this manager follow through on commitments and promises? *

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2. To what extent does this manager act in the best interest of the team, even under pressure? *

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3. How fairly and equitably does this manager treat others? *

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Additional Comments

Section 8:

Goal: To assess how effectively the Manager empowers others, delegates responsibilities, and supports professional development.

1. How effectively does this manager delegate or share meaningful responsibilities that foster growth? *

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2. To what extent does this manager involve others in decisions that affect their work? *

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3. How effectively does this manager provide feedback that supports personal and professional development? *

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4. To what extent does this manager empower others through collaboration and support? *

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Additional Comments

Section 9:

Goal: To evaluate the Manager’s ownership of outcomes, proactive problem-solving, and commitment to high standards.

1. How well does this manager take ownership of responsibilities and outcomes? *

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2. When challenges arise, how effectively does this manager respond with transparency and proactivity? *

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3. To what extent does this manager hold themselves and others accountable to high standards of meaningful progress? *

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Additional Comments

Feedback & Suggestions

The previous sections may not have captured all of your observations. This comments section allows you to share additional thoughts or insights that you feel are important. Your feedback is highly valued and plays a key role in supporting the manager's growth and effectiveness.

STOP – What behaviours or actions should this manager discontinue to be more effective?

START – What new behaviours or actions should this manager adopt to enhance their impact?

CONTINUE – What current behaviours or actions should this manager maintain, as they are working well?

We also encourage you to reflect on this manager's overall contribution to the workplace. Please add any suggestions that may help them build on their strengths, address development areas, and continue improving their skills.

Thank you for investing your time in completing this questionnaire. Your open and constructive feedback not only supports the manager's development but also contributes to building a stronger and more collaborative workplace.

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