360 Degree Feedback Sample Survey Questionnaire from HR-Survey.com





360-Degree Feedback Survey

Questionnaires Measuring Communication:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Instructions:

[Company] is conducting a 360-Degree Feedback Assessment developed by HR-Survey for selected managers.

You have been selected to provide feedback on the employee listed above. Your feedback is an important part of our company's leadership development process and this survey is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

In responding to the questions below, think about your experiences working with this employee over the last twelve months. The effectiveness of this development tool is dependent on your honest, forthright and constructive responses so please bear this in mind as you answer each question. Your responses will be aggregated with the responses received from others and discussed with the employee to foster growth and on-going development.

Partially completed forms can be saved by using the Save/Still Working button at the bottom of the page. You may return at a later time to complete/edit the form. Your saved responses will be shown each time you re-visit the feedback form. When you are certain that you have completed your responses, and will be not making any changes, click the Complete button.

Competencies Included:
Communication Skills, Action, Continual Learning, Project Management, Decision Making, Time Management, Technology Use/Management, Interpersonal Skills, Managing Risk, Client Focus
Sample Result Document:
Sample Results
Your feedback is valuable in helping the individual to understand how they are perceived and experienced by others and the impact their behavior has on people in the organization with whom they interact. Feedback received also acknowledges strengths and identifies areas for development.

Use the form below to provide your feedback. Each field and comment box requires a response before you can SUBMIT your final feedback.

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team


Communication Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Informs others about changes or developments in plans and goals.
  1. Addresses issues of key importance to stakeholders.
  1. Listens attentively and without interrupting team members and customers
  1. Produces written content that is both succinct and orderly.
  1. Is willing to give feedback to others even if that feedback is critical of their approach.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?

Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Works quickly when faced with difficult problems.
  1. Establishes the tasks and direction for the team.
  1. Anticipates needs and takes pre-emptive action to address the issue.
  1. Addresses performance issues quickly.
  1. Anticipates critical incidents in the department and takes steps to mitigate their effect.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?

Continual Learning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Builds on their strengths while addressing their weaknesses.
  1. Shares best practices with others and learns from others.
  1. Takes charge of their training and skills enhancement.
  1. Is open to new ideas and concepts.
  1. Seeks opportunities to grow in skills and knowledge.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Project Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Ensures resources are utilized at the appropriate levels for each phase of the project.
  1. Develops a plan for resource management.
  1. Fosters an environment that promotes collaboration among team members.
  1. Researches potential solutions to meet the constraints of the project.
  1. Assesses the ability of the organization to handle the project.
If [Participant Name] were to make improvements in Project Management, what are your suggestions for how he/she can improve this?

Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is open to listening to others who may have different ideas.
  1. Decides which short- and long-term goals should be created.
  1. Performs a cost/benefit analysis before making a decision.
  1. Applies creative reasoning in making decisions.
  1. Breaks complex issues into manageable parts and organizes them in a systematic way before making decisions
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Time Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Uses limited time efficiently.
  1. Sets time limits on how much time is spent on particular tasks so that one task does not dominate the schedule.
  1. Prioritizes tasks to identify immediate and long-term objectives.
  1. Leaves time in the schedule for unplanned contingencies.
  1. Does not become flustered by deadlines and timelines.
If [Participant Name] were to make improvements in Time Management, what are your suggestions for how he/she can improve this?

Technology Use/Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Applies complex rules and regulations to maintain optimal system performance.
  1. Adopts the implementation of new technology into the workplace.
  1. Supports employee training and development initiatives regarding implementation of technology.
  1. Supports technical training and development of employees.
  1. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
If [Participant Name] were to make improvements in Technology Use/Management, what are your suggestions for how he/she can improve this?

Interpersonal Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Maintains a high degree of honesty and integrity.
  1. Anticipates the concerns of other employees.
  1. Is thoughtful and honest about the feedback they give others.
  1. Communicates well at all levels of the organization.
  1. Sees values in the diversity of individuals on the team.
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can improve this?

Managing Risk

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Minimizes operational setbacks and delays.
  1. Creates a level of resilience in the organization.
  1. Prioritizes risks based on probability of occurrence and possible impact to the company.
  1. Works effectively to avoid risk.
  1. Determines the proper tools to efficiently manage the risk.
If [Participant Name] were to make improvements in Managing Risk, what are your suggestions for how he/she can improve this?

Client Focus

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Provides a responsive service that meets the needs of clients.
  1. Uses feedback from clients to help improve services.
  1. Creates high quality products for the clients.
  1. Able to handle difficult clients.
  1. Ensures client commitments and requirements are met or exceeded
If [Participant Name] were to make improvements in Client Focus, what are your suggestions for how he/she can improve this?

  1. What are [Participant Name Here]'s greatest strengths demonstrated this year?


  2. What are [Participant Name Here]'s areas for development?


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