HR-Survey > 360-Degree Feedback > Competency Model > Accountability Skills

Accountability - 360 Degree Feedback Survey Sample #13





Questionnaires Measuring Accountability:
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)
Survey 13 (4-point scale; numbers)
Survey 14 (4-point scale; N/A)
Instructions

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of 's leadership development process. This tool 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 assessment form, please think about your experiences working with this individual during the last six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

Sample Result Document:
Sample Results
Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.

Competencies Included:
Accountability, Flexibility, Continual Learning, Emotional Intelligence, Persuasion and Influence, Initiative, Developing Others
When clicking your selection below, try to best fit the manager's actual behaviors to the scale provided.

If you are not sure, or unable to assess, select "Not Applicable" (N/A) option.


Please complete your response by .

Accountability

 Strongly
Disagree		 Disagree Agree Strongly
Agree
  1. Encourages employees to take on greater responsibilities.
  1. Aware of the consequences for failure to complete the project.
  1. Accepts responsibility to lead efforts to solving critical problems.
  1. Does not make excuses for missed deadlines.
  1. Sets clear expectations for performance.


Flexibility

 Strongly
Disagree		 Disagree Agree Strongly
Agree
  1. Delivers a variety of products that vary in type and volume.
  1. Performs more and varried processes on the production line.
  1. Effectively manages changes in financial resources.
  1. Accommodates the needs of employees as best as possible when requests for time off are made.
  1. Innovates skills and modifies behaviors to remain flexible in addressing important issues.


Continual Learning

 Strongly
Disagree		 Disagree Agree Strongly
Agree
  1. Pursues self-improvement through continual learning.
  1. Participates in regular training offered.
  1. Is open to new ideas and concepts.
  1. Takes the initiative to learn new skills.
  1. Builds on their strengths while addressing their weaknesses.


Emotional Intelligence

 Strongly
Disagree		 Disagree Agree Strongly
Agree
  1. Is able to control their own emotions.
  1. Is able to express themselves clearly.
  1. Is able to manage their own emotions.
  1. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
  1. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.


Persuasion and Influence

 Strongly
Disagree		 Disagree Agree Strongly
Agree
  1. Persuades others to consider alternative points of view.
  1. Develops a good rapport with others.
  1. Able to express own goals and needs.
  1. Attempts to persuade others rather than simply control them.
  1. Understanding what others need.


Initiative

 Strongly
Disagree		 Disagree Agree Strongly
Agree
  1. Initiates draft documents for the director.
  1. Takes action without being asked.
  1. Seizes upon chances to improve the department's prospects.
  1. Takes on extra projects after required work is completed.
  1. Builds strong interpersonal relationships upon first meeting.


Developing Others

 Strongly
Disagree		 Disagree Agree Strongly
Agree
  1. Is open to receiving feedback.
  1. Recognizes and celebrates accomplishments of others.
  1. Assesses employees' developmental needs.
  1. Supports the successes of other employees.
  1. Provides constructive feedback to others.



  1. Describe the greatest strengths of this person with regard to his/her overall effectiveness in performing his/her current responsibilities.


  2. Describe the most important things this person could improve upon in order to increase his/her overall effectiveness in performing his/her current responsibilities.


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







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