Questionnaire Items Measuring Accountability
Accountability skills are crucial for productivity and achieving goals. The main components of Accountability skills include:
- Actions have Consequences: Understanding that accountability means accepting the consequences for actions and performance.
- Individuals are Accountable: Individuals (employees) are accountable for their performance.
- Responsible for Results: Individuals need to take responsibility for their results.
- Problem Solving: Taking ownership of problems to find the best solutions.
- Job Performance: Sets high standards and expectations.
- Response to Setbacks: Accept responsibility for errors or poor performance.
- Informing the Supervisor: Accountability means keeping the supervisor in the loop.
Accountability skills contribute to a manager's success by ensuring that the work gets done right and that all employees are working to support the goals of the department/company.
360-Degree Feedback 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)
360-Degree Feedback Questionnaire Items
The Accountability competency in a 360-Degree Feedback assessment includes items measuring the ability to deal with consequences for actions, hold others accountable, set high standards for performance, work with a high degree of integrity and honesty.
Definition: Accountability means taking responsibility for meeting performance expectations and being answerable for the outcomes. It recognizes that actions have consequences, which reflect our commitment to accountability. When individuals aim for high accountability, their performance improves. Accountability exists in a variety of ways including: performance appraisals/reports, delegation of responsibilities, expectations of results, keeping the supervisor informed, being on time, and treating employees well.
Accountability
- Takes responsibility for seeing the project through to completion.
- Establishes who is responsible for various aspects of the project.
- Accepts accountability for their work.
- Accepts accountability for their actions and results.
- Willingly accepts the obligation to complete the task.
- Is someone who is there when you need them.
- Accepts accountability for their actions.
Consequences
- Demonstrates a commitment to taking responsibility for actions.
- Expects employees to accept the consequences of their actions.
- Willingly accepts the consequences for their actions.
- Aware of the consequences for failure to complete the project.
- Accepts personal responsibility for their actions.
- Holds employees responsible if expectations are not met.
- Holds employees accountable for meeting performance benchmarks.
- Accepts the consequences for their actions.
- Willing to answer for their own actions and performance.
Process and Procedure
- Develops goals and establishes objective measures of success.
- Requires employees to submit monthly reports of the work they performed.
- Projects an image of transparency and trustworthiness in the administration of fair and equitable policies.
- Documents performance goals through an individual development plan.
- Exhibits a sense of ownership of the process.
- Creates a consistent process for prioritizing work.
- Requires employees to submit action plans, timelines or other objectives.
- Requires team members to present progress reports or prepare contingency plans.
Accountability in Others
- Defines roles, rights, and responsibilities of employees.
- Defines roles, rights, and responsibilities of the team.
- Expects employees to account for their actions and performance.
- Encourages employees to take on greater responsibilities.
- Understands the importance of holding employees accountable for their work.
- Encourages colleagues/business partners to take on greater responsibilities.
- Seeks commitment from employees prior to assigning tasks.
- Allows employees to set their own performance goals.
- Encourages employees to set challenging but achievable goals.
Outcomes and Results
- Takes responsibility for results.
- Takes full responsibility for project outcomes.
- Exhibits a sense of ownership of outcomes and results.
- Takes full responsibility for results.
- Accepts responsibility for outcomes.
- Accepts accountability for results.
- Accepts accountability for their results.
- Takes personal responsibility for results.
In Problem Solving
- Tackles issues head on and finds solutions.
- Holds employees accountable for their participation in solving department problems and issues.
- Takes charge of addressing and solving problems.
- Commits to leading the initiatives to solving critical issues.
- Accepts responsibility to lead efforts to solving critical problems.
- Regularly leads the way when helping the team troubleshoot various issues.
- Takes ownership of problems to find the best solutions.
Performance
- Acts like an owner when they make decisions.
- Holds employees accountable through regular performance reviews.
- Holds team accountable to meeting goals.
- Reviews performance to determine areas for improvement.
- Sets clear performance measures.
- Takes personal responsibility for the quality of their work.
- Accepts personal responsibility for producing high quality and timely work.
- Justly applies disciplinary measures.
Errors and Setbacks
- Takes ownership of mistakes and learns from them.
- Takes full responsibility for team's lack of progress.
- Takes responsibility for errors in the production line.
- Takes responsibility for errors and actively works to correct them.
- Recognizes when a mistake is made and works to correct the issue.
- Accepts personal responsibility for not meeting expectations.
- Takes full responsibility for lack of results achieved.
- Continues to work diligently on a problem despite setbacks.
- Acknowledges errors and takes the steps necessary to rectify them.
- Requires advanced warning on problems and issues that will affect completion of tasks.
Organization
- Fully embraces the responsibilities that contribute to our departmental success.
- Works hard to ensure the success of the department.
- Takes responsibility for the team's actions and results.
- Works diligently for the success of the team.
- Takes responsibility for the direction of the team.
- Is personally invested in the success of the organization.
- Implements and facilitates controls and processes that maintain the integrity of the organization.
- Is aware of problems or issues that may affect the organization.
- Remains knowledgeable of Company performance.
Keeps Supervisor Informed
- Keeps supervisor informed of recent events.
- Informs the supervisor if progress on the task has been delayed.
- Makes sure the supervisor is always informed of any important events.
- Always keeps the supervisor informed of relevant information.
- Lets supervisor know of any setbacks to the progress on achieving goals.
- Consults with the supervisor before engaging in new procedures that have some risk.
- Informs supervisor of progress without having to be asked about it.
- Keeps supervisor informed of recent activities.
Integrity and Honesty
- Can be counted on to do what they say they are going to do.
- Is someone you can trust.
- Chooses integrity over convenience.
- Upholds ethical standards even when no one is watching.
- Handles sensitive information with discretion and confidentiality.
- Takes responsibility for their actions and admits mistakes openly.
- Maintains honesty and transparency in all communications.
- Keeps their word and does what they say they will do.
Expectations
- Honors the commitments and promises made to customers/clients.
- Holds employees accountable for completing the project successfully.
- Can be counted on to do their role well.
- Sets clear expectations for performance.
- Works to achieve established goals.
- Takes full responsibility for unmet expectations and makes corrective actions immediately.
- Consistently follows through on commitments and promises.
- Ensures that employee objectives are aligned with the organization's objectives.
- Follows through on commitments made.
- Consistently strives to meet high standards of excellence.
On Time
- Regularly completes tasks on time.
- Is prepared and on time for meetings and scheduled events.
- Does not make excuses for missed deadlines.
- Consistently strives to complete work on time or ahead of schedule.
- Accepts personal responsibility for the timeliness of work.
- Holds self and others accountable for meeting the deadline.
- Able to complete required tasks on time and delivered expected results.
- Does not make excuses for being late for work.
- Always starts work on time.
- Shows up for work on time.
Accountable to Others
- Welcomes the responsibility for meeting the broad range of needs of stakeholders and clients.
- Exhibits good governance in their role as an executive.
- Provides clear reasons for underperformance.
- Ensures that employees are compensated fairly and in accordance with established policies.
- Consistently exhibits professionalism in interactions with employees.
- Is responsible for the fair and just implementation of the contract with the union.
- Is responsible for ensuring that employees are treated fairly.
Employee Opinion Survey Items
Accountability skills enable employees to be more productive and contribute greater to the company's bottom line.
Accountability
- My manager holds employees accountable for their actions and results.
- I feel coworkers willingly accept the obligation to complete tasks.
- The supervisor establishes who is responsible for various aspects of the project.
- My coworkers accept accountability for their actions.
- I am someone who is there when you need them.
- I know how to take responsibility for seeing the project through to completion.
Consequences
- In our department, employees are willing to answer for their own actions and performance.
- My supervisor demonstrates a commitment to taking responsibility for actions.
- Everyone in our department accepts the consequences for their actions.
- Employees understand that they must accept personal responsibility for their actions.
- I am fully aware of the consequences for failure to complete this project.
- The supervisor holds employees responsible if expectations are not met.
- The manager expects employees to accept the consequences of their actions.
- My manager holds employees accountable for meeting performance benchmarks.
- I willingly accept the consequences for my actions.
Process and Procedure
- I have a sense of ownership of the process currently being implemented.
- My manager requires employees to submit action plans, timelines or other objectives.
- The supervisor requires employees to submit monthly reports of the work they performed.
- Our organization projects an image of transparency and trustworthiness in the administration of fair and equitable policies.
- The manager develops goals and establishes objective measures of success.
- Our team requires team members to present progress reports or prepare contingency plans.
- Supervisors in our department document performance goals and include an individual development plan.
Accountability in Others
- Our department allows employees to set their own performance goals.
- Division leadership expects employees to account for their actions and performance.
- I recognize the importance of managers encouraging employees to take on greater responsibilities.
- Our team leader defines roles, rights, and responsibilities of the team.
- My manager encourages employees to set challenging but achievable goals.
- My manager generally seeks commitment from employees prior to assigning tasks.
- Our department encourages its employees to take on greater responsibilities.
- The supervisor understands the importance of holding employees accountable for their work.
- The department manager is effective in defining roles, rights, and responsibilities of employees.
Outcomes and Results
- Employees take full responsibility for project outcomes.
- The supervisor requires employees to accept the responsibility for our location's outcomes.
- I feel that my coworkers take personal responsibility for results.
- My manager expects employees to accept accountability for their results.
- In my department, employees take full responsibility for results.
- Employees here exhibit a sense of ownership of outcomes and results.
- I always take responsibility for results.
- Employees in our department accept accountability for results.
In Problem Solving
- My manager accepts responsibility to lead efforts to solving critical problems.
- The team leader commits to leading the initiatives to solving critical issues.
- My supervisor takes charge of addressing and solving problems.
- My manager tackles issues head on and finds solutions.
- Supervisors hold employees accountable for their participation in solving department problems and issues.
- The IT department regularly leads the way when helping the team troubleshoot various issues.
- Takes ownership of problems to find the best solutions.
Performance
- My manager sets clear performance measures.
- My coworkers accept personal responsibility for producing high quality and timely work.
- I take personal responsibility for the quality of my work.
- My manager holds employees accountable through regular performance reviews.
- Team members take their jobs seriously and act like an owner when they make decisions.
- I feel my supervisor justly applies disciplinary measures.
- I feel performance reviews are effective in determining areas for improvement.
- The team leader holds the team accountable to meeting goals.
Errors and Setbacks
- I recognize when a mistake is made and work to correct the issue.
- I take responsibility for errors and actively work to correct them.
- Coworkers take responsibility for errors in the production line.
- My manager takes full responsibility for lack of results achieved.
- The manager requires advanced warning on problems and issues that will affect completion of tasks.
- Our department focuses on continuous learning and colleagues will take ownership of mistakes and learn from them.
- My colleagues will acknowledge errors and takes the steps necessary to rectify them.
- My team members will take full responsibility for team's lack of progress.
- I continue to work diligently on a problem despite setbacks.
- Coworkers will accept personal responsibility for not meeting expectations.
Organization
- I feel everyone works hard to ensure the success of the department.
- Team members work diligently for the success of the team.
- My manager takes responsibility for the team's actions and results.
- The team leaders take responsibility for the direction of their team.
- My director implements and facilitates controls and processes that maintain the integrity of the organization.
- I feel I am personally invested in the success of the organization.
- I feel that coworkers fully embrace the responsibilities that contribute to our departmental success.
Keeps Supervisor Informed
- I feel everyone keeps supervisor informed of recent activities.
- Coworkers will make sure the supervisor is always informed of any important events.
- I always keep the supervisor informed of relevant information.
- I am encouraged to consult with the supervisor before engaging in new procedures that have some risk.
- Coworkers willingly inform the supervisor if progress on the task has been delayed.
- I always keep my supervisor informed of recent events.
- I generally inform the supervisor of progress without having to be asked about it.
- I am comfortable letting the supervisor know of any setbacks to the progress on achieving goals.
Integrity and Honesty
- My manager is someone you can trust.
- People in my department maintain honesty and transparency in all communications.
- I feel that my coworkers, if presented with a tough dilemma, would choose integrity over convenience.
- I feel my coworkers uphold ethical standards even when no one is watching.
- My manager keeps their word and does what they say they will do.
- People I work with take responsibility for their actions and admit mistakes openly.
- I can be counted on to do what I say I will do.
- My coworkers handle sensitive information with discretion and confidentiality.
Expectations
- My coworkers will consistently follow through on commitments and promises.
- Supervisors will hold employees accountable for completing the project successfully.
- The manager sets clear expectations for performance.
- My manager expects employees to take full responsibility for unmet expectations and make corrective actions immediately.
- My manager ensures that employee objectives are aligned with the organization's objectives.
- I consistently strive to meet high standards of excellence.
- Colleagues can be counted on to do their role well.
- I work to achieve established goals.
- My manager follows through on commitments made.
- Our department honors the commitments and promises made to customers/clients.
On Time
- My coworkers regularly complete tasks on time.
- Employees in our department holds themselves and others accountable for meeting the deadlines.
- I am able to complete required tasks on time and delivered expected results.
- I accept personal responsibility for the timeliness of work.
- I do not make excuses for being late for work.
- I always show up for work on time.
- Coworkers will consistently strive to complete work on time or ahead of schedule.
- I always start work on time.
- Colleagues are prepared and on time for meetings and scheduled events.
- My coworkers do not make excuses for missed deadlines.
Accountable to Others
- Supervisors in our department are responsible for the fair and just implementation of the contract with the union.
- The manager is responsible for ensuring that employees are treated fairly.
- I feel our department welcomes the responsibility for meeting the broad range of needs of stakeholders and clients.
- My manager ensures that employees are compensated fairly and in accordance with established policies.
- Senior leadership exhibits good governance in their role as an executive.
- I consistently exhibit professionalism in interactions with other employees.
Self-Assessment Items
Accountability
- You establish who is responsible for various aspects of the project.
- You accept accountability for your work.
- You take responsibility for seeing the project through to completion.
- You willingly accept the obligation to complete the task.
- You accept accountability for your actions and results.
- You are someone who is there when others are in need.
- You accept accountability for your actions.
Consequences
- You expect employees to accept the consequences of their actions.
- I demonstrate a commitment to taking responsibility for actions.
- I accept the consequences for my actions.
- You hold employees responsible if expectations are not met.
- I accept personal responsibility for my actions.
- I am aware of the consequences for failure to complete the project.
- I am willing to answer for my own actions and performance.
- You hold employees accountable for meeting performance benchmarks.
- I willingly accept the consequences for my actions.
Process and Procedure
- You develop goals and establish objective measures of success.
- I exhibit a sense of ownership of the process.
- I require employees to submit monthly reports of the work they performed.
- I project an image of transparency and trustworthiness in the administration of fair and equitable policies.
- I document performance goals through an individual development plan.
- You create a consistent process for prioritizing work.
- You require employees to submit action plans, timelines or other objectives.
- You require team members to present progress reports or prepare contingency plans.
Accountability in Others
- You define roles, rights, and responsibilities of employees.
- You define roles, rights, and responsibilities of the team.
- I expect employees to account for their actions and performance.
- You encourage employees to take on greater responsibilities.
- You understand the importance of holding employees accountable for their work.
- You seek commitment from employees prior to assigning tasks.
- You encourage colleagues/business partners to take on greater responsibilities.
- You encourage employees to set challenging but achievable goals.
- You allow employees to set your own performance goals.
Outcomes and Results
- You take responsibility for results.
- I exhibit a sense of ownership of outcomes and results.
- You take full responsibility for project outcomes.
- I take full responsibility for results.
- You accept responsibility for outcomes.
- You accept accountability for your results.
- You accept accountability for results.
- You take personal responsibility for results.
In Problem Solving
- You tackle issues head on and finds solutions.
- I regularly lead the way when helping the team troubleshoot various issues.
- You accept responsibility for leading efforts to solve critical problems.
- I will commit to leading the initiatives to solving critical issues.
- You take ownership of problems to find the best solutions.
- You take charge of addressing and solving problems.
- You hold employees accountable for their participation in solving department problems and issues.
Performance
- You act like an owner when they make decisions.
- You hold team accountable to meeting goals.
- I accept personal responsibility for producing high quality and timely work.
- You hold employees accountable through regular performance reviews.
- I review performance to determine areas for improvement.
- I set clear performance measures.
- I take personal responsibility for the quality of my work.
- You justly apply disciplinary measures.
Errors and Setbacks
- You take ownership of mistakes and learn from them.
- You accept personal responsibility for not meeting expectations.
- I take responsibility for errors and actively work to correct them.
- I acknowledge errors and take the steps necessary to rectify them.
- You continue to work diligently on a problem despite setbacks.
- I take full responsibility for lack of results achieved.
- I recognize when a mistake is made and work to correct the issue.
- I take responsibility for errors in the production line.
- You take full responsibility for team's lack of progress.
- You require employees provide you with advanced warning on problems and issues that they know will affect completion of tasks.
Organization
- You fully embrace the responsibilities that contribute to our departmental success.
- You work hard to ensure the success of the department.
- You are personally invested in the success of the organization.
- I work diligently for the success of the team.
- You take responsibility for the direction of the team.
- You take responsibility for the team's actions and results.
- You implement and facilitate controls and processes that maintain the integrity of the organization.
- You are aware of problems or issues that may affect the organization.
- You remain knowledgeable of Company performance.
Keeps Supervisor Informed
- You keep you supervisor informed of recent events.
- You consult with the supervisor before engaging in new procedures that have some risk.
- You make sure the supervisor is always informed of any important events.
- I always keep the supervisor informed of relevant information.
- You let supervisor know of any setbacks to the progress on achieving goals.
- I inform my supervisor if progress on the task is delayed.
- You inform supervisor of progress without having to be asked about it.
- You keep you supervisor informed of recent activities.
Integrity and Honesty
- You are someone who is trustworthy.
- You can be counted on to do what you say you are going to do.
- I choose integrity over convenience.
- I uphold ethical standards even when no one is watching.
- I maintain honesty and transparency in all communications.
- You handle sensitive information with discretion and confidentiality.
- You take responsibility for your actions and admit mistakes openly.
- You keep your word and do what you say you will do.
Expectations
- You can be counted on to do your role well.
- I consistently strive to meet high standards of excellence.
- I honor the commitments and promises made to customers/clients.
- You follow through on commitments made.
- I set clear expectations for performance.
- You work to achieve established goals.
- I take full responsibility for unmet expectations and make corrective actions immediately.
- I ensure that employee objectives are aligned with the organization's objectives.
- You consistently follow through on commitments and promises.
- I hold employees accountable for completing the project successfully.
On Time
- I regularly complete tasks on time.
- You do not make excuses for being late for work.
- You always start work on time.
- You are able to complete required tasks on time and delivered expected results.
- I am prepared and on time for meetings and scheduled events.
- You hold yourself and others accountable for meeting the deadline.
- You accept personal responsibility for the timeliness of work.
- You show up for work on time.
- You consistently strive to complete work on time or ahead of schedule.
- You do not make excuses for missed deadlines.
Accountable to Others
- You welcome the responsibility for meeting the broad range of needs of stakeholders and clients.
- I ensure that employees are compensated fairly and in accordance with established policies.
- You exhibit good governance in your role as an executive.
- You consistently exhibit professionalism in interactions with employees.
- I provide clear reasons for underperformance.
- You are responsible for the fair and just implementation of the contract with the union.
- I am responsible for ensuring that employees are treated fairly.
Job Interview Questions
Accountability
- Are you someone who is there when others may need your help? Give examples.
- Describe how you accepted accountability for your actions.
- How would you encourage other employees to accept accountability for their results?
- How do you accepts accountability for your work?
- Give an example of when you took responsibility for seeing the project through to completion.
- Have you had to delegate responsibility for certain parts of a project to your employees? Describe.
- Do you accept accountability for these results? Explain.
Consequences
- The success of this project is critical. Are you aware of the consequences for failure to complete this project?
- Actions have consequences. Do you expect employees to accept the consequences of their actions?
- Every action has its outcomes. Do you believe employees should take responsibility for the results of their actions?
- Give an example of when you had to accept the consequences of your actions.
- How would you demonstrate a commitment to taking responsibility for actions?
Process and Procedure
- Do you require team members to present progress reports or prepare contingency plans?
- Have you documented performance goals through an individual development plan?
- Have you required team members to present progress reports?
- How do you develop goals and establish objective measures of success?
- Describe how you would develop goals and establish objective measures of success?
- Do you require employees to submit action plans, timelines or other objectives?
Accountability in Others
- How would you encourage employees to set challenging but achievable goals?
- Assuming additional responsibilities fosters personal growth. How do you motivate your employees to embrace more duties?
- How do you define roles, rights, and responsibilities of your employees?
- What can be done to encourage employees to take on greater responsibilities?
- Describe how you encourage colleagues/business partners to take on greater responsibilities.
- Do you define roles, rights, and responsibilities of your employees?
- Taking on more responsibilities helps a person to grow. How do you encourage your employees to take on more responsibilities?
- Owning a task helps an employee to feel more empowered. How do you seek commitment from employees prior to assigning tasks?
- Describe how you would define roles, rights, and responsibilities of the team.
Outcomes and Results
- Explain how you accepted responsibility for outcomes.
- Give an example of how you took personal responsibility for the quality of your work. Explain what happened?
- Give an example of how you took personal responsibility for results.
- How do you take responsibility for results?
In Problem Solving
- When have you accepted responsibility for leading efforts to solve critical problems?
- Can you describe a time when you took charge of resolving significant issues?
- How do you tackle issues head on and finds solutions?
- Someone needs to take charge when solving a problem as a team. Describe an instance in which you were committed to leading the initiatives to solving critical issues.
- Owning a problem means that you will focus all or most of your efforts to its solution. Give an example of when you took ownership of a problem.
- Taking the lead is essential when addressing team challenges. Can you describe a time when you spearheaded efforts to resolve critical issues?
Performance
- Do you allow employees to set their own performance goals?
- Describe how you would set clear performance measures.
- Explain how you would hold team members accountable to meeting goals.
- How would you justly apply disciplinary measures?
- Describe how you would accept personal responsibility for producing high quality and timely work.
Errors and Setbacks
- Describe how you would take responsibility for errors and actively work to correct them.
- Learning from mistakes is important to avoid repeating them.
Give an example of when you took ownership of mistakes and learned from them.
- What there a time when you had to take full responsibility for lack of results achieved.
- How do you notify employees that they need to give advanced warning on problems and issues that will affect completion of tasks?
- Describe a time when you continued to work diligently on a problem despite setbacks.
- Explain how you would take ownership of mistakes and learn from them.
Organization
- We all share the responsibility of supporting our organization. Do you know of any challenges or issues that might impact us?
- Are you aware of any problems or issues that affect the organization?
- Every team member plays a crucial role in advancing our mission. Can you share how you are personally committed to our organization's success?
- Effective leadership is crucial for guiding a team. How would you ensure the team stays on the right path?
- How would you implement and facilitate controls and processes to maintain the integrity of the organization?
- How knowledgeable are you of the Company's performance?
Keeps Supervisor Informed
- How do you keep your supervisor informed of recent events?
- Do you inform your supervisor of progress without having to be asked about it?
- Do you keep your supervisor informed of recent activities?
Integrity and Honesty
- Have you ever had to admit that you made a mistake? If so, can you describe the situation?
- Give an example of how you keep your word and do what you say you will do.
- Upholding ethical standards even when no one is watching is important. Describe a situation in which you were faced with a dilemma and chose to take the more ethical path.
- Can you be counted on to do what you say you are going to do?