Attitude - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Attitude:
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; floating anchors)
Survey 14 (4-point scale; N/A)
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.

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


Attitude

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Contributes to a positive and fun work environment.
  1. Contributes to a positive work environment.
  1. Shows by their actions that they trust in the positive intentions of others.
  1. Exhibits a professional and gracious demeanor.
  1. Visibly supports and encourages diversity in style and background.
  1. Pleasant and gracious to work with.
If [Participant Name] were to make improvements in Attitude, what are your suggestions for how he/she can improve this?

Communication Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Tailors writing to the intended audience.
  1. Able to communicate ideas effectively and succinctly to both individuals and groups, in any setting.
  1. Able to deliver presentations.
  1. Writes in a clear and concise manner, using appropriate grammar, style, and language for the reader.
  1. Shares important information with others.
  1. Delivers influential training.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Seeks and utilizes opportunities for continuous learning and self-development.
  1. Completes work on time
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Conveys a sense of urgency about addressing problems and opportunities
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
  1. Motivates others to achieve or exceed goals
If [Participant Name] were to make improvements in Bias for Action, what are your suggestions for how he/she can improve this?

Establishing Focus/Direction

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Stays focused even when under pressure and stress.
  1. Excellent at managing time.
  1. Maintains self-control when personally criticized.
  1. Sets appropriate goals for employees.
  1. Makes sure that employees understand how their work relates to organizational goals.
  1. Aligns the department's goals with the goals of the organization.
If [Participant Name] were to make improvements in Establishing Focus/Direction, what are your suggestions for how he/she can improve this?

Persuasion and Influence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Communicates effectively with others.
  1. Has excellent influencing/negotiating skills.
  1. Ensures stakeholders are involved in the decision making process.
  1. Develops a good rapport with others.
  1. Able to express own goals and needs.
  1. Understanding what others need.
If [Participant Name] were to make improvements in Persuasion and Influence, what are your suggestions for how he/she can improve this?

Analytical

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Prioritizes various actions to be taken when solving a problem.
  1. Selects the appropriate techniques for analysis.
  1. Gathers information from a variety of sources.
  1. Can effectively interpret and analyze data.
  1. Identifies problems and issues needing resolution.
  1. Able to project future data points based on historical data.
If [Participant Name] were to make improvements in Analytical, what are your suggestions for how he/she can improve this?

Excellence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Produces high quality work.
  1. Demonstrates the functional or technical skills necessary to do their job.
  1. Can be counted on to add value wherever they are involved.
  1. Takes a lot of pride in their work.
  1. Keeps themselves and others focused on constant improvement.
  1. Demonstrates the analytical skills to do their job.
If [Participant Name] were to make improvements in Excellence, what are your suggestions for how he/she can improve this?

Responsible

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Behavior is ethical and honest.
  1. Sets a good example
  1. Is a person you can trust.
  1. Responsible for setting the vision of the department.
  1. Holds herself / himself accountable to goals / objectives
  1. Sets high personal standards of performance.
If [Participant Name] were to make improvements in Responsible, 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.