hr-survey.com

Bias for Action - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Bias for Action:
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:
Bias for Action, Continual Learning, Leadership, Adaptability, Managing Performance, Administrative Skill, Juggling Multiple Responsibilities, Interpersonal Skills, Co-worker Development, Partnering/Networking, Recognition
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


Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Completes work on time
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Encourages risk taking and experimentation to improve performance
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Completes a large volume of work.
If [Participant Name] were to make improvements in Bias for Action, what are your suggestions for how he/she can improve this?

Continual Learning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is open to new ideas and concepts.
  1. Is curious about learning new things.
  1. Initiates own actions for additional training and education.
  1. Improves on their skill sets.
  1. Shares best practices with others and learns from others.
  1. Pursues learning that will enhance job performance.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets clear goals and objectives for subordinates.
  1. Holds team members accountable to commitments made
  1. Is accessible and approachable to associates.
  1. Able to align manpower, design work, an allocate tasks to achieve goals.
  1. Focuses others on the necessary tasks that need completion.
  1. Coaches others and prepares them for current and future business demands.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?

Adaptability

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is proactive and takes steps to prepare for changes in the workplace.
  1. Recognizes and implements changes to enhance efficiency and effectiveness.
  1. Flexible and open to new ideas and encourages others to value change.
  1. Able to adapt to changes in technology and processes.
  1. Works effectively in dynamic and changing work environments.
  1. Adjusts priorities to changing business goals.
If [Participant Name] were to make improvements in Adaptability, what are your suggestions for how he/she can improve this?

Managing Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Ensures employees understand the goals of the organization/department.
  1. Makes sure the team's goals are met.
  1. Finds the most efficient way of doing things.
  1. Sets long and short term goals.
  1. Routinely holds audits of performance on a weekly or monthly basis.
  1. Establishes measures of performance.
If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?

Administrative Skill

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to develop, justify and present a budget.
  1. Enthusiastic about taking on challenging projects.
  1. Strong organizational skills to keep the workspace and department in order
  1. Accurately implements contract provisions.
  1. High attention to detail.
  1. Has strong technical/computer skills.
If [Participant Name] were to make improvements in Administrative Skill, what are your suggestions for how he/she can improve this?

Juggling Multiple Responsibilities

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Recognizes and responds to product placement and signing needs while staying alert to customers' needs, store activities and training associates.
  1. Prioritizes tasks for efficiency.
  1. Spends the most time and effort on critical tasks first.
  1. Assesses current capabilities before committing to new requests from customers.
  1. Can multitask while performing all of their other responsibilities and activities.
  1. Uses software scheduler to keep track of projects.
If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, what are your suggestions for how he/she can improve this?

Interpersonal Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Successfully resolves conflicts and grievances to a win-win solution.
  1. Adapts management style to meet the needs of the individual or situation.
  1. Displays positive interactions.
  1. Is open to input on alternative ways to accomplish objectives
  1. Influences others on his/her team to reach goals, improve performance, and try new things
  1. Gives honest feedback and suggestions for improvement.
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can improve this?

Co-worker Development

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Provides access to development resources for co-workers
  1. Sets and clearly communicates expectations, performance goals, and measurements to others
  1. Provides ongoing feedback to co-workers on their development progress
  1. Monitors and assesses the performance levels of individuals and team, measuring them against targets
  1. Works to identify root causes of performance problems
  1. Adapts coaching and mentoring approach to meet the style or needs of individuals
If [Participant Name] were to make improvements in Co-worker Development, what are your suggestions for how he/she can improve this?

Partnering/Networking

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Forges mutually beneficial relationships between individuals with diverse backgrounds.
  1. Promotes the understanding of how the department affects the organization overall.
  1. Develops a sense of trust in subordinates so they can freely interact and share information with others.
  1. Creates value within the Company by building networks.
  1. Maintains infrastructure to support partnerships and networks.
  1. Supports and encourages relationships that are created by diverse team members.
If [Participant Name] were to make improvements in Partnering/Networking, what are your suggestions for how he/she can improve this?

Recognition

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Reinforces and rewards employees for accomplishing necessary goals.
  1. Readily shares credit and gives others opportunity for visibility.
  1. Says "thank you" to show appreciation for work of others.
  1. Recognizes the abilities and skills of self and others
  1. Is sincerely interested in the suggestions of co-workers
  1. Makes people around them feel appreciated and valued.
If [Participant Name] were to make improvements in Recognition, 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.