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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)
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.

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
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Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  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. Completes work on time
  1. Motivates others to achieve or exceed goals
  1. Displays high energy and enthusiasm on consistent basis.
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. Views setbacks as opportunities to learn from.
  1. Pursues learning that will enhance job performance.
  1. Continues to ask questions about process and systems to further improve own knowledge.
  1. Expands their educational and future learning opportunities.
  1. Improves on their skill sets.
  1. Is introspective and aware of own learning needs.
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 a high level of performance expectations and challenges others to do the same.
  1. Coaches others and prepares them for current and future business demands.
  1. Inspires, encourages, and guides others toward the vision, mission, and goals.
  1. Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.
  1. Is a leader within the department.
  1. Provides accurate, timely, and (where appropriate) positive feedback.
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. Adjusts tactics when things are not working as expected.
  1. Embraces change and fosters an open-minded environment.
  1. Flexible and adaptable when confronted with unexpected changes.
  1. Is open to change and adjusts plans when needed.
  1. Able to quickly learn new ways of performing their job.
  1. Adjusts tactics and strategies.
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. Assigns additional responsibilities to facilitate internal employee promotions.
  1. Ensures employees understand their performance expectations.
  1. Addresses poor performance sooner rather than later.
  1. Uses weekly staff meetings to assess performance of key responsibilities.
  1. Provides employees with training as needed to increase their performance.
  1. Ensures team members understand the department goals.
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. Strong organizational skills to keep the workspace and department in order
  1. Accurately implements contract provisions.
  1. Implements and uses performance measures.
  1. Able to develop, justify and present a budget.
  1. Has strong technical/computer skills.
  1. High attention to detail.
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. Able to complete several tasks at the same time.
  1. Delegates tasks to others when needed.
  1. Effectively manages time to stay on schedule.
  1. Avoids bottlenecks in progress by assigning multiple individuals to critical tasks.
  1. Ensures that assignments are prioritized according to the needs of the department/company.
  1. Monitors progress frequently to maintain on schedule.
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. Attends to both the content and the context of what was being said.
  1. Demonstrates good communication with colleagues and customers.
  1. Is honest about making mistakes and willing to fix them.
  1. Is a committed and reliable partner.
  1. Considers the other individual's point of view.
  1. Gives honest opinions when asked.
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. Gives others development opportunities through project assignments and increased job responsibilities
  1. Provides access to development resources for co-workers
  1. Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Provides ongoing feedback to co-workers on their development progress
  1. Takes immediate action on poor performance
  1. Works to identify root causes of performance problems
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. Shares and develops cutting-edge ideas with a network of colleagues, fostering a culture of innovation and continuous improvement.
  1. Reinforces the contacts with other organizations.
  1. Involves others in communications about any changing process.
  1. Guarantees equitable and fair treatment for all network participants.
  1. Attends industry conferences and seminars to meet new contacts and learn from industry leaders.
  1. Supports a partnering/networking culture.
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. Recognizes the abilities and skills of self and others
  1. Recognizes individuals for a specific outstanding achievement.
  1. Is sincerely interested in the suggestions of co-workers
  1. Lets employees know when they have done well
  1. Recognizes team members who offer a significant contribution to a project.
  1. Finds opportunities to recognize others.
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.