Bias for Action - 360 Degree Feedback Survey Sample #1

Instructions:

The 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.

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 and . 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
Motivates others to achieve or exceed goals
Encourages risk taking and experimentation to improve performance
Conveys a sense of urgency about addressing problems and opportunities
Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
Seeks and utilizes opportunities for continuous learning and self-development.
If 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
Builds on their strengths while addressing their weaknesses.
Sets relevant learning objectives and goals.
Shares best practices with others and learns from others.
Pursues self-improvement through continual learning.
Grasps new ideas, concepts, technical, or business knowledge.
If 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
Effectively leads others.
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.
Highly effective supervisor.
Takes ownership and accountability for results
Acts decisively in implementing decisions.
If 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
Is flexible and open minded in dealing with others.
Develops insights and applies innovative solutions to projects and problems.
Able to work effectively with new people and new teams.
Recognizes and implements changes to enhance efficiency and effectiveness.
Learns from personal experiences and/or mistakes.
If 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
Recognizes and values good performance.
Sets specific and measurable goals for others and follows through to completion.
Prioritizes the work of others.
Measures performance against goals and objectives.
Addresses grievances sooner rather than later.
If 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
Has strong technical/computer skills.
Implements and uses performance measures.
Takes responsibility for decisions.
Strong organizational skills to keep the workspace and department in order
Accurately implements contract provisions.
If 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
Maintains self-confidence and a positive mental attitude while facing challenging peaks and valleys of activities.
Bounces back from daily crisis, disappointments and frustrations.
Can multi-task while performing all of their other responsibilities and activities.
Observes, analyzes, and responds to merchandise needs while serving customers and accomplishing operational tasks.
Recognizes and responds to product placement and signing needs while staying alert to customers' needs, store activities and training associates.
If 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
Uses tact, compassion, and sensitivity in interactions with others.
Adapts management style to meet the needs of the individual or situation.
Is open and approachable
Demonstrates willingness to work with others.
Applies appropriate communication techniques to the situation.
If 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
Adapts coaching and mentoring approach to meet the style or needs of individuals
Gives others development opportunities through project assignments and increased job responsibilities
Provides ongoing feedback to co-workers on their development progress
Sets and clearly communicates expectations, performance goals, and measurements to others
If 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
Develops a sense of trust in subordinates so they can freely interact and share information with others.
Creates value within the Company by building networks.
Seeks to reduce institutional roadblocks to information sharing.
Supports and encourages relationships that are created by diverse team members.
Collaborates with others to accomplish goals and objectives.
If 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
Makes people around them feel appreciated and valued.
Is sincerely interested in the suggestions of co-workers
Recognizes the abilities and skills of self and others
Readily shares credit and gives others opportunity for visibility.
Recognizes team members who offer a significant contribution to a project.
If were to make improvements in Recognition, what are your suggestions for how he/she can improve this?

55. What are 's greatest strengths demonstrated this year?
    
    
    
56. What are 's areas for development?
    
    
    
57. Please give any final comments or suggestions for 's assessment.