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 a large volume of work.
  1. Seeks and utilizes opportunities for continuous learning and self-development.
  1. Conveys a sense of urgency about addressing problems and opportunities
  1. Completes work on time
  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.
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. Shares best practices with others and learns from others.
  1. Expands their educational and future learning opportunities.
  1. Initiates own actions for additional training and education.
  1. Views setbacks as opportunities to learn from.
  1. Is introspective and aware of own learning needs.
  1. Builds on their strengths while addressing their weaknesses.
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 specific, measurable, and challenging goals.
  1. Coaches others and prepares them for current and future business demands.
  1. Focuses others on the necessary tasks that need completion.
  1. Gives direct, constructive, and actionable feedback.
  1. Demonstrates leadership and courage in critical situations.
  1. Acts decisively in implementing decisions.
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. Able to adjust to changing environments.
  1. Easily accepts new responsibilities.
  1. Adjusts strategy when new information is presented.
  1. Able to quickly learn new ways of performing their job.
  1. Able to step in and help co-workers when needed.
  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. Makes sure the team's goals are met.
  1. Provides employees with necessary resources to accomplish their goals.
  1. Acknowledges employee contributions that support the bottom line.
  1. Reviews job performance shortly after completion of tasks.
  1. Ensures employees understand the goals of the organization/department.
  1. Sets specific and measurable goals for others and follows through to completion.
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. Enthusiastic about taking on challenging projects.
  1. High attention to detail.
  1. Takes responsibility for decisions.
  1. Implements and uses performance measures.
  1. Strong organizational skills to keep the workspace and department in order
  1. Able to develop, justify and present a budget.
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. Keeps track of multiple assignments and deadlines.
  1. Begins tasks as soon as possible.
  1. Bounces back from daily crisis, disappointments and frustrations.
  1. Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables.
  1. Avoids bottlenecks in progress by assigning multiple individuals to critical tasks.
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. Uses tact, compassion, and sensitivity in interactions with others.
  1. Strives for win/win solutions
  1. Is trusted by peers and co-workers; others are willing to confide in him/her
  1. Is open and approachable
  1. Establishes good rapport with employees and customers.
  1. Willing to communicate in person instead of through a mobile device.
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. Takes immediate action on poor performance
  1. Provides access to development resources for co-workers
  1. Provides ongoing feedback to co-workers on their development progress
  1. Sets and clearly communicates expectations, performance goals, and measurements to others
  1. Gives others development opportunities through project assignments and increased job responsibilities
  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. Capitalizes on partnerships and networks to enhance the Company's bottom line.
  1. Seeks an understanding of diverse functions within the Company.
  1. Creates the conditions for partnerships to grow and develop.
  1. Partners with peers to obtain influence within the Company.
  1. Creates value within the Company by building networks.
  1. Forges mutually beneficial relationships between individuals with diverse backgrounds.
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. Is sincerely interested in the suggestions of co-workers
  1. Readily shares credit and gives others opportunity for visibility.
  1. Recognizes individuals for a specific outstanding achievement.
  1. Recognizes the abilities and skills of self and others
  1. Makes people around them feel appreciated and valued.
  1. Recognizes team members who offer a significant contribution to a project.
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.