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. Motivates others to achieve or exceed goals
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
  1. Completes work on time
  1. Completes a large volume of work.
  1. Encourages risk taking and experimentation to improve performance
  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. Shares best practices with others and learns from others.
  1. Is introspective and aware of own learning needs.
  1. Participates in regular training offered.
  1. Pursues self-improvement through continual learning.
  1. Improves on their skill sets.
  1. Pursues professional development opportunities when they arise.
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. Guides decision-making by coaching, counseling and rewarding.
  1. Is a highly effective supervisor.
  1. Is a leader within the department.
  1. Actively listens for feedback from subordinates.
  1. Communicates calmly and honestly even when stressed.
  1. Empowers others to succeed within their jobs.
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. Handles unexpected events without a loss of productivity.
  1. Works effectively in dynamic and changing work environments.
  1. Learns from personal experiences and/or mistakes.
  1. Handles changes easily.
  1. Continually trying to improve skills to remain current.
  1. Responds quickly to new information.
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. Establishes indicators to measure levels of performance.
  1. Acknowledges employee contributions that support the bottom line.
  1. Sets performance expectations that are clear, specific and concise.
  1. Is proactive in administering the rewards program.
  1. Determines the operational standards needed for performance of the job.
  1. Is consistent in disciplinary/corrective actions.
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. Accurately implements contract provisions.
  1. Completes reports on-time.
  1. Enthusiastic about taking on challenging projects.
  1. Implements and uses performance measures.
  1. Takes responsibility for decisions.
  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. Ranks the importance of tasks to make sure critical tasks are completed first.
  1. Bounces back from daily crisis, disappointments and frustrations.
  1. Can multitask while performing all of their other responsibilities and activities.
  1. Keeps track of multiple assignments and deadlines.
  1. Effectively manages time to stay on schedule.
  1. Switches attention to more urgent tasks when necessary.
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. Comes across as credible, knowledgeable and sincere
  1. Promotes acceptance of diverse viewpoints from team members.
  1. Builds a strong rapport with co-workers.
  1. Pays close attention to what is being communicated verbally and nonverbally.
  1. Works cooperatively with others in the department.
  1. Creates diverse teams of individuals with different backgrounds, skills, and abilities.
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. Gives others development opportunities through project assignments and increased job responsibilities
  1. Sets and clearly communicates expectations, performance goals, and measurements to others
  1. Takes immediate action on poor performance
  1. Monitors and assesses the performance levels of individuals and team, measuring them against targets
  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. Supports communication and collaboration with other leaders in the industry.
  1. Aims to foster and sustain relationships rooted in trust and commitment.
  1. Understands the potential implications of the partnership.
  1. Maintains a network of partners and suppliers to facilitate global operations.
  1. Reinforces the contacts with other organizations.
  1. Utilizes partners' key strengths to create mutual advantages.
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. Makes people around them feel appreciated and valued.
  1. Lets employees know when they have done well
  1. Readily shares credit and gives others opportunity for visibility.
  1. Says "thank you" to show appreciation for work of others.
  1. Compliments other people when they do good work
  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.