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. Encourages risk taking and experimentation to improve performance
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Conveys a sense of urgency about addressing problems and opportunities
  1. Completes work on time
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
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. Pursues learning that will enhance job performance.
  1. Shares best practices with others and learns from others.
  1. Takes charge of their training and skills enhancement.
  1. Sets relevant learning objectives and goals.
  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. Able to align manpower, design work, an allocate tasks to achieve goals.
  1. Coaches others and prepares them for current and future business demands.
  1. Provides accurate, timely, and (where appropriate) positive feedback.
  1. Highly effective supervisor.
  1. Fosters an environment that values initiative and creativity.
  1. Able to influence others.
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. Performs a wide range of tasks, responds to changes in direction and priorities and accepts new challenges, responsibilities, and assignments.
  1. Easily accepts new responsibilities.
  1. Learns from personal experiences and/or mistakes.
  1. Handles changes easily.
  1. Flexible and open to new ideas and encourages others to recognize the value of change.
  1. Able to respond to incidents without stopping the workflow.
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. Routinely holds audits of performance on a weekly or monthly basis.
  1. Awards new assignments to those who are most capable.
  1. Determines the operational standards needed for performance of the job.
  1. Ensures that team goals are met 85 percent of the time.
  1. Uses pre-established key benchmarks to measure performance.
  1. Ensures team members receive rewards for positive performance accomplishments.
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. Has strong technical/computer skills.
  1. Takes responsibility for decisions.
  1. Able to develop, justify and present a budget.
  1. Enthusiastic about taking on challenging projects.
  1. Completes reports on-time.
  1. Accurately implements contract provisions.
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. Attends to project timelines for completion of various stages/phases of the project.
  1. Recognizes and responds to product placement and signing needs while staying alert to customers' needs, store activities and training associates.
  1. Avoids procrastinating or delaying.
  1. Informs supervisor of the various tasks being worked on.
  1. Prioritizes tasks for efficiency.
  1. Can multitask while performing all of their other responsibilities and activities.
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. Holds team members accountable to commitments made.
  1. Appreciates the work of direct reports and subordinates.
  1. Applies appropriate communication techniques to the situation.
  1. Demonstrates good communication with colleagues and customers.
  1. Respectful of the opinions and ideas of others.
  1. Offers constructive criticism to have a positive impact on performance.
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. Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Monitors and assesses the performance levels of individuals and team, measuring them against targets
  1. Provides ongoing feedback to co-workers on their development progress
  1. Provides access to development resources for co-workers
  1. Works to identify root causes of performance problems
  1. Gives others development opportunities through project assignments and increased job responsibilities
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. Invests in other companies to form equity partnerships.
  1. Engages in collaborative problem-solving to address shared challenges.
  1. Develops key business contacts at other companies.
  1. Hosts forums, colloquiums, and seminars to share information and ideas.
  1. Reinforces the contacts with other organizations.
  1. Develops partnerships with other colleagues in the industry.
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. Says "thank you" to show appreciation for work of others.
  1. Makes people around them feel appreciated and valued.
  1. Recognizes individuals for a specific outstanding achievement.
  1. Recognizes the abilities and skills of self and others
  1. Offers recognition in a timely manner.
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.