Business Acumen- 360 Degree Feedback Survey Sample #3





Competencies Included:
Business Acumen, Management, Managing Performance, Achievement, Commitment To Result, Technical, Interpersonal Skills, Coaching
Surveys Measuring Business Acumen:
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

You have been asked to evaluate yourself as part of a 360-degree feedback process. Other employees, including your manager(s), peers, and direct reports will also evaluate you. In this manner, you will be provided with a comprehensive, multi-perspective (i.e., 360-degree) view of your performance as a manager. The objective is to provide you with feedback so as to allow you to improve your performance, resulting in improved team performance, and organizational effectiveness.

If you are not able to respond to an item, leave it blank and go on to the next item.

Sample Result Document:
Sample Results
We encourage everyone to complete the survey. Please be honest, constructive and thoughtful in your input. The survey is designed to help us understand more about your thoughts and needs to make this a great company.

Please ensure that your submission is made between . The survey will only be available during these dates.






Business Acumen

Does Not
Exhibit this
Competency
Seldom
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Competency
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  1. Considers impact of actions on other areas of the organization.
  1. Gathers essential customer data to align our products with their expectations.
  1. Keeps informed of current income and expenses.
  1. Understands cash flow procedures and statements.
  1. Understands consumer behaviors and how they may change in the future.
Please feel free to provide any comments to help explain your answers?

Management

Does Not
Exhibit this
Competency
Seldom
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Competency
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Competency
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  1. Is ready to offer help
  1. Delegate tasks effectively
  1. Keep staff informed about what is happening in the company
  1. Takes responsibility for things that go wrong
  1. Makes you feel enthusiastic about your work
Please feel free to provide any comments to help explain your answers?

Managing Performance

Does Not
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Competency
Seldom
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  1. Ensures Job Descriptions are up to date and accurate.
  1. Records production quotas on a daily basis.
  1. Monitors progress to ensure performance goals are being met.
  1. Acknowledges employee contributions that support the bottom line.
  1. Places employees on probation if they fail to meet minimum performance standards.
Please feel free to provide any comments to help explain your answers?

Achievement

Does Not
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Competency
Seldom
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Competency
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Competency
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  1. Eliminates bureaucratic barriers to streamline processes.
  1. Is flexible in adjusting priorities to meet the demands of changing situations.
  1. Successfully completed the orientation training program.
  1. Met required benchmarks for the position.
  1. Successfully launched the ABC project.
Please feel free to provide any comments to help explain your answers?

Commitment To Result

Does Not
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Competency
Seldom
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Competency
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  1. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service.
  1. Willing to do whatever it takes-not afraid to have to put in extra effort.
  1. Committed to the team.
  1. Coordinates all department activities into a cohesive team effort.
  1. Encourages commitment in others to obtain results.
Please feel free to provide any comments to help explain your answers?

Technical

Does Not
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Competency
Seldom
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Competency
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  1. Willingly shares information and expertise; sought out as resource by others
  1. Seeks information from others as needed.
  1. Is knowledgeable of procedures or systems necessary for the job.
  1. Willingly shares his/her technical expertise; sought out as resource by others
  1. Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice.
Please feel free to provide any comments to help explain your answers?

Interpersonal Skills

Does Not
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Competency
Seldom
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  1. Honesty and integrity are core tenets of interpersonal relationships.
  1. Communicates initiatives in a clear and actionable manner to employees.
  1. Values the opinions of others.
  1. Is willing to lend a hand to those in the department who need help.
  1. Offers constructive criticism to have a positive impact on performance.
Please feel free to provide any comments to help explain your answers?

Coaching

Does Not
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Competency
Seldom
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  1. Coaches employees in how to strengthen knowledge and skills to improve work performance.
  1. Develops the skills and capabilities of others.
  1. Meets regularly with employees to coach them on areas that will enhance their performance
  1. Addresses employee behavior problems effectively.
  1. Helps employees to maintain high personal standards.
Please feel free to provide any comments to help explain your answers?

  1. Overall, please rate the effectiveness of [Participant Name].






  2. Strengths


  3. Areas for Development


  4. Please give any final comments or suggestions for [Participant Name Here]'s assessment.