Change Management - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Change Management:
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:
Change Management, Excellence, Bias for Action, Establishing Focus/Direction, Persuasion and Influence, Administrative Skill, Customer Focus, Recognition, Organizational Fluency, Fiscal Management
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


Change Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Facilitates change with minimal resistance.
  1. Effective in implementing new organizational vision and values.
  1. Is an inspiration for others to accept the recent changes.
  1. Works cooperatively with others to implement changes.
  1. Adopts changes to set and example for others to follow.
If [Participant Name] were to make improvements in Change Management, what are your suggestions for how he/she can improve this?

Excellence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Takes a lot of pride in their work.
  1. Demonstrates the analytical skills to do their job.
  1. Keeps themselves and others focused on constant improvement.
  1. Is planful and organized.
  1. Produces high quality work.
If [Participant Name] were to make improvements in Excellence, what are your suggestions for how he/she can improve this?

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Conveys a sense of urgency about addressing problems and opportunities
  1. Completes work on time
  1. Displays high energy and enthusiasm on consistent basis.
  1. Seeks and utilizes opportunities for continuous learning and self-development.
  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?

Establishing Focus/Direction

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Maintains self-control when personally criticized.
  1. Excellent at managing time.
  1. Makes sure that employees understand how their work relates to organizational goals.
  1. Stays focused even when under pressure and stress.
  1. Helps guide employees with prioritizing tasks.
If [Participant Name] were to make improvements in Establishing Focus/Direction, what are your suggestions for how he/she can improve this?

Persuasion and Influence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Persuades others to consider alternative points of view.
  1. Seeks to obtain consensus or compromise.
  1. Attempts to persuade others rather than simply control them.
  1. Has excellent influencing/negotiating skills.
  1. Understanding what others need.
If [Participant Name] were to make improvements in Persuasion and Influence, what are your suggestions for how he/she can improve this?

Administrative Skill

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to develop, justify and present a budget.
  1. Implements and uses performance measures.
  1. Accurately implements contract provisions.
  1. Has strong technical/computer skills.
  1. Takes responsibility for decisions.
If [Participant Name] were to make improvements in Administrative Skill, what are your suggestions for how he/she can improve this?

Customer Focus

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Competent in managing customer projects.
  1. Considers customers point of view when making decisions.
  1. Anticipates and proactively resolves issues that the customer may face.
  1. Sets an example for excellent customer relations.
  1. Builds products that meet the unique needs of each customer.
If [Participant Name] were to make improvements in Customer Focus, 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. Compliments other people when they do good work
  1. Offers recognition in a timely manner.
  1. Is sincerely interested in the suggestions of co-workers
  1. Recognizes individuals for a specific outstanding achievement.
If [Participant Name] were to make improvements in Recognition, what are your suggestions for how he/she can improve this?

Organizational Fluency

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Effective in communicating with others within the organization.
  1. Gets things done through the department.
  1. Understands departmental policies and procedures.
  1. Anticipates problems that may affect the department.
  1. Able to use corporate politics to advance department objectives.
If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can improve this?

Fiscal Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Develops budgets and plans for various programs and initiatives.
  1. Effective in using Company's resources.
  1. Provides budgeting and accounting support to the Company.
  1. Ensures others follow the correct rules and regulations on fiscal matters.
  1. Keeps excellent records for financial transparency.
If [Participant Name] were to make improvements in Fiscal Management, 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.