Clarity - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Clarity:
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:
Clarity, Punctuality, Management, Achievement, Client Focus, Co-worker Development, Recognition, Organizational Fluency
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


Clarity

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Adjusts communication methods to the needs of the audience.
  1. Is clear about goals that need to be achieved.
  1. Clearly defines work objectives for employees.
  1. Avoids stating unclear or conflicting goals.
  1. Clearly explains the vision and goals of the company.
  1. Clearly explains responsibilities to individuals.
If [Participant Name] were to make improvements in Clarity, what are your suggestions for how he/she can improve this?

Punctuality

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Responds to requests for information in a timely manner.
  1. Avoids making personal phone calls during working hours.
  1. Starts meetings on time.
  1. Conducts appointments at scheduled start time.
  1. Invoices clients on a timely basis.
  1. Starts the workday when scheduled.
If [Participant Name] were to make improvements in Punctuality, what are your suggestions for how he/she can improve this?

Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Delegate tasks effectively
  1. Sets an example for others to follow
  1. Keep staff informed about what is happening in the company
  1. Takes responsibility for things that go wrong
  1. Is ready to offer help
  1. Makes you feel enthusiastic about your work
If [Participant Name] were to make improvements in Management, what are your suggestions for how he/she can improve this?

Achievement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Increased revenue for the company.
  1. Helps others to improve or meet standards of performance.
  1. Takes calculated risks to achieve difficult goals.
  1. Completed required training and certification.
  1. Takes reasonable risks to achieve desired results.
  1. Makes a plan for getting things done and drives execution of the strategic plan, actively supporting or leading initiatives to closure.
If [Participant Name] were to make improvements in Achievement, what are your suggestions for how he/she can improve this?

Client Focus

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Actively listens to concerns from clients.
  1. Delivers customized solutions for each client.
  1. Their activities reflect a strong focus on the client relationship.
  1. Views client satisfaction as an everyday priority.
  1. Is honest in all communication with the clients.
  1. Demonstrates a commitment to client focus.
If [Participant Name] were to make improvements in Client Focus, 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. Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Provides ongoing feedback to co-workers on their development progress
  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
If [Participant Name] were to make improvements in Co-worker Development, what are your suggestions for how he/she can improve this?

Recognition

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Lets employees know when they have done well
  1. Compliments other people when they do good work
  1. Readily shares credit and gives others opportunity for visibility.
  1. Says "thank you" to show appreciation for work of others.
  1. Recognizes the abilities and skills of self and others
  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?

Organizational Fluency

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Anticipates problems that may affect the department.
  1. Understands the current organizational culture.
  1. Gets things done through the department.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
  1. Able to deal with sensitive issues with tact and professionalism.
  1. Effective in communicating with others within the organization.
If [Participant Name] were to make improvements in Organizational Fluency, 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.