hr-survey.com

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.

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. Clarifies problems and their causes to help employees correct them.
  1. Maintains clarity in goals and objectives.
  1. Communicates ideas and facts clearly and effectively in writing.
  1. Avoids stating unclear or conflicting goals.
  1. Avoids creating ambiguity or mixed messages.
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. Invoices clients on a timely basis.
  1. Maintains an efficient schedule of activities.
  1. Arrives to meetings on time.
  1. Starts the workday when scheduled.
  1. Starts meetings on time.
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. Keep staff informed about what is happening in the company
  1. Sets an example for others to follow
  1. Makes you feel enthusiastic about your work
  1. Takes responsibility for things that go wrong
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. Systematically works to improve the organization
  1. Completes work to given time frame and to budget
  1. Accepts setbacks and challenges as improvement opportunities
  1. Follows-up and takes action when goals are not met to ensure better results in the future.
  1. Set high standards in their performance
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. Obtains feedback to ensure client needs are being met.
  1. Ensures client commitments and requirements are met or exceeded
  1. Looks for opportunities that have a positive impact on Clients.
  1. Forms strong client relationships
  1. Is pro-active in dealing with clients and addressing their needs.
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. Works to identify root causes of performance problems
  1. Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Takes immediate action on poor performance
  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. Finds opportunities to recognize others.
  1. Readily shares credit and gives others opportunity for visibility.
  1. Recognizes the abilities and skills of self and others
  1. Reinforces and rewards employees for accomplishing necessary goals.
  1. Lets employees know when they have done well
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. Understands the current organizational culture.
  1. Adept at navigating within the culture of the department.
  1. Understands departmental policies and procedures.
  1. Effective in communicating with others within the organization.
  1. Able to deal with sensitive issues with tact and professionalism.
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.