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Coaching- 360 Degree Feedback Survey Sample #5





360-Degree Assessment Survey

Questionnaires Measuring Coaching:
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)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Dear Employee:

Thank you for providing feedback for the recipient above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Rate each item using the scale shown. If you don't feel you have enough first-hand information to rate a certain item, please choose the Not Applicable option. Comments can be very helpful; at a minimum where you give a particularly high or low rating, please share your reasons in the Closing Comments section. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing development.

Sample Result Document:
Sample Results
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.

Please ensure that your submission is made by .

Thank you for your participation in the survey.

Management Team



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Coaching

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Meets regularly with employees to coach them on areas that will enhance their performance
  1. Helps employees to understand responsibilities, authority, and expectations.
  1. Helps employees to maintain high personal standards.
  1. Addresses employee behavior problems effectively.
  1. Develops the skills and capabilities of others.


Accountability

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Holds team accountable to meeting goals.
  1. Holds employees accountable for meeting performance benchmarks.
  1. Willingly accepts the obligation to complete the task.
  1. Sets clear expectations for performance.
  1. Lets supervisor know of any setbacks to the progress on achieving goals.


Emotional Intelligence

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
  1. Is able to control their own emotions.
  1. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
  1. Is able to manage their own emotions.
  1. Able to understand others' points of view.


Analytical

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Actively seeks constructive feedback from others.
  1. Prioritizes various actions to be taken when solving a problem.
  1. Measures costs associated with various programs and policies.
  1. Takes the steps to maintain precision when collecting and measuring data.
  1. Evaluates whether the information is specific enough to be meaningful.


Decision Making

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Exercises good judgment by making sound and informed decisions.
  1. Carefully evaluates information before making an important decision.
  1. Outlines the parameters influencing the decision making process.
  1. Maintains focus on the "big picture" when making decisions.
  1. Is able to make decisions quickly.


Achievement

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Takes calculated risks.
  1. Motivated to exceed performance goals.
  1. Helps others to improve or meet standards of performance.
  1. Holds others to high standards of achievement.
  1. Is determined to complete tasks regardless of obstacles that may occur.


Clarity

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Checks details thoroughly.
  1. Is clear about the roles and duties of team members.
  1. Clearly explains responsibilities to individuals.
  1. Communicates ideas and facts clearly and effectively in writing.
  1. Uses appropriate grammar and tense in communications.


Managing Risk

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Uses actionable data and analytics to improve risk tolerance.
  1. Perceives the risks of different work tasks and activities.
  1. Views risks as potential opportunities for profit.
  1. Avoids maintaining the status quo (or standard operating procedures) when addressing new and influential situations.
  1. Evaluates risks against acceptable risk levels.


Partnering/Networking

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Collaborates with other companies to inject capital in exchange for equity, fostering growth and expansion for the partner organization.
  1. Optimizes processes by leveraging each function's strength.
  1. Able to highlight both the strategic benefits and potential pitfalls in collaboration.
  1. Strengthens the contacts with other departments.
  1. Encourages employees to explore new partnership opportunities to expand market presence.


Recognition

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Recognizes the abilities and skills of self and others
  1. Lets employees know when they have done well
  1. Is sincerely interested in the suggestions of co-workers
  1. Compliments other people when they do good work
  1. Recognizes team members who offer a significant contribution to a project.


Strategic Insight

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Creates a vision for the organization based on insights gathered from other companies in the industry.
  1. Adjusts strategic plans based on insights gathered from different points of view.
  1. Inspires employees to adopt the strategic plan.
  1. Identifies potential problems before they become critical incidents.
  1. Understands how to strategically grow the business and increase customers.



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






  2. Strengths


  3. Areas for Development


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