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Commitment to Result - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Commitment to Result:
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)
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:
Commitment To Result, Excellence, Bias for Action, Establishing Focus/Direction, Client Focus, Communication Skills, Adaptability, Administrative Skill, Coaching, Teamwork, Others, 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
Edit this Survey
Would you like to edit this survey? Click here to begin.


Commitment To Result

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service.
  1. Takes immediate action toward goals.
  1. Maintains persistence and dedication to achieving results.
  1. Creates a sense of urgency among the store team members to complete activities, which drive sales.
If [Participant Name] were to make improvements in Commitment To Result, what are your suggestions for how he/she can improve this?

Excellence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Keeps themselves and others focused on constant improvement.
  1. Can be counted on to add value wherever they are involved.
  1. Demonstrates the functional or technical skills necessary to do their job.
  1. Takes a lot of pride in their 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. Uses creativity to solve problems, tackle obstacles and make progress.
  1. Is very proactive and takes on many responsibilities not directly assigned.
  1. Addresses any problems immediately before its too late.
  1. Starts tasks immediately and then updates the course of action as needed.
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. Observes how employees approach tasks, interact with others, and handle challenges.
  1. Provides onboarding materials, process guides, and role-specific training to ensure readiness.
  1. Motivates and inspires the team by connecting their objectives to the organization's.
  1. Distinguishes between minimum acceptable performance and aspirational excellence.
If [Participant Name] were to make improvements in Establishing Focus/Direction, what are your suggestions for how he/she can improve this?

Client Focus

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Provides a high level of service to clients.
  1. Is focused on improving client services.
  1. Actively listens to concerns from clients.
  1. Is competent in handling client cases.
If [Participant Name] were to make improvements in Client Focus, what are your suggestions for how he/she can improve this?

Communication Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Recaps action steps from meetings to ensure clarity and execution.
  1. Responds in a timely manner, respecting deadlines and others' schedules.
  1. Communicates with clarity and brevity.
  1. Facilitates seamless communication across all management levels.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?

Adaptability

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is open to new ideas and innovations.
  1. Uses tools in innovative ways to solve problems.
  1. Works effectively in dynamic and changing work environments.
  1. Adjusts plans to meet the needs of new constraints.
If [Participant Name] were to make improvements in Adaptability, what are your suggestions for how he/she can improve this?

Administrative Skill

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Provides high-level administrative support and assistance.
  1. Plans for the completion of projects by allocating appropriate physical and personnel resources.
  1. Accurately implements contract provisions.
  1. Carefully listens to what others are saying.
If [Participant Name] were to make improvements in Administrative Skill, what are your suggestions for how he/she can improve this?

Coaching

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Shows employees their areas of strengths.
  1. Helps the employee to improve their performance.
  1. Helps the employee to understand factors impacting the organization
  1. Allocates specific time slots for coaching that are free from interruptions or urgent tasks.
If [Participant Name] were to make improvements in Coaching, what are your suggestions for how he/she can improve this?

Teamwork

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Regularly attends team meetings.
  1. Helps other team members to research solutions to a problem.
  1. Helps the team bounce back from obstacles to progress.
  1. Works well with other team members.
If [Participant Name] were to make improvements in Teamwork, what are your suggestions for how he/she can improve this?

Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Supports the efforts of other employees in implementing solutions to problems.
  1. Forms working relationships with employees from other departments.
  1. Able to see issues from others' perspectives.
  1. ...treats others with respect and dignity.
If [Participant Name] were to make improvements in Others, what are your suggestions for how he/she can improve this?

Organizational Fluency

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to explain departmental policies and procedures to others.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
  1. Understands departmental policies and procedures.
  1. Understands the current organizational culture.
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. Monitors expenses and verifies the need for items purchased.
  1. Monitors spending.
  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.