HR-Survey > 360-Degree Feedback > Competency Model

Company- 360 Degree Feedback Survey Sample #8





Questionnaires Measuring Company:
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

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of 's leadership development process. This tool 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 assessment form, please think about your experiences working with this individual during the last six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

Competencies Included:
Company, Strategic Focus, Bias for Action, Continual Learning, Attitude, Persuasion and Influence, Managing Risk, Co-worker Development, Recognition
Sample Result Document:
Sample Results
Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.

When clicking your selection below, try to best fit the manager's actual behaviors to the scale provided.

If you are not sure, or unable to assess, select "Not Applicable" (N/A) option.


Please complete your response by .

Company

 Agree Unsure Disagree N/A
  1. Understands how decisions impact other business units beyond their immediate department of work group.
  1. Attends [Company] gatherings and social events.
  1. Understands the use of [Company] products and services.
  1. Follows existing procedures and processes.
  1. Expresses loyalty and dedication to [Company] in interactions with others.


Strategic Focus

 Agree Unsure Disagree N/A
  1. Ensures the department has a viable strategy for moving forward.
  1. Creates a mission statement describing the purpose for the organization.
  1. Identifies bottlenecks in the production process and develops strategies to correct these issues.
  1. Develops strategies that are practical and can be feasibly implemented within a reasonable period of time.
  1. Strategically focuses efforts to improve operational efficiencies.


Bias for Action

 Agree Unsure Disagree N/A
  1. Identifies ways to simplify work processes and reduce cycle times
  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).
  1. Conveys a sense of urgency about addressing problems and opportunities
  1. Completes work on time


Continual Learning

 Agree Unsure Disagree N/A
  1. Participates in regular training offered.
  1. Sets relevant learning objectives and goals.
  1. Builds on their strengths while addressing their weaknesses.
  1. Seeks opportunities to grow in skills and knowledge.
  1. Pursues professional development opportunities when they arise.


Attitude

 Agree Unsure Disagree N/A
  1. Is gracious and professional in their interactions with others.
  1. Visibly supports and encourages diversity in style and background.
  1. Treats all people fairly and with respect.
  1. Works to eliminate unnecessary work or barriers that get in others' way.
  1. Shows by their actions that they trust in the positive intentions of others.


Persuasion and Influence

 Agree Unsure Disagree N/A
  1. Has excellent influencing/negotiating skills.
  1. Communicates effectively with others.
  1. Attempts to persuade others rather than simply control them.
  1. Develops a good rapport with others.
  1. Able to express own goals and needs.


Managing Risk

 Agree Unsure Disagree N/A
  1. Gathers information regarding potential risks.
  1. Is knowledgeable of standard risk management principles.
  1. Performs regular risk analyses to minimize adverse outcomes.
  1. Is aware of process safety management.
  1. Responds appropriately to unexplained or unanticipated events.


Co-worker Development

 Agree Unsure Disagree N/A
  1. Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Works to identify root causes of performance problems
  1. Provides ongoing feedback to co-workers on their development progress
  1. Takes immediate action on poor performance
  1. Sets and clearly communicates expectations, performance goals, and measurements to others


Recognition

 Agree Unsure Disagree N/A
  1. Recognizes the abilities and skills of self and others
  1. Lets employees know when they have done well
  1. Recognizes team members who offer a significant contribution to a project.
  1. Finds opportunities to recognize others.
  1. Is sincerely interested in the suggestions of co-workers



  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.