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Competency: Accountability

360-Feedback questions that measure Accountability

• Accepts accountability for their work.
• Establishes who is responsible for various aspects of the project.
• Takes responsibility for seeing the project through to completion.
• Willingly accepts the obligation to complete the task.
• Accepts accountability for their actions and results.
• Is someone who is there when you need them.
• Accepts accountability for their actions.

• Holds employees accountable for meeting performance benchmarks.
• Accepts personal responsibility for their actions.
• Holds employees responsible if expectations are not met.
• Demonstrates a commitment to taking responsibility for actions.
• Accepts the consequences for their actions.
• Expects employees to accept the consequences of their actions.
• Willing to answer for their own actions and performance.
• Willingly accepts the consequences for their actions.
• Aware of the consequences for failure to complete the project.

• Develops goals and establishes objective measures of success.
• Exhibits a sense of ownership of the process.
• Projects an image of transparency and trustworthiness in the administration of fair and equitable policies.
• Documents performance goals through an individual development plan.
• Requires employees to submit monthly reports of the work they performed.
• Creates a consistent process for prioritizing work.
• Requires employees to submit action plans, timelines or other objectives.
• Requires team members to present progress reports or prepare contingency plans.

• Defines roles, rights, and responsibilities of employees.
• Defines roles, rights, and responsibilities of the team.
• Understands the importance of holding employees accountable for their work.
• Encourages employees to take on greater responsibilities.
• Expects employees to account for their actions and performance.
• Seeks commitment from employees prior to assigning tasks.
• Encourages colleagues/business partners to take on greater responsibilities.
• Allows employees to set their own performance goals.
• Encourages employees to set challenging but achievable goals.

• Exhibits a sense of ownership of outcomes and results.
• Takes full responsibility for results.
• Takes responsibility for results.
• Takes full responsibility for project outcomes.
• Accepts responsibility for outcomes.
• Accepts accountability for their results.
• Accepts accountability for results.
• Takes personal responsibility for results.

• Tackles issues head on and finds solutions.
• Regularly leads the way when helping the team troubleshoot various issues.
• Takes charge of addressing and solving problems.
• Holds employees accountable for their participation in solving department problems and issues.
• Takes ownership of problems to find the best solutions.
• Accepts responsibility to lead efforts to solving critical problems.
• Commits to leading the initiatives to solving critical issues.

• Acts like an owner when they make decisions.
• Holds employees accountable through regular performance reviews.
• Takes personal responsibility for the quality of their work.
• Accepts personal responsibility for producing high quality and timely work.
• Sets clear performance measures.
• Holds team accountable to meeting goals.
• Reviews performance to determine areas for improvement.
• Justly applies disciplinary measures.

• Takes ownership of mistakes and learns from them.
• Takes full responsibility for team's lack of progress.
• Takes responsibility for errors in the production line.
• Accepts personal responsibility for not meeting expectations.
• Acknowledges errors and takes the steps necessary to rectify them.
• Recognizes when a mistake is made and works to correct the issue.
• Takes full responsibility for lack of results achieved.
• Takes responsibility for errors and actively works to correct them.
• Continues to work diligently on a problem despite setbacks.
• Requires advanced warning on problems and issues that will affect completion of tasks.

• Fully embraces the responsibilities that contribute to our departmental success.
• Works hard to ensure the success of the department.
• Works diligently for the success of the team.
• Is personally invested in the success of the organization.
• Takes responsibility for the team's actions and results.
• Takes responsibility for the direction of the team.
• Is aware of problems or issues that may affect the organization.
• Implements and facilitates controls and processes that maintain the integrity of the organization.
• Remains knowledgeable of Company performance.

• Keeps supervisor informed of recent events.
• Informs supervisor of progress without having to be asked about it.
• Makes sure the supervisor is always informed of any important events.
• Always keeps the supervisor informed of relevant information.
• Consults with the supervisor before engaging in new procedures that have some risk.
• Informs the supervisor if progress on the task has been delayed.
• Lets supervisor know of any setbacks to the progress on achieving goals.
• Keeps supervisor informed of recent activities.

• Is someone you can trust.
• Can be counted on to do what they say they are going to do.
• Maintains honesty and transparency in all communications.
• Chooses integrity over convenience.
• Upholds ethical standards even when no one is watching.
• Takes responsibility for their actions and admits mistakes openly.
• Handles sensitive information with discretion and confidentiality.
• Keeps their word and does what they say they will do.

• Ensures that employee objectives are aligned with the organization's objectives.
• Consistently follows through on commitments and promises.
• Can be counted on to do their role well.
• Works to achieve established goals.
• Follows through on commitments made.
• Consistently strives to meet high standards of excellence.
• Holds employees accountable for completing the project successfully.
• Sets clear expectations for performance.
• Honors the commitments and promises made to customers/clients.
• Takes full responsibility for unmet expectations and makes corrective actions immediately.

• Able to complete required tasks on time and delivered expected results.
• Does not make excuses for missed deadlines.
• Shows up for work on time.
• Does not make excuses for being late for work.
• Is prepared and on time for meetings and scheduled events.
• Always starts work on time.
• Holds self and others accountable for meeting the deadline.
• Regularly completes tasks on time.
• Consistently strives to complete work on time or ahead of schedule.
• Accepts personal responsibility for the timeliness of work.

• Welcomes the responsibility for meeting the broad range of needs of stakeholders and clients.
• Consistently exhibits professionalism in interactions with employees.
• Ensures that employees are compensated fairly and in accordance with established policies.
• Exhibits good governance in their role as an executive.
• Provides clear reasons for underperformance.
• Is responsible for the fair and just implementation of the contract with the union.
• Is responsible for ensuring that employees are treated fairly.