HR-Survey > 360-Degree Feedback > Competency Model > Conflict Management Skills

Conflict Management- 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Surveys Measuring Conflict Management:
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)
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:
Conflict Management, Problem Solving, Bias for Action, Attitude, Leadership, Managing Performance, Quality, Results Oriented, Responsible, Recognition, Planning
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


Conflict Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Works to meet the basic needs of each side in the conflict.
  1. Able to persuade and influence others.
  1. Examines differences and disagreements for creative and strategic resolutions.
  1. Influences attitudes, beliefs, and behaviors in a way that fosters resolution and cooperation.
  1. Determines who has the autonomy (authority) to make the decisions necessary to end the conflict.
If [Participant Name] were to make improvements in Conflict Management, what are your suggestions for how he/she can improve this?

Problem Solving

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Implements effective solutions to critical problems.
  1. Finds creative ways to get things done with limited resources.
  1. Able to balance the needs of different people in a solution to a problem.
  1. Is a good problem solver and decision maker
  1. Works cooperatively with others to solve problems.
If [Participant Name] were to make improvements in Problem Solving, what are your suggestions for how he/she can improve this?

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Encourages risk taking and experimentation to improve performance
  1. Completes work on time
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Displays high energy and enthusiasm on consistent basis.
If [Participant Name] were to make improvements in Bias for Action, what are your suggestions for how he/she can improve this?

Attitude

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Treats all people fairly and with respect.
  1. Works to eliminate unnecessary work or barriers that get in others' way.
  1. Builds open and trusting relationships.
  1. Contributes to a positive work environment.
  1. Contributes to a positive and fun work environment.
If [Participant Name] were to make improvements in Attitude, what are your suggestions for how he/she can improve this?

Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Gives direct, constructive, and actionable feedback.
  1. Is a highly effective supervisor.
  1. Effectively leads others.
  1. Gives inspiring presentations or discussions.
  1. Sets clear goals and objectives for subordinates.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?

Managing Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Presents performance feedback in a clear and concise manner to address performance issues.
  1. Acknowledges employee contributions that support the bottom line.
  1. Records production quotas on a daily basis.
  1. Makes sure commitments are understood and met.
  1. Makes sure employees understand what is expected of them.
If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?

Quality

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is flexible in addressing issues related to quality.
  1. Presents quality information and data in an easy to understand format.
  1. Is a role model for quality practices and standards.
  1. Develops specific quality standards/goals to be met within a specified timeframe.
  1. Ensures high consistency across batches or production runs.
If [Participant Name] were to make improvements in Quality, what are your suggestions for how he/she can improve this?

Results Oriented

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Focuses on achieving important goals.
  1. Is considered a high achiever.
  1. Explains the "whys" behind organizational objectives
  1. Concentrates efforts on the most urgent needs.
  1. Helps the team maintain focus on the goals.
If [Participant Name] were to make improvements in Results Oriented, what are your suggestions for how he/she can improve this?

Responsible

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets high personal standards of performance.
  1. Responsible for setting the vision of the department.
  1. Is a person you can trust.
  1. Holds herself / himself accountable to goals / objectives
  1. Behavior is ethical and honest.
If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?

Recognition

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Offers recognition in a timely manner.
  1. Is sincerely interested in the suggestions of co-workers
  1. Recognizes the abilities and skills of self and others
  1. Compliments other people when they do good work
  1. Says "thank you" to show appreciation for work of others.
If [Participant Name] were to make improvements in Recognition, what are your suggestions for how he/she can improve this?

Planning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Makes strategic and tactical decisions to guide the logistics process.
  1. Understands what equipment will be needed for the project.
  1. Develops plans to help manage expectations and project demands.
  1. Has plans to handle unexpected events.
  1. Is able to clearly articulate the plan for the department/district.
If [Participant Name] were to make improvements in Planning, 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.