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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; 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:
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
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Conflict Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Shares competing viewpoints to expand viewpoints.
  1. Does not let minor issues escalate into major problems.
  1. Seeks to have both sides voluntarily work together to resolve their differences.
  1. Addresses concerns about the availability of limited resources.
  1. Settles disputes with agreement from both parties.
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. Identifies potential courses of action.
  1. Modifies approaches and solutions to fit changing circumstances or unexpected obstacles.
  1. Determines what needs fixed, its root causes, and the correct solutions to be implemented.
  1. Adapts to different problems by applying a wide range of strategies and techniques.
  1. Allocates resources strategically to areas with higher risk potential.
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. Displays high energy and enthusiasm on consistent basis.
  1. Seeks and utilizes opportunities for continuous learning and self-development.
  1. Conveys a sense of urgency about addressing problems and opportunities
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Completes a large volume of work.
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. Visibly supports and encourages diversity in style and background.
  1. Contributes to a positive and fun work environment.
  1. Works to eliminate unnecessary work or barriers that get in others' way.
  1. Treats all people fairly and with respect.
  1. Shows by their actions that they trust in the positive intentions of others.
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. Recognizes individual and team accomplishments and reward them appropriately.
  1. Gives inspiring presentations or discussions.
  1. Takes ownership and accountability for results
  1. Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.
  1. Motivates others to reach and exceed organizational goals and objectives.
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. Sets performance expectations that are clear, specific and concise.
  1. Obtains commitment from employees regarding completion of tasks.
  1. Recognizes employees who have courage in persevering against great odds and difficulties.
  1. Rewards employees for exceeding goals.
  1. Creates clear standards that are understandable and fair.
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. Assists quality control inspectors.
  1. Engages and leads staff in implementation of new quality procedures.
  1. Analyze what occurred and re-adjusts accordingly when goals are not met.
  1. Presents quality information and data in an easy to understand format.
  1. Develops measures of the success of quality initiatives.
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. Highly motivated to complete tasks despite obstacles that may arise.
  1. Motivated by a strong desire to exceed performance standards.
  1. Flexible and willing to change the strategy to better achieve the objectives.
  1. Works hard despite obstacles that impede progress.
  1. Makes sure employees have the resources they need to achieve their results.
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. Holds herself / himself accountable to goals / objectives
  1. Responsible for setting the vision of the department.
  1. Is a person you can trust.
  1. Behavior is ethical and honest.
  1. Works in a way that makes others want to work with her/him.
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. Compliments other people when they do good work
  1. Recognizes the abilities and skills of self and others
  1. Says "thank you" to show appreciation for work of others.
  1. Recognizes individuals for a specific outstanding achievement.
  1. Readily shares credit and gives others opportunity for visibility.
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. Develops a strategic plan to reduce costs in the department.
  1. Adjusts and rearranges the schedule to maximize efficiency.
  1. Is able to clearly articulate the plan for the department/district.
  1. Always has a "Plan-B" ready if needed.
  1. Understands what materials will be required to successfully implement the plan.
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.