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Continual Learning - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Continual Learning:
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:
Continual Learning, Continuous Improvement, Communication Skills, Leadership, Persuasion and Influence, Decision Making, Commitment, Interpersonal Skills, Developing Others, Global Perspective
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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Continual Learning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets stretch learning goals that challenge existing capabilities and promote continuous improvement.
  1. Keeps informed about regulatory, economic, or operational changes that affect the organization.
  1. Pursues self-improvement through continual learning.
  1. Actively researches emerging trends and integrates new information into daily work practices.
  1. Participates in regular training offered.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Continuous Improvement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Builds employee confidence and capability so they can make improvements without supervision.
  1. Measures customer satisfaction and retention.
  1. Implements control plans and monitoring methods to sustain gains achieved through Six Sigma projects.
  1. Analyzes processes to determine areas for improvement.
  1. Builds relationships with leaders in other functions to coordinate improvement priorities and avoid siloed efforts.
If [Participant Name] were to make improvements in Continuous Improvement, what are your suggestions for how he/she can improve this?

Communication Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Delivers information in a clear, concise, and logical manner.
  1. Conveys ideas confidently and succinctly.
  1. Receives and answers questions - on the spot. S/he has a willingness to address the tough questions.
  1. Persuasive and articulate when communicating.
  1. Listens attentively and without interrupting team members and customers.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?

Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Clearly communicates company, area, and market objectives and inspires others to action
  1. Has the courage to face difficult issues head on.
  1. Is a role model for ethics and integrity.
  1. Communicates calmly and honestly with co-workers, customers, and supervisors, even when stressed.
  1. Recognizes individual and team accomplishments and reward them appropriately.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?

Persuasion and Influence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Navigates competing interests by identifying trade-offs that preserve what matters most to each party.
  1. Shares relevant personal experiences to illustrate effective approaches and guide decision-making.
  1. Has excellent influencing/negotiating skills.
  1. Stands firm on principles, even when under pressure to compromise for short-term gain.
  1. Moves employees from being afraid of change to having a growth-oriented mindset, sparking more employee engagement.
If [Participant Name] were to make improvements in Persuasion and Influence, what are your suggestions for how he/she can improve this?

Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Asks for additional information when making critical decisions.
  1. Develops and shares effective decision-making practices and tools to further develop the team
  1. Breaks complex issues into manageable parts and organizes them in a systematic way before making decisions
  1. Anticipates needs for action.
  1. Invites colleagues with opposing viewpoints to stress-test proposed solutions and reveal blind spots that might otherwise be overlooked.
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Commitment

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Demonstrates persistence in pursuing goals, refusing to abandon important initiatives when obstacles appear.
  1. Coordinates all department activities into a cohesive team effort.
  1. Holds self and others accountable for staying focused on agreed deliverables.
  1. Drives superior service outcomes by equipping employees with tools, training, and a sense of ownership.
  1. Mobilizes the team to act with urgency, preventing delays that could compromise organizational success.
If [Participant Name] were to make improvements in Commitment, what are your suggestions for how he/she can improve this?

Interpersonal Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Creates an atmosphere that supports the open expression of ideas
  1. Respectful of the opinions and ideas of others.
  1. Is trusted by peers and co-workers; others are willing to confide in him/her
  1. Follows up on inquiries in a timely manner.
  1. Is honest and trustworthy.
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can improve this?

Developing Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Makes a point to acknowledge employees when they accomplish important tasks or deliver strong results.
  1. Assigns stretch projects that push employees beyond their comfort zones and pairs those assignments with regular check-ins to ensure they have the support needed to succeed.
  1. Openly discusses their own learning goals and progress so employees can see that continual improvement is expected at every level.
  1. Delivers developmental feedback focused on building targeted competencies.
  1. Exposes employees to other roles, departments, or processes to broaden their understanding of the organization.
If [Participant Name] were to make improvements in Developing Others, what are your suggestions for how he/she can improve this?

Global Perspective

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Obtains appropriate resources from foreign markets.
  1. Communicates effectively on a multi-lingual basis.
  1. Builds working relationships with others across cultures.
  1. Forges new relationships among foreign suppliers.
  1. Aligns onshore and offshore teams around shared standards, workflows, and performance expectations to create a unified, globally distributed operating model.
If [Participant Name] were to make improvements in Global Perspective, 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.