hr-survey.com

Coworker Development- 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Coworker Development:
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:

[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:
Co-worker Development, Others, Self Management, Cultural Awareness, Performance, Problem Solving, Juggling Multiple Responsibilities, Clarity
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


Co-worker Development

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets and clearly communicates expectations, performance goals, and measurements to others
  1. Provides ongoing feedback to co-workers on their development progress
  1. Takes immediate action on poor performance
  1. Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Gives others development opportunities through project assignments and increased job responsibilities
If [Participant Name] were to make improvements in Co-worker Development, what are your suggestions for how he/she can improve this?

Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is able to see issues from others' perspectives.
  1. Works across boundaries within the organization.
  1. Able to see issues from others' perspectives.
  1. ...treats others with respect and dignity.
  1. Constructively receives criticism and suggestions from others.
If [Participant Name] were to make improvements in Others, what are your suggestions for how he/she can improve this?

Self Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Analyzes interpersonal problems instead of reacting to them.
  1. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
  1. Uses patience and self-control in working with customers and associates.
  1. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
  1. Steps away from a situation to process appropriate response.
If [Participant Name] were to make improvements in Self Management, what are your suggestions for how he/she can improve this?

Cultural Awareness

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands how their own cultural background can impact the way they communicate and interact with others.
  1. Is sensitive to the similarities and differences that exist between cultures.
  1. Seeks to reduce obstacles in communication that might arise from cultural differences.
  1. Recognizes individual and cultural differences.
  1. Seeks opportunities to learn about the other cultural backgrounds of colleagues.
If [Participant Name] were to make improvements in Cultural Awareness, what are your suggestions for how he/she can improve this?

Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Effective in performing his/her job.
  1. Works well in this position.
  1. Works effectively in the department.
  1. Has great overall performance
  1. ...Produce Quality
If [Participant Name] were to make improvements in Performance, what are your suggestions for how he/she can improve this?

Problem Solving

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Solves problems using logic and insight.
  1. Understands the root causes of problems.
  1. Able to balance the needs of different people in a solution to a problem.
  1. Generates alternative solutions to problems and challenges.
  1. Identifies and assesses all potential responses to a problem.
If [Participant Name] were to make improvements in Problem Solving, what are your suggestions for how he/she can improve this?

Juggling Multiple Responsibilities

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Ensures that assignments are prioritized according to the needs of the department/company.
  1. Integrates developing others with driving sales, serving customers, merchandising, performing operational procedures, and maintaining an appealing store environment.
  1. Assesses current capabilities before committing to new requests from customers.
  1. Organizes tasks for the most efficient order of completion.
  1. Determines which tasks are critical and which tasks are optional.
If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, what are your suggestions for how he/she can improve this?

Clarity

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Communicates ideas and facts clearly and effectively in writing.
  1. Communicates with clarity and efficiency.
  1. Is clear about the roles and duties of team members.
  1. Adjusts communication methods to the needs of the audience.
  1. Attends to the important details of a job or task.
If [Participant Name] were to make improvements in Clarity, 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.