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Decision Making Questionnaire - 360 Degree Feedback Survey Sample #1

This is a questionnaire that measures decision making. Effective decision making requires:






360-Degree Feedback Survey

Questionnaires Measuring Decision Making Questionnaire:
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:
Decision Making, Achievement, Adaptability, Action, Continual Learning, Leadership, Managing Performance, Client Focus, Coaching, Conflict Management, Company
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

Sample Result Document:
Sample Results
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Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Applies creative reasoning in making decisions.
  1. Determines the costs and potential benefits of decisions.
  1. Gathers information before making a decision.
  1. Is creative about the decisions they make.
  1. Maintains focus on the "big picture" when making decisions.
  1. Makes decisions independently (without having to be told what or how).
  1. Defines what constraints must be met for the decision making process.
  1. Evaluates information before making a final decision.
  1. Recognizes and generates innovative solutions.
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Achievement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets challenging goals.
  1. Eliminates bureaucratic barriers to streamline processes.
  1. Increased production by 20 percent.
  1. Accepts setbacks and challenges as improvement opportunities
  1. Inspires others to work with a sense of urgency.
If [Participant Name] were to make improvements in Achievement, what are your suggestions for how he/she can improve this?

Adaptability

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Can take on new assignments.
  1. Is aware of changes to team personnel.
  1. Able to respond to incidents without stopping the workflow.
  1. Adjusts priorities to the new Corporate mission.
  1. Develops insights and applies innovative solutions to projects and problems.
If [Participant Name] were to make improvements in Adaptability, what are your suggestions for how he/she can improve this?

Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Conducts critical-incident review immediately after the event.
  1. Initiates projects or tasks that have a positive impact on the team.
  1. Takes on additional responsibilities outside of the job description to help the team succeed.
  1. Anticipates critical incidents in the department and takes steps to mitigate their effect.
  1. Takes advantage of opportunities to move the organization forward.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?

Continual Learning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Shares best practices with others and learns from others.
  1. Improves on their skill sets.
  1. Builds on their strengths while addressing their weaknesses.
  1. Pursues self-improvement through continual learning.
  1. Sets relevant learning objectives and goals.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Expresses clear goals and objectives.
  1. Motivates others to reach and exceed organizational goals and objectives.
  1. Sets a high level of performance expectations and challenges others to do the same.
  1. Able to align manpower, design work, an allocate tasks to achieve goals.
  1. Acts decisively in implementing decisions.
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. Uses existing performance frameworks to define measures of performance.
  1. Addresses performance issues as soon as possible.
  1. Increases responsibilities for high performing individuals.
  1. Determines the Objectives and Key Results (OKRs) needed for the position.
If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?

Client Focus

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Maintains strong relationships with clients.
  1. Takes the initiative in solving difficult client issues.
  1. Builds long term relationships with clients.
  1. Meets with clients on a regular basis.
  1. Makes sure client needs are understood by the team members.
If [Participant Name] were to make improvements in Client Focus, what are your suggestions for how he/she can improve this?

Coaching

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Helps employees to understand responsibilities, authority, and expectations.
  1. Meets regularly with employees to coach them on areas that will enhance their performance
  1. Conducts regular performance appraisals and feedback.
  1. Coaches employees in how to strengthen knowledge and skills to improve work performance.
  1. Develops the skills and capabilities of others.
If [Participant Name] were to make improvements in Coaching, what are your suggestions for how he/she can improve this?

Conflict Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is responsive to contentious issues.
  1. Is supportive of consensus and power sharing.
  1. Acknowledges each party's intrinsic needs.
  1. Removes misperceptions that may be contributing to the conflict.
  1. Listens to individuals as they offer their unique perspectives on the situation.
If [Participant Name] were to make improvements in Conflict Management, what are your suggestions for how he/she can improve this?

Company

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands the use of [Company] products and services.
  1. Understands how decisions impact other business units beyond their immediate department of work group.
  1. Attends [Company] gatherings and social events.
  1. Understands the "basics" as to how [Company] functions/operates.
  1. Impresses upon others the important aspects of [Company].
If [Participant Name] were to make improvements in Company, 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.