HR-Survey > 360-Degree Feedback > Competency Model > Decision Making

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

Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Defines parameters that will impact the decision making process.
  1. Willing to consider information from other sources.
  1. Is creative about the decisions they make.
  1. Supports, encourages or helps others to be sure about the decisions they are making.
  1. Breaks complex issues into manageable parts and organizes them in a systematic way before making decisions
  1. Regularly evaluates information before making important decisions.
  1. Understands what factors are important for deciding if a decision is "worth it"?
  1. Coaches team members individually when "poor" decisions are made; helps them see what could have been done differently
  1. Determines constraints that may impact what decisions are acceptable.
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. Strives to exceed standards of performance.
  1. Is results oriented.
  1. Schedules time for self and others to optimize high priority and long term actions. Monitors progress towards business goals.
  1. Sets challenging goals.
  1. Increased customer satisfaction scores for the quarter.
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. Is aware of changes to team personnel.
  1. Adjusts plans to meet the needs of new constraints.
  1. Adjusts to new plans and procedures.
  1. Adjusts to the new vision and mission of the company.
  1. Able to adapt to changes in technology and processes.
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. Is not afraid to take corrective action when necessary.
  1. Acts immediately instead of waiting for someone else to solve the issue.
  1. Works quickly to get the job done.
  1. Will take action to address a problem rather than to wait to confer with others about the situation.
  1. Takes responsibility for actions.
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. Pursues self-improvement through continual learning.
  1. Takes charge of their training and skills enhancement.
  1. Shares best practices with others and learns from others.
  1. Pursues learning that will enhance job performance.
  1. Improves on their skill sets.
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. Sits down regularly with employees to review their job performance.
  1. Able to influence others.
  1. Effectively leads others.
  1. Able to align manpower, design work, an allocate tasks to achieve goals.
  1. Holds others accountable for their actions.
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. Ensures employees understand how work is to be completed.
  1. Ensures team members receive rewards for positive performance accomplishments.
  1. Implements remediation plans as needed.
  1. Obtains commitment from employees regarding completion of tasks.
  1. Reviews monthly or weekly reports of quantitative metrics (sales/production) to measure performance level.
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. Identifies opportunities that will enhance the client's experience.
  1. Forms strong client relationships
  1. Supports client focused policies and procedures.
  1. Makes sure their interests are aligned with the client's interests.
  1. Anticipates resources needed to meet the client needs.
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. Meets regularly with employees to coach them on areas that will enhance their performance
  1. Helps employees to maintain high personal standards.
  1. Helps employees to understand responsibilities, authority, and expectations.
  1. Addresses employee behavior problems effectively.
  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. Facilitates collaborative processes to reduce conflict.
  1. Creates an environment where team members work collaboratively rather than compete with one another.
  1. Identifies and takes steps to prevent potential confrontations.
  1. Removes misperceptions that may be contributing to the conflict.
  1. Actively engages both parties to voluntarily collaborate and resolve their differences.
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 the "basics" as to how [Company] functions/operates.
  1. Attends [Company] gatherings and social events.
  1. Impresses upon others the important aspects of [Company].
  1. Understands how decisions impact other business units beyond their immediate department of work group.
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.