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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
Edit this Survey
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Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Uses iterative, user-centered approaches to prototype and refine ideas before finalizing decisions.
  1. Leverages internal metrics and external standards to validate cost/benefit assumptions and guide choices.
  1. Gathers information before making a decision.
  1. Identifies parameters impacting the decision.
  1. Encourages creative problem-solving by treating constraints as design challenges rather than obstacles.
  1. Aligns choices with organizational goals by calculating expected value and costs.
  1. Acknowledges how personal preferences or blind spots may skew judgment and takes steps to counteract them.
  1. Uses reasonable assumptions and logic to decide between alternate courses of action
  1. Builds decisions with contingency plans and modular thinking to accommodate future change.
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. Created impactful reports for the re-organization committee.
  1. Turns strategic goals into swift action.
  1. Establishes "stretch" goals to continuously elevate performance standards.
  1. Leads with structure, ensuring good execution of initiatives and alignment with organizational objectives.
  1. Embraces bold, well-considered decisions to unlock new opportunities and growth.
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. Promotes a culture of adaptability and flexibility.
  1. Adapts policies to better meet the needs of employees.
  1. Is open to changes in policies and procedures.
  1. Willing to see things from others' perspectives.
  1. Is aware of changes to team personnel.
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. Takes advantage of opportunities to move the organization forward.
  1. Prepares equipment at the start of the shift.
  1. Overcomes obstacles that may impede progress on a task.
  1. Avoids procrastination.
  1. Able to get things done and make things happen.
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. Participates in regular training offered.
  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. Is open to new ideas and concepts.
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. Accepts responsibility for mistakes made.
  1. Improves work quality for the team.
  1. Shares information regarding decision making so that others understand the relevant positions.
  1. Able to align manpower, design work, and allocate tasks to achieve goals.
  1. Recognizes and appreciates the work of others.
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 are trained in areas where performance may be lacking.
  1. Rewards employees for exceeding goals.
  1. Monitors performance on a regular basis.
  1. Uses timely and appropriate corrective/disciplinary actions.
  1. Holds employees accountable for meeting performance expectations.
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. Ensures clients are comfortable with the services provided.
  1. Forms strong client relationships
  1. Delivers customized solutions for each client.
  1. Responds to the needs of the client.
  1. Focuses on the unique needs of each client.
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. Is attentive to the needs of employees
  1. Asks open-ended questions to create inspiration and innovation.
  1. Ensures that employees have the time to participate in coaching.
  1. Encourages the employee to consider other points of view.
  1. Allocates sufficient time for coaching.
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. Crafts messages that resonate better with the parties involved, making it easier to convey concerns and perspectives in a constructive manner.
  1. Examines differences and disagreements for creative and strategic resolutions.
  1. Demonstrates flexibility and willingness to adjust their own approach when it contributes to a more constructive resolution.
  1. Tries to ensure that all basic needs are satisfied.
  1. Facilitates the resolution of grievances by fostering mutual understanding and appreciation of each party's needs.
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. Creates a strong sense of camaraderie among colleagues.
  1. Establishes a Leave and Time Off policy to help improve work/life balance.
  1. Establishes a work environment where employees can concentrate without frequent interruptions.
  1. Facilitates the strategic changes necessary to ensure the organization is able to compete effectively in the marketplace.
  1. Creates teams with high morale.
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.