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:
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.

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


Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Makes decisions independently (without having to be told what or how).
  1. Makes decisions that support the department's goals and objectives.
  1. Is open to listening to others who may have different ideas.
  1. Weighs the pros and cons of decisions.
  1. Views the long and short-term impact of decisions.
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. Holds others to high standards of achievement.
  1. Takes calculated risks to achieve significant rewards.
  1. Met required benchmarks for the position.
  1. Is flexible in adjusting priorities to meet the demands of changing situations.
  1. Takes calculated risks to achieve difficult goals.
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 flexible and open minded in dealing with others.
  1. Able to work effectively with new people and new teams.
  1. Is aware of changes to the policies and procedures.
  1. Adjusts to the new vision and mission of the company.
  1. Adjusts plans to meet new situations.
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. Effectively handles multiple complex issues simultaneously.
  1. Assigns tasks to individuals who are most able to perform them.
  1. Takes steps to prepare for the start of the project.
  1. Persists in work despite obstacles encountered.
  1. Anticipates critical incidents in the department and takes steps to mitigate their effect.
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. Sets relevant learning objectives and goals.
  1. Views setbacks as opportunities to learn from.
  1. Takes the initiative to learn new skills.
  1. Improves on their skill sets.
  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. Expresses clear goals and objectives.
  1. Takes ownership and accountability for results
  1. Gives inspiring presentations or discussions.
  1. Guides decision-making by coaching, counseling and rewarding.
  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. Provides employees with training as needed to increase their performance.
  1. Ensures Job Descriptions are up to date and accurate.
  1. Regularly conducts performance reviews of all employees.
  1. Monitors performance on a regular basis.
  1. Makes sure commitments are understood and met.
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. Builds products that meet the unique needs of each client.
  1. Is pro-active in dealing with clients and addressing their needs.
  1. Consistently demonstrates a client focus.
  1. Provides training to others on how to improve client service.
  1. Delivers on commitments made to clients.
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. Develops the skills and capabilities of others.
  1. Coaches employees in how to strengthen knowledge and skills to improve work performance.
  1. Addresses employee behavior problems effectively.
  1. Helps employees to maintain high personal standards.
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. Helps others to see perceptions that they have about an issue.
  1. Avoids conflicts over minor issues.
  1. Seeks to achieve mutually acceptable outcomes.
  1. Creates an environment where team members work collaboratively rather than compete with one another.
  1. Identifies areas of agreement and common ground to form basis of resolution.
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. Impresses upon others the important aspects of [Company].
  1. Follows existing procedures and processes.
  1. Expresses loyalty and dedication to [Company] in interactions with others.
  1. Understands the use of [Company] products and services.
  1. Attends [Company] gatherings and social events.
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.