HR-Survey > 360-Degree Feedback > Competency Model

Delegation - 360 Degree Feedback Survey Sample #7





360 Feedback Survey

Questionnaires Measuring Delegation:
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

is administering a new web-based survey tool which is designed to gather broad feedback as it relates to core competencies and role responsibilities that are important for the on-going success of our organization. The Leadership Team Members have agreed to participate and are seeking your feedback.

In this regard, you have been selected to provide feedback for the manager listed above. Your feedback is an important part of 's leadership development process. This tool is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

Sample Result Document:
Sample Results
In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

Delegation

Needs
Improvement
Fully
Proficient
Excels/
Role Model
Not
Applicable
  1. Clearly defines duties and tasks to be completed.
  1. Delegates authority and responsibility to subordinates and holds them accountable for their actions.
  1. Encourages and empowers subordinates to use initiative in achieving goals and objectives.
  1. Sets clear and reasonable expectations for others and follows through on their progress.
  1. Defines the roles, responsibilities, required actions, and deadlines for team members.
If [Participant Name] were to make improvements in Delegation, what are your suggestions for how he/she can improve this?

Excellence

Needs
Improvement
Fully
Proficient
Excels/
Role Model
Not
Applicable
  1. Is planful and organized.
  1. Takes a lot of pride in their work.
  1. Demonstrates the functional or technical skills necessary to do their job.
  1. Keeps themselves and others focused on constant improvement.
  1. Can be counted on to add value wherever they are involved.
If [Participant Name] were to make improvements in Excellence, what are your suggestions for how he/she can improve this?

Trustworthy

Needs
Improvement
Fully
Proficient
Excels/
Role Model
Not
Applicable
  1. Seeks to mitigate grievances by clarifying intentions and finding suitable remedies.
  1. Takes care to maintain confidential information.
  1. Consistently keeps commitments.
  1. Demonstrates a sense of responsibility and commitment to public trust.
  1. Works in a way that makes others want to work with her/him.
If [Participant Name] were to make improvements in Trustworthy, what are your suggestions for how he/she can improve this?

Feedback

Needs
Improvement
Fully
Proficient
Excels/
Role Model
Not
Applicable
  1. Accepts the views of others.
  1. Considers other's opinion and suggestions.
  1. Looks to others for input.
  1. Seeks feedback to enhance performance.
  1. Open to the suggestions of others.
If [Participant Name] were to make improvements in Feedback, what are your suggestions for how he/she can improve this?

Co-worker Development

Needs
Improvement
Fully
Proficient
Excels/
Role Model
Not
Applicable
  1. Takes immediate action on poor performance
  1. Sets and clearly communicates expectations, performance goals, and measurements to others
  1. Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Works to identify root causes of performance problems
  1. Provides ongoing feedback to co-workers on their development progress
If [Participant Name] were to make improvements in Co-worker Development, what are your suggestions for how he/she can improve this?

Planning

Needs
Improvement
Fully
Proficient
Excels/
Role Model
Not
Applicable
  1. Anticipates obstacles and ways to overcome them.
  1. Creates effective logistics plans to achieve high operational efficiency.
  1. Assigns the right tasks to the right people and holds them accountable.
  1. Allows input from others for the 5-year plan.
  1. Creates a timeline for events and monitors progress.
If [Participant Name] were to make improvements in Planning, what are your suggestions for how he/she can improve this?



  1. Strengths


  2. Areas for Development


  3. Please give any final comments or suggestions for [Participant Name Here]'s assessment.