hr-survey.com

Developing Others- 360 Degree Feedback Survey Sample #8





Questionnaires Measuring Developing Others:
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

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.

In responding to the assessment form, please think about your experiences working with this individual during the last six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.

When clicking your selection below, try to best fit the manager's actual behaviors to the scale provided.

If you are not sure, or unable to assess, select "Not Applicable" (N/A) option.


Please complete your response by .

Developing Others

Agree Unsure Disagree N/A
  1. Supports the successes of other employees.
  1. Recognizes and celebrates accomplishments of others.
  1. Sets performance objectives for subordinates that encourages development opportunities.
  1. Provides constructive feedback to others.
  1. Is open to receiving feedback.


Continual Learning

Agree Unsure Disagree N/A
  1. Takes the initiative to learn new skills.
  1. Pursues learning that will enhance job performance.
  1. Improves on their skill sets.
  1. Shares best practices with others and learns from others.
  1. Seeks opportunities to grow in skills and knowledge.


Achievement

Agree Unsure Disagree N/A
  1. Makes a plan for getting things done and drives execution of the strategic plan, actively supporting or leading initiatives to closure.
  1. Completes work to given time frame and to budget
  1. Demonstrates a well-organized and timely approach to achieve desired results
  1. Systematically works to improve the organization
  1. Set high standards in their performance


Feedback

Agree Unsure Disagree N/A
  1. Shares past experiences with others as learning opportunities.
  1. Asks others for their ideas and opinions.
  1. Open to the suggestions of others.
  1. Is visible and approachable.
  1. Is easy to approach with ideas and opinions.


Delegation

Agree Unsure Disagree N/A
  1. Entrusts subordinates with important tasks.
  1. Encourages and empowers subordinates to use initiative in achieving goals and objectives.
  1. Clearly defines duties and tasks to be completed.
  1. Allows employees to decide how they wish to complete the tasks.
  1. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee.


Safety

Agree Unsure Disagree N/A
  1. Commits adequate resources toward safety measures.
  1. Performs work safely.
  1. Participates in safety training when available.
  1. Develops safety guidelines for the department.
  1. Identifies predictable hazards in the workplace.


Responsible

Agree Unsure Disagree N/A
  1. Is a person you can trust.
  1. ...takes personal responsibility for results.
  1. Acts as a resource without removing individual responsibility.
  1. Behavior is ethical and honest.
  1. Completes assigned work tasks.


Fiscal Management

Agree Unsure Disagree N/A
  1. Effectively manages appropriations, reporting, purchases, expenditures, payrolls, and staff.
  1. Develops of the department's annual budget.
  1. Develops budgets and plans for various programs and initiatives.
  1. Ensures others follow the correct rules and regulations on fiscal matters.
  1. Effective in using Company's resources.


Global Perspective

Agree Unsure Disagree N/A
  1. Understands how cultures differ and how these differences impact work behavior.
  1. Demonstrates working knowledge of global transactions.
  1. Sets the example for team on importance of cultural awareness.
  1. Considers customers point of view when making decisions.
  1. Applies knowledge of overseas markets.



  1. Overall, please rate the effectiveness of [Participant Name Here].






  2. Strengths


  3. Areas for Development


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