hr-survey.com

Emotional Intelligence - 360 Degree Feedback Survey Sample #8





Questionnaires Measuring Emotional Intelligence:
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 .

Emotional Intelligence

Agree Unsure Disagree N/A
  1. Is able to express themselves clearly.
  1. Accurately perceives the emotional reactions of others.
  1. Is attentive to emotional cues and interprets others' feelings correctly.
  1. Able to understand others' points of view.
  1. Is able to control their own emotions.


Continual Improvement

Agree Unsure Disagree N/A
  1. Looks for ways to expand and learn new job skills.
  1. Looks for ways to expand current job responsibilities.
  1. Looks for ways to improve work processes and procedures.
  1. Analyzes processes to determine areas for improvement.
  1. Encourages an employee culture of continuous improvement to seek out better ways of doing things.


Innovation

Agree Unsure Disagree N/A
  1. Encourages open communication to ensure that all proposals are considered.
  1. Implements best practices within the department.
  1. Analyzes current procedures and identifies opportunities for improvement.
  1. Suggests new ideas at meetings.
  1. Searches for opportunities and innovative ways to improve the organization.


Achievement

Agree Unsure Disagree N/A
  1. Completes work to given time frame and to budget
  1. Follows-up and takes action when goals are not met to ensure better results in the future.
  1. Set high standards in their performance
  1. Schedules time for self and others to optimize high priority and long term actions. Monitors progress towards business goals.
  1. Completes work to a high technical standard


Project Management

Agree Unsure Disagree N/A
  1. Develops performance measures for various aspects of the project.
  1. Responds quickly and appropriately to unforeseen problems.
  1. Anticipates potential problems and institutes controls and contingency plans to address them.
  1. Defines project outcomes based on customer requirements.
  1. Able to adjust project schedule as needed to accommodate unforeseen issues.


Excellence

Agree Unsure Disagree N/A
  1. Keeps themselves and others focused on constant improvement.
  1. Can be counted on to add value wherever they are involved.
  1. Demonstrates the analytical skills to do their job.
  1. Takes a lot of pride in their work.
  1. Demonstrates the functional or technical skills necessary to do their job.


Client Focus

Agree Unsure Disagree N/A
  1. Maintains strong relationships with clients.
  1. Obtains feedback to ensure client needs are being met.
  1. Is pro-active in dealing with clients and addressing their needs.
  1. Forms strong client relationships
  1. Satisfies client needs.


Negotiation

Agree Unsure Disagree N/A
  1. Understands the expectations of other parties in the negotiation.
  1. Able to influence others to accept certain positions.
  1. Maintains communication channels between parties in the negotiation.
  1. Resolves difficult negotiations whether it is a contract, sub contract, legal or any other difficult negotiation fairly and reasonably.
  1. Researches the needs of the other party to identify strengths and weaknesses of positions.


Organizational Fluency

Agree Unsure Disagree N/A
  1. Able to explain departmental policies and procedures to others.
  1. Adept at navigating within the culture of the department.
  1. Gets things done through the department.
  1. Able to use corporate politics to advance department objectives.
  1. Able to deal with sensitive issues with tact and professionalism.



  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.