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Employee Relations- 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Surveys Measuring Employee Relations:
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:
Employee Relations, Passion To Learn, Emotional Intelligence, Managing Performance, Adaptability, Initiative, Time Management, Juggling Multiple Responsibilities, Managing Risk, Client Focus
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
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Employee Relations

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Facilitates Labor and Management working together to achieve the Company vision.
  1. Regularly invites employees to share their perspective on company leadership and to suggest ways leadership could better support them.
  1. Works with union representatives to create a positive working environment for employees.
  1. Maintains formal labor relations governed by collective bargaining.
  1. Works with the union representatives in a fair and equitable manner.
If [Participant Name] were to make improvements in Employee Relations, what are your suggestions for how he/she can improve this?

Passion To Learn

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Will participate in training classes even if offered outside of normal working hours.
  1. Creates an environment that supports personal development and exploration.
  1. Is committed to enhancing their own knowledge and skills.
  1. Stays up-to-date on emerging technologies.
  1. Inspires others to learn new things.
If [Participant Name] were to make improvements in Passion To Learn, what are your suggestions for how he/she can improve this?

Emotional Intelligence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
  1. Able to understand others' points of view.
  1. Is able to manage their own emotions.
  1. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
  1. Is attentive to emotional cues and interprets others' feelings correctly.
If [Participant Name] were to make improvements in Emotional Intelligence, what are your suggestions for how he/she can improve this?

Managing Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Effectively uses the current performance review process.
  1. Administers the performance rewards program in a fair and equitable manner.
  1. Creates clear standards that are understandable and fair.
  1. Initiates a performance improvement plan for underperforming subordinates.
  1. Ensures employees understand how work is to be completed.
If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?

Adaptability

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Adjusts to the new vision and mission of the company.
  1. Adjusts plans to meet new situations.
  1. Adapts to novel, dynamic, and changing situations requiring creative solutions to new problems.
  1. Able to use new features of software applications to analyze data.
  1. Develops insights and applies innovative solutions to projects and problems.
If [Participant Name] were to make improvements in Adaptability, what are your suggestions for how he/she can improve this?

Initiative

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Does things without being told.
  1. Confronts problems immediately without supervisor instructions.
  1. Takes actions without having to be told to do so.
  1. Volunteers time and effort toward the completion of important goals.
  1. Immediately informs the HR Department of any personnel complaints or issues.
If [Participant Name] were to make improvements in Initiative, what are your suggestions for how he/she can improve this?

Time Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Prioritizes tasks to identify immediate and long-term objectives.
  1. Anticipates problems and resolves them before they negatively impact the schedule.
  1. Delegates simple tasks to employees so the manager can focus on more complex tasks.
  1. Allocates full attention to completing critical tasks.
  1. Uses scripts or software tools to automate computer centered processes.
If [Participant Name] were to make improvements in Time Management, what are your suggestions for how he/she can improve this?

Juggling Multiple Responsibilities

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Uses a scheduler/planner to keep tasks organized and on time.
  1. Avoids bottlenecks in progress by assigning multiple individuals to critical tasks.
  1. Ranks the importance of tasks to make sure critical tasks are completed first.
  1. Assigns tasks based on skills of team members.
  1. Prioritizes tasks for efficiency.
If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, what are your suggestions for how he/she can improve this?

Managing Risk

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Communicates the protocols.
  1. Takes calculated risks by effectively recognizing and managing them.
  1. Designs risk management activities that support the success of the company.
  1. Presents regular/monthly reports to the audit committee.
  1. Evaluates risks against acceptable risk levels.
If [Participant Name] were to make improvements in Managing Risk, what are your suggestions for how he/she can improve this?

Client Focus

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to handle difficult clients.
  1. Keeps the client informed of all progress.
  1. Accepts responsibility for ensuring client satisfaction.
  1. Obtains feedback to ensure client needs are being met.
  1. Is focused on improving client services.
If [Participant Name] were to make improvements in Client Focus, 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.