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HR-Survey > 360-Degree Feedback > Competency Model > Establishing Focus/Direction

Establishing Focus/Direction - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Establishing Focus/Direction:
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:
Establishing Focus/Direction, Managing Performance, Adaptability, Bias for Action, Project Management, Analytical, Excellence, Empowering Others
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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Establishing Focus/Direction

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Creates well articulated goals for the team to pursue.
  1. Breaks down larger tasks into smaller ones to help employees maintain focus.
  1. Develops frameworks and systems to guide the organization toward achieving its goals.
  1. Determines the best approach for achieving goals.
  1. Is flexible and ready to adjust strategies in response to changing circumstances.
  1. Secures cross-functional support or external partnerships to supplement internal resources.
If [Participant Name] were to make improvements in Establishing Focus/Direction, what are your suggestions for how he/she can improve this?

Managing Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Ensures team members receive rewards for positive performance accomplishments.
  1. Uses weekly staff meetings to assess performance of key responsibilities.
  1. Ensures employees are trained in areas where performance may be lacking.
  1. Assesses employee performance against defined standards.
  1. Measures job performance of subordinates against defined goals and objectives.
  1. Establishes indicators to measure levels of performance.
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. Will stop what they are doing to help colleagues in need.
  1. Willing to change priorities as needed to reach consensus.
  1. Changes to meet new priorities within the department/organization.
  1. Handles unexpected events without a loss of productivity.
  1. Works effectively with various personalities of team members.
  1. Uses a variety of tools and equipment to service the machines/products.
If [Participant Name] were to make improvements in Adaptability, what are your suggestions for how he/she can improve this?

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Uses time management to focus on the most critical tasks and allocate time effectively to ensure they are completed.
  1. Develops goals and initiates actions instead of being constrained by the situation.
  1. Completes a large volume of work.
  1. Recognizes opportunities for improvement or areas that need attention.
  1. Takes the initiative to get things done.
  1. Driven to get things done.
If [Participant Name] were to make improvements in Bias for Action, what are your suggestions for how he/she can improve this?

Project Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Estimates the duration for each phase of the project.
  1. Identifies the potential risks for each phase of the project.
  1. Determines the appropriate strategy for mitigating specific risks.
  1. Monitors finances to ensure optimal use of project funds.
  1. Prepares and utilizes QC Checklists to ensure high quality.
  1. Uses appropriate software tools to assist in managing the project.
If [Participant Name] were to make improvements in Project Management, what are your suggestions for how he/she can improve this?

Analytical

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Ensures that information is current and up-to-date.
  1. Looks for trends in the data.
  1. Asks the "right" questions to size up or evaluate situations.
  1. Formats data to facilitate easy comparisons.
  1. Seeks to understand where potential problems may occur.
  1. Recognizes areas of missing data and suggests other ways to obtain the needed information.
If [Participant Name] were to make improvements in Analytical, what are your suggestions for how he/she can improve this?

Excellence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Can be counted on to add value wherever they are involved.
  1. Keeps themselves and others focused on constant improvement.
  1. Demonstrates the functional or technical skills necessary to do their job.
  1. Takes a lot of pride in their work.
  1. Is planful and organized.
  1. Demonstrates the analytical skills to do their job.
If [Participant Name] were to make improvements in Excellence, what are your suggestions for how he/she can improve this?

Empowering Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Demonstrates confidence in the abilities of subordinates.
  1. Ensures employees understand what is being assigned to them.
  1. Allows employees to organize their schedule to best accomplish the job.
  1. Sets clear goals for others to accomplish.
  1. Encourages employees to take the initiative when responding to an issue.
  1. Encourages employees to solve problems on their own.
If [Participant Name] were to make improvements in Empowering Others, 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.