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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. Makes sure that employees understand how their work relates to organizational goals.
  1. Maintains self-control when personally criticized.
  1. Aligns the department's goals with the goals of the organization.
  1. Sets appropriate goals for employees.
  1. Maintains focus when handling several problems or tasks simultaneously.
  1. Stays focused even when under pressure and stress.
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. Initiates probationary actions for employees with sub-par performance.
  1. Sets performance expectations that are clear, specific and concise.
  1. Records production quotas on a daily basis.
  1. Ensures team members understand the department goals.
  1. Sets challenging goals and objectives.
  1. Measures job performance of subordinates against defined goals and objectives.
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. Easily accepts new responsibilities.
  1. Is aware of changes to the policies and procedures.
  1. Adjusts to the new vision and mission of the company.
  1. Adapts quickly to new situations.
  1. Adjusts plans to meet new situations.
  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?

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Encourages risk taking and experimentation to improve performance
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
  1. Displays high energy and enthusiasm on consistent basis.
  1. Motivates others to achieve or exceed goals
  1. Seeks and utilizes opportunities for continuous learning and self-development.
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. Inspires the project implementation team to achieve success.
  1. Manages various facets of the project to keep it on track with the delivery date.
  1. Creates the metrics used to measure progress on the project.
  1. Monitors timelines and milestones to ensure set benchmarks are met.
  1. Communicates the results of the project, at the conclusion, to all stakeholders.
  1. Holds meetings with supply-chain vendors regarding acquisition of resources.
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. Is open minded and receptive to considering opposing evidence.
  1. Verifies that information is accurate and updated.
  1. Identifies trends and patterns in data can lead to valuable insights and strategic decisions.
  1. Seeks to understand where potential problems may occur.
  1. Ensures staff records financial transactions accurately and completely.
  1. Makes graphs and charts to explain data clearly.
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. Produces high quality work.
  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.
  1. Keeps themselves and others focused on constant improvement.
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. Gives employees the resources they need to complete the job.
  1. Enables employees to take on more challenging roles.
  1. Delegates authority to employees and allows them to make their own decisions.
  1. Trusts employees with important responsibilities.
  1. Gives new tasks to employees.
  1. Assigns tasks that allow employees to use their critical thinking skills.
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.