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)
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


Establishing Focus/Direction

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Aligns the department's goals with the goals of the organization.
  1. Maintains focus when handling several problems or tasks simultaneously.
  1. Sets appropriate goals for employees.
  1. Makes sure that employees understand and identify with the team's mission.
  1. Maintains self-control when personally criticized.
  1. Helps guide employees with prioritizing tasks.
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. Recognizes team members when they contribute significantly to the team.
  1. Rewards individuals who show imagination in developing creative solutions to problems.
  1. Performs thorough and timely employee performance reviews.
  1. Addresses poor performance sooner rather than later.
  1. Is consistent in disciplinary/corrective actions.
  1. Determines the Objectives and Key Results (OKRs) needed for the position.
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. Is flexible and open minded in dealing with others.
  1. Adjusts plans as needed based on changing conditions.
  1. Adapts quickly to new situations.
  1. Can take on new assignments.
  1. Adjusts to the new vision and mission of the company.
  1. Works effectively in dynamic and changing work environments.
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. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Motivates others to achieve or exceed goals
  1. Completes work on time
  1. Completes a large volume of work.
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
  1. Conveys a sense of urgency about addressing problems and opportunities
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. Establishes the sequence of steps needed to complete the project.
  1. Accurately determines the number of engineers required for the project.
  1. Able to adjust project schedule as needed to accommodate unforeseen issues.
  1. Communicates with the necessary stakeholders if the budget targets are missed.
  1. Monitors timelines and milestones to ensure set benchmarks are met.
  1. Creates the implementation strategy for 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. Analyzes data using statistical methods.
  1. Looks for trends in the data.
  1. Examines problems in depth and from multiple points of view.
  1. Validates the accuracy of data collected.
  1. Balances risks and costs with the rewards and probabilities of success when decisions.
  1. Uses appropriate techniques to solve problems.
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. Demonstrates the analytical skills to do their job.
  1. Can be counted on to add value wherever they are involved.
  1. Demonstrates the functional or technical skills necessary to do their job.
  1. Produces high quality work.
  1. Takes a lot of pride in their work.
  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. Allows employees to organize their schedule to best accomplish the job.
  1. Helps employees advance their skills so that they can have more autonomy.
  1. Creates a culture where employees are given the opportunity to take the initiative and make impactful decisions.
  1. Enables team members to make their own decisions on the project.
  1. Assigns tasks that allow employees to use their critical thinking skills.
  1. Gives employees input into the decision making process.
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.