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. Makes sure that employees understand how their work relates to organizational goals.
  1. Aligns the department's goals with the goals of the organization.
  1. Stays focused even when under pressure and stress.
  1. Excellent at managing time.
  1. Maintains focus when handling several problems or tasks simultaneously.
  1. Makes sure that employees understand and identify with the team's mission.
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. Effectively uses the current performance review process.
  1. Recognizes team members when they contribute significantly to the team.
  1. Adjusts performance goals as needed to meet the demands of the department/organization.
  1. Rewards employees for exceeding goals.
  1. Requires employees to participate in additional job training as part of a remediation program.
  1. Identifies specific actions to be addressed through the remediation plan.
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. Able to quickly learn new ways of performing their job.
  1. Adjusts tactics and strategies.
  1. Can take on new assignments.
  1. Handles changes easily.
  1. Continually trying to improve skills to remain current.
  1. Adjusts tactics when things are not working as expected.
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. Displays high energy and enthusiasm on consistent basis.
  1. Encourages risk taking and experimentation to improve performance
  1. Completes work on time
  1. Conveys a sense of urgency about addressing problems and opportunities
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
  1. Identifies ways to simplify work processes and reduce cycle times
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. Identifies the source materials that will be needed.
  1. Identifies potential risks that could pose challenges to the project timeline.
  1. Researches potential solutions to meet the constraints of the project.
  1. Has detailed knowledge about the project and can adapt the project plan as needed.
  1. Investigates potential risks of different courses of action.
  1. Identifies risks to each phase of 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 issues and reduces them to their component parts.
  1. Can effectively interpret and analyze data.
  1. Recognizes patterns, draws logical conclusions, and makes recommendations for action.
  1. Actively seeks constructive feedback from others.
  1. Uses appropriate techniques to solve problems.
  1. Uses standard data collection practices.
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. Is planful and organized.
  1. Demonstrates the functional or technical skills necessary to do their job.
  1. Produces high quality work.
  1. Demonstrates the analytical skills to do their job.
  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. Creates opportunities for employees to exercise their independence.
  1. Values the input from others.
  1. Recognizes that employees may need flexibility in their working hours.
  1. Avoids micromanaging their employees.
  1. Creates a culture where employees are given the opportunity to take the initiative and make impactful decisions.
  1. Allows employees to participate in the workload of the department.
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.