hr-survey.com

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. Functions well under stress, deadlines, and/or significant workloads.
  1. Maintains focus when handling several problems or tasks simultaneously.
  1. Excellent at managing time.
  1. Helps guide employees with prioritizing tasks.
  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.
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. Routinely holds audits of performance on a weekly or monthly basis.
  1. Performs thorough and timely employee performance reviews.
  1. Addresses poor performance sooner rather than later.
  1. Acknowledges employee contributions that support the bottom line.
  1. Ensures employees understand how work is to be completed.
  1. Sets long and short term goals.
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 respond to incidents without stopping the workflow.
  1. Handles unexpected events without a loss of productivity.
  1. Adjusts to new plans and procedures.
  1. Learns from personal experiences and/or mistakes.
  1. Effective in working with different personnel of the team.
  1. Is aware of changes in the environment.
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. Conveys a sense of urgency about addressing problems and opportunities
  1. Encourages risk taking and experimentation to improve performance
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Completes a large volume of work.
  1. Motivates others to achieve or exceed goals
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. Works with customers and clients to assess their needs and define project parameters.
  1. Organizes, plans, and directs resources to accomplish the goals and objectives.
  1. Maintains costs and expenses within budget limits.
  1. Inspires others to accomplish goals and objectives.
  1. Defines project outcomes based on customer requirements.
  1. Anticipates potential problems and institutes controls and contingency plans to address them.
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. Gathers information from a variety of sources.
  1. Validates the accuracy of data collected.
  1. Uses a variety of data collection methods.
  1. Implements a variety of data gathering techniques.
  1. Identifies problems and issues needing resolution.
  1. Determines important parameters or issues to take into account when solving 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. Produces high quality work.
  1. Demonstrates the analytical skills to do their job.
  1. Is planful and organized.
  1. Keeps themselves and others focused on constant improvement.
  1. Can be counted on to add value wherever they are involved.
  1. Demonstrates the functional or technical skills necessary 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. Is aware of the skill levels of others.
  1. Gives responsibility for making important decisions to employees.
  1. Expresses confidence in the abilities of others.
  1. Distributes the workload to subordinates.
  1. Provides support and resources needed to accomplish goals.
  1. Allows individuals to be responsible for their decisions.
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.