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. Helps guide employees with prioritizing tasks.
  1. Functions well under stress, deadlines, and/or significant workloads.
  1. Maintains focus when handling several problems or tasks simultaneously.
  1. Maintains self-control when personally criticized.
  1. Excellent at managing time.
  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. Provides employees with necessary resources to accomplish their goals.
  1. Aligns individual and team goals with the organization's goals and objectives.
  1. Acknowledges employee contributions that support the bottom line.
  1. Establishes measures of performance.
  1. Adjusts performance goals as needed to meet the demands of the department/organization.
  1. Ensures that team goals are met 85 percent of the time.
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. Adjusts plans or schedules to deal with changing situations.
  1. Is flexible and open minded in dealing with others.
  1. Ability to recognize the potential benefits of change, and create an infrastructure which supports change.
  1. Able to quickly learn new ways of performing their job.
  1. Able to work effectively with new people and new teams.
  1. Flexible and adaptable when confronted with unexpected changes.
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. Completes a large volume of work.
  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 work on time
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
  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. Maintains costs and expenses within budget limits.
  1. Responds quickly and appropriately to unforeseen problems.
  1. Organizes, plans, and directs resources to accomplish the goals and objectives.
  1. Defines project outcomes based on customer requirements.
  1. Inspires others to accomplish goals and objectives.
  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. Uses data from a variety of sources.
  1. Implements a variety of data gathering techniques.
  1. Gathers information from a variety of sources.
  1. Uses standard data collection practices.
  1. Uses current data for decision making.
  1. Analyzes issues and reduces them to their component parts.
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. Takes a lot of pride in their work.
  1. Produces high quality work.
  1. Is planful and organized.
  1. Keeps themselves and others focused on constant improvement.
  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. Gives employees autonomy to complete tasks on their own.
  1. Avoids micromanaging their employees.
  1. Trusts employees are able to complete assigned tasks.
  1. Gives responsibility for making important decisions to employees.
  1. Trusts employees to make the right decisions when given the chance.
  1. Distributes the workload to subordinates.
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.