hr-survey.com

Establishing Focus/Direction - 360 Degree Feedback Survey Sample #5





360-Degree Assessment 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)
Dear Employee:

Thank you for providing feedback for the recipient above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Rate each item using the scale shown. If you don't feel you have enough first-hand information to rate a certain item, please choose the Not Applicable option. Comments can be very helpful; at a minimum where you give a particularly high or low rating, please share your reasons in the Closing Comments section. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing development.

Sample Result Document:
Sample Results
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.

Please ensure that your submission is made by .

Thank you for your participation in the survey.

Management Team



Edit this Survey
Would you like to edit this survey? Click here to begin.

Establishing Focus/Direction

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Sets appropriate goals for employees.
  1. Makes sure that employees understand how their work relates to organizational goals.
  1. Functions well under stress, deadlines, and/or significant workloads.
  1. Aligns the department's goals with the goals of the organization.
  1. Maintains focus when handling several problems or tasks simultaneously.


Regulatory/Compliance

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Coordinates the execution of compliance strategies across departments.
  1. Develops the appropriate incentives (or disincentives) for regulatory compliance.
  1. Creates a standardized response protocol for responding to compliance related issues.
  1. Offers training to employees to ensure they are complying with regulations.
  1. Ensures operations meet government and industry requirements/standards.


Developing Others

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Provides constructive feedback to others.
  1. Assigns tasks and responsibilities to develop skills of others.
  1. Creates a work environment that fosters positive feedback to employees.
  1. Sets performance objectives for subordinates that encourages development opportunities.
  1. Recognizes and celebrates accomplishments of others.


Partnering/Networking

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Facilitates cross-functional collaboration and information sharing between various stakeholders.
  1. Seeks to reduce institutional roadblocks to information sharing.
  1. Searches for a common solution to shared problems or issues.
  1. Forms strategic alliances with firms that specialize in areas that are complementary or help the company.
  1. Provides expertise that may be lacking in other partners or other parts of the network.


Recognition

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Readily shares credit and gives others opportunity for visibility.
  1. Compliments other people when they do good work
  1. Recognizes the abilities and skills of self and others
  1. Recognizes individuals for a specific outstanding achievement.
  1. Finds opportunities to recognize others.


Others

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. ...treats others with respect and dignity.
  1. Consistently demonstrates ability and willingness to trust others.
  1. Able to see issues from others' perspectives.
  1. Supports the efforts of other employees in implementing solutions to problems.
  1. Treats others with respect and dignity.


Organizational Fluency

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Able to explain departmental policies and procedures to others.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
  1. Able to deal with sensitive issues with tact and professionalism.
  1. Gets things done through the department.
  1. Able to use corporate politics to advance department objectives.


Global Perspective

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Able to listen and understand others and discuss issues in a respectful way.
  1. Creates an environment where individual differences are valued and supported.
  1. Works well with others from different cultural backgrounds.
  1. Exemplifies the skills of a global worker.
  1. Understands how cultures differ and how these differences impact work behavior.



  1. Overall, please rate the effectiveness of [Participant Name Here].






  2. Strengths


  3. Areas for Development


  4. Please give any final comments or suggestions for [Participant Name Here]'s assessment.