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HR-Survey > 360-Degree Feedback > Competency Model > Establishing Focus/Direction

Establishing Focus/Direction - 360 Degree Feedback Survey Sample #8





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)
Instructions

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of [Participant Name Here]'s leadership development process. This tool 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 assessment form, please think about your experiences working with this individual during the last six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

Competencies Included:
Establishing Focus/Direction, Managing Performance, Flexibility, Passion To Learn, Analytical, Results Oriented, Objectives, Client Focus, Customer Focus, Partnering/Networking
Sample Result Document:
Sample Results
Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.

When clicking your selection below, try to best fit the manager's actual behaviors to the scale provided.

If you are not sure, or unable to assess, select "Not Applicable" (N/A) option.


Please complete your response by March 21.
Edit this Survey
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Establishing Focus/Direction

 Agree Unsure Disagree N/A
  1. Maintains self-control when personally criticized.
Agree
Unsure
Disagree
N/A
  1. Functions well under stress, deadlines, and/or significant workloads.
Agree
Unsure
Disagree
N/A
  1. Stays focused even when under pressure and stress.
Agree
Unsure
Disagree
N/A
  1. Helps guide employees with prioritizing tasks.
Agree
Unsure
Disagree
N/A
  1. Makes sure that employees understand how their work relates to organizational goals.
Agree
Unsure
Disagree
N/A


Managing Performance

 Agree Unsure Disagree N/A
  1. Records production quotas on a daily basis.
Agree
Unsure
Disagree
N/A
  1. Informs the employee of the required sales/production targets.
Agree
Unsure
Disagree
N/A
  1. Establishes measures of performance.
Agree
Unsure
Disagree
N/A
  1. Aligns individual and team performance expectations with the organization's expectations.
Agree
Unsure
Disagree
N/A
  1. Participates in training as needed to improve job performance.
Agree
Unsure
Disagree
N/A


Flexibility

 Agree Unsure Disagree N/A
  1. Able to change the workflow as needed to facilitate changes in regulations or policies.
Agree
Unsure
Disagree
N/A
  1. Is open to alternative ways to accomplish goals
Agree
Unsure
Disagree
N/A
  1. Demonstrates the ability to think outside the box and adjust as needed.
Agree
Unsure
Disagree
N/A
  1. Willing to deviate from rigid plans and consider a variety of methods, ensuring the most effective solution is applied.
Agree
Unsure
Disagree
N/A
  1. Possesses a high degree of flexibility to meet the challenges posed by unforeseen circumstances.
Agree
Unsure
Disagree
N/A


Passion To Learn

 Agree Unsure Disagree N/A
  1. Demonstrates through personal behavior the commitment to high standards of performance.
Agree
Unsure
Disagree
N/A
  1. Recognizes own areas for development and consciously seeks assignments that will provide practice in areas of developmental need.
Agree
Unsure
Disagree
N/A
  1. Enhances value to the company through additional training and development.
Agree
Unsure
Disagree
N/A
  1. Is open to feedback from others.
Agree
Unsure
Disagree
N/A
  1. Stays up-to-date on emerging technologies.
Agree
Unsure
Disagree
N/A


Analytical

 Agree Unsure Disagree N/A
  1. Is comfortable working with numbers and data.
Agree
Unsure
Disagree
N/A
  1. Calculates and interprets financial ratios (such as liquidity ratios, profitability ratios, and leverage ratios) to assess the financial health of the company.
Agree
Unsure
Disagree
N/A
  1. Selects the appropriate techniques for analysis.
Agree
Unsure
Disagree
N/A
  1. Considers both risks and costs alongside the potential benefits and success rates when making decisions.
Agree
Unsure
Disagree
N/A
  1. Determines averages and trends in the data.
Agree
Unsure
Disagree
N/A


Results Oriented

 Agree Unsure Disagree N/A
  1. Measures progress toward the goal.
Agree
Unsure
Disagree
N/A
  1. Helps others when free-time is available.
Agree
Unsure
Disagree
N/A
  1. Sets objectives for the department.
Agree
Unsure
Disagree
N/A
  1. Pursues performance benchmarks despite obstacles and setbacks.
Agree
Unsure
Disagree
N/A
  1. Does not become distracted by non-issues or interruptions.
Agree
Unsure
Disagree
N/A


Objectives

 Agree Unsure Disagree N/A
  1. Encourages me to take on greater responsibility.
Agree
Unsure
Disagree
N/A
  1. Ability to establish realistic goals.
Agree
Unsure
Disagree
N/A
  1. Able to organize work.
Agree
Unsure
Disagree
N/A
  1. Assures [Company] principles are understood, employed & pursued.
Agree
Unsure
Disagree
N/A
  1. Works toward achieving established goals and objectives.
Agree
Unsure
Disagree
N/A


Client Focus

 Agree Unsure Disagree N/A
  1. Creates innovative solutions to meet client needs.
Agree
Unsure
Disagree
N/A
  1. Provides excellent service to clients.
Agree
Unsure
Disagree
N/A
  1. Is committed to the success of the client.
Agree
Unsure
Disagree
N/A
  1. Meets with clients on a regular basis.
Agree
Unsure
Disagree
N/A
  1. Understands what resources are needed to meet client needs.
Agree
Unsure
Disagree
N/A


Customer Focus

 Agree Unsure Disagree N/A
  1. Puts customer's needs first.
Agree
Unsure
Disagree
N/A
  1. Ensures customers are comfortable with the services provided.
Agree
Unsure
Disagree
N/A
  1. Makes sure customer needs are understood by the team members.
Agree
Unsure
Disagree
N/A
  1. Is focused on improving customer services.
Agree
Unsure
Disagree
N/A
  1. Engages with customers on multiple levels.
Agree
Unsure
Disagree
N/A


Partnering/Networking

 Agree Unsure Disagree N/A
  1. Involves others in communications about any changing process.
Agree
Unsure
Disagree
N/A
  1. Forms strategic alliances with firms that specialize in areas that are complementary or help the company.
Agree
Unsure
Disagree
N/A
  1. Supports and encourages relationships that are created by diverse team members.
Agree
Unsure
Disagree
N/A
  1. Facilitates cross-functional collaboration and information sharing between various stakeholders.
Agree
Unsure
Disagree
N/A
  1. Defines a partnering strategy for identifying and selecting a partner.
Agree
Unsure
Disagree
N/A



  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.