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Establishing Focus/Direction - 360 Degree Feedback Survey Sample #9





360 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

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 comment section for that competency. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing 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.

Establishing Focus/Direction

Definite Strength Meets Standards Needs Development N/A
  1. Functions well under stress, deadlines, and/or significant workloads.
  1. Helps guide employees with prioritizing tasks.
  1. Stays focused even when under pressure and stress.
  1. Excellent at managing time.
  1. Makes sure that employees understand how their work relates to organizational goals.


Delegation

Definite Strength Meets Standards Needs Development N/A
  1. Allows employees to decide how they wish to complete the tasks.
  1. Allows subordinates to use their own methods and procedures.
  1. Encourages and empowers subordinates to use initiative in achieving goals and objectives.
  1. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee.
  1. Defines the roles, responsibilities, required actions, and deadlines for team members.


Accountability

Definite Strength Meets Standards Needs Development N/A
  1. Takes responsibility for results.
  1. Accepts accountability for their actions and results.
  1. Defines roles, rights, and responsibilities of employees.
  1. Holds team accountable to meeting goals.
  1. Tackles issues head on and finds solutions.


Integrity

Definite Strength Meets Standards Needs Development N/A
  1. Maintains strong relationships with others.
  1. Accepts responsibility for mistakes.
  1. Demonstrates sincerity in actions with others.
  1. Does what was promised.
  1. Fosters an environment built upon trust.


Professional Development

Definite Strength Meets Standards Needs Development N/A
  1. Allows employees to fully participate in employee training and professional development.
  1. Seeks opportunities for continuous learning.
  1. Seeks opportunities for professional development.
  1. Contributing fully to the extent of their skills
  1. Keep themselves up-to-date of technical/professional issues


Leadership

Definite Strength Meets Standards Needs Development N/A
  1. Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.
  1. Gives direct, constructive, and actionable feedback.
  1. Highly effective supervisor.
  1. Acts decisively in implementing decisions.
  1. Able to influence others.


Innovation

Definite Strength Meets Standards Needs Development N/A
  1. Searches for opportunities and innovative ways to improve the organization.
  1. Implements best practices within the department.
  1. Analyzes current procedures and identifies opportunities for improvement.
  1. Challenges current procedures to develop other alternatives.
  1. Creates a safe environment for idea-sharing.


Technical

Definite Strength Meets Standards Needs Development N/A
  1. Demonstrates mastery of the technical competencies required in his/her work.
  1. Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice.
  1. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices
  1. Is knowledgeable of procedures or systems necessary for the job.
  1. Willingly shares his/her technical expertise; sought out as resource by others


Safety

Definite Strength Meets Standards Needs Development N/A
  1. Mitigates hazards and safety issues that arise.
  1. Supports safety programs and procedures.
  1. Commits adequate resources toward safety measures.
  1. Develops safety guidelines for the department.
  1. Creates accurate and effective measures of safety.


Coaching

Definite Strength Meets Standards Needs Development N/A
  1. Helps employees to understand responsibilities, authority, and expectations.
  1. Conducts regular performance appraisals and feedback.
  1. Coaches employees in how to strengthen knowledge and skills to improve work performance.
  1. Meets regularly with employees to coach them on areas that will enhance their performance
  1. Provides clear, motivating, and constructive feedback.



  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.