hr-survey.com

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


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)
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. Makes sure that employees understand and identify with the team's mission.
  1. Makes sure that employees understand how their work relates to organizational goals.
  1. Stays focused even when under pressure and stress.
  1. Excellent at managing time.
  1. Maintains self-control when personally criticized.


Delegation

Definite Strength Meets Standards Needs Development N/A
  1. Allows subordinates to use their own methods and procedures.
  1. Tells subordinates what to do, not how to do it.
  1. Sets clear and reasonable expectations for others and follows through on their progress.
  1. Delegates authority and responsibility to subordinates and holds them accountable for their actions.
  1. Defines the roles, responsibilities, required actions, and deadlines for team members.


Accountability

Definite Strength Meets Standards Needs Development N/A
  1. Implements and facilitates controls and processes that maintain the integrity of the organization.
  1. Keeps supervisor informed of recent events.
  1. Can be counted on to do what they say they are going to do.
  1. Takes responsibility for results.
  1. Acts like an owner when they make decisions.


Integrity

Definite Strength Meets Standards Needs Development N/A
  1. Demonstrates honesty and truthfulness at all times.
  1. Accepts responsibility for mistakes.
  1. Fosters an environment built upon trust.
  1. Establishes relationships of trust, honesty, fairness, and integrity.
  1. Protects the integrity and confidentiality of information


Professional Development

Definite Strength Meets Standards Needs Development N/A
  1. Keep themselves up-to-date of technical/professional issues
  1. Seeks opportunities for professional development.
  1. Quickly acquire and apply new knowledge and skills when needed
  1. Demonstrate enthusiasm and a willingness to learn new skills and knowledge
  1. Seeks opportunities for continuous learning.


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. Takes ownership and accountability for results
  1. Able to influence others.
  1. Effectively leads others.
  1. Highly effective supervisor.


Innovation

Definite Strength Meets Standards Needs Development N/A
  1. Builds upon the ideas and solutions of others.
  1. Implements best practices within the department.
  1. Offers constructive improvements to existing systems.
  1. Challenges current procedures to develop other alternatives.
  1. Suggests new ideas at meetings.


Technical

Definite Strength Meets Standards Needs Development N/A
  1. Willingly shares information and expertise; sought out as resource by others
  1. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices
  1. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
  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. Demonstrates mastery of the technical competencies required in his/her work.


Safety

Definite Strength Meets Standards Needs Development N/A
  1. Participates in safety training when available.
  1. Supports our company's safety programs.
  1. Develops a culture of safety.
  1. Keeps accurate safety records.
  1. Develops a sustainable safety culture.


Coaching

Definite Strength Meets Standards Needs Development N/A
  1. Conducts regular performance appraisals and feedback.
  1. Addresses employee behavior problems effectively.
  1. Coaches employees in how to strengthen knowledge and skills to improve work performance.
  1. Helps employees to maintain high personal standards.
  1. Develops the skills and capabilities of others.



  1. Overall, please rate the effectiveness of .






  2. Strengths


  3. Areas for Development


  4. Please give any final comments or suggestions for 's assessment.