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

Establishing Focus/Direction - 360 Degree Feedback Survey Sample #13





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)
Survey 14 (4-point scale; N/A)
Instructions

You are being requested to provide valuable feedback on the manager listed above. Your insights and observations are a crucial element in our continuous efforts to enhance our performance through this leadership development program. This feedback tool has been carefully designed to gather detailed and comprehensive input on the core competencies and role responsibilities that are integral to the ongoing success and growth of our organization.

We believe that your unique perspective, based on your interactions and experiences with this manager, will contribute significantly to identifying strengths, areas for improvement, and opportunities for professional growth. Your feedback will help us foster a culture of excellence, accountability, and continuous improvement within our leadership team.

As you complete the assessment form, please reflect on your interactions with this individual over the past six to twelve months. Your responses will be combined with feedback from others and presented to the manager to aid in their ongoing development. Rest assured, your comments will be shared anonymously, exactly as you write them.

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.

Competencies Included:
Establishing Focus/Direction, Continual Improvement, Feedback, Attitude, Initiative, Interpersonal Skills, Trustworthy
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 .

Establishing Focus/Direction

 Strongly
Disagree		 Disagree Agree Strongly
Agree
  1. Makes sure that employees understand and identify with the team's mission.
  1. Excellent at managing time.
  1. Aligns the department's goals with the goals of the organization.
  1. Stays focused even when under pressure and stress.
  1. Maintains self-control when personally criticized.
  1. Functions well under stress, deadlines, and/or significant workloads.
  1. Helps guide employees with prioritizing tasks.
  1. Makes sure that employees understand how their work relates to organizational goals.
  1. Maintains focus when handling several problems or tasks simultaneously.


Continual Improvement

 Strongly
Disagree		 Disagree Agree Strongly
Agree
  1. Promotes training and development opportunities to enhance job performance.
  1. Open to the suggestions from others.
  1. Encourages an employee culture of continuous improvement to seek out better ways of doing things.
  1. Looks for ways to improve work processes and procedures.
  1. Analyzes processes to determine areas for improvement.


Feedback

 Strongly
Disagree		 Disagree Agree Strongly
Agree
  1. Is visible and approachable.
  1. Considers other's opinion and suggestions.
  1. Actively seeks feedback from others.
  1. Accepts the views of others.
  1. Open to the suggestions of others.


Attitude

 Strongly
Disagree		 Disagree Agree Strongly
Agree
  1. Builds open and trusting relationships.
  1. Treats all people fairly and with respect.
  1. Contributes to a positive work environment.
  1. Is gracious and professional in their interactions with others.
  1. Contributes to a positive and fun work environment.


Initiative

 Strongly
Disagree		 Disagree Agree Strongly
Agree
  1. Creates solutions to problems as soon as an incident occurs.
  1. Takes action to establish clear and concise deadlines for tasks to be completed.
  1. Inspires others to perform above expectations.
  1. Independently seeks out new learning opportunities to improve their skills.
  1. Updates the documentation as soon as the situation changes.


Interpersonal Skills

 Strongly
Disagree		 Disagree Agree Strongly
Agree
  1. Recognizes when others do a good job.
  1. Honesty and integrity are core tenets of interpersonal relationships.
  1. Gives constructive feedback on performance reviews.
  1. Is thoughtful and honest about the feedback they give others.
  1. A good listener who is attentive to others.


Trustworthy

 Strongly
Disagree		 Disagree Agree Strongly
Agree
  1. Builds and maintains the trust of others.
  1. Takes care to maintain confidential information.
  1. Is trustworthy; is someone I can trust.
  1. Consistently keeps commitments.
  1. Is a person you can trust.



  1. Describe the greatest strengths of this person with regard to his/her overall effectiveness in performing his/her current responsibilities.


  2. Describe the most important things this person could improve upon in order to increase his/her overall effectiveness in performing his/her current responsibilities.


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







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