hr-survey.com

Excellence - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Excellence:
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:

[Company] is conducting a 360-Degree Feedback Assessment developed by HR-Survey for selected managers.

You have been selected to provide feedback on the employee listed above. Your feedback is an important part of our company's leadership development process and this survey 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 questions below, think about your experiences working with this employee over the last twelve months. The effectiveness of this development tool is dependent on your honest, forthright and constructive responses so please bear this in mind as you answer each question. Your responses will be aggregated with the responses received from others and discussed with the employee to foster growth and on-going 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.

Sample Result Document:
Sample Results
Your feedback is valuable in helping the individual to understand how they are perceived and experienced by others and the impact their behavior has on people in the organization with whom they interact. Feedback received also acknowledges strengths and identifies areas for development.

Use the form below to provide your feedback. Each field and comment box requires a response before you can SUBMIT your final feedback.

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team
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Excellence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Demonstrates the analytical skills to do their job.
  1. Can be counted on to add value wherever they are involved.
  1. Keeps themselves and others focused on constant improvement.
  1. Is planful and organized.
  1. Takes a lot of pride in their work.
If [Participant Name] were to make improvements in Excellence, what are your suggestions for how he/she can improve this?

Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is not afraid to take action when necessary.
  1. Gets the job done.
  1. Takes the initiative to address problems sooner rather than later.
  1. Takes steps to prepare for the start of the project.
  1. Identifies opportunities for improvement before there is a problem.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?

Punctuality

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Avoids making personal phone calls during working hours.
  1. Invoices clients on a timely basis.
  1. Conducts appointments at scheduled start time.
  1. Starts meetings on time.
  1. Responds to requests for information in a timely manner.
If [Participant Name] were to make improvements in Punctuality, what are your suggestions for how he/she can improve this?

Initiative

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Prepares for unexpected contingencies.
  1. Confronts problems immediately without supervisor instructions.
  1. Does the right thing without being told.
  1. Takes corrective action to address performance deficiencies/issues.
  1. Acts independently to solve pressing needs.
If [Participant Name] were to make improvements in Initiative, what are your suggestions for how he/she can improve this?

Achievement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Strives to exceed standards of performance.
  1. Eliminates bureaucratic barriers to streamline processes.
  1. Takes calculated risks to achieve difficult goals.
  1. Improved the quality of work on the production line.
  1. Establishes stretch goals to advance skills and output.
If [Participant Name] were to make improvements in Achievement, what are your suggestions for how he/she can improve this?

Managing Risk

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Identifies the controls needed.
  1. Recognizes the potential impact of systemic risks.
  1. Creates a risk management strategy for the organization.
  1. Develops policies for risk management.
  1. Effectively manages risk for the department.
If [Participant Name] were to make improvements in Managing Risk, what are your suggestions for how he/she can improve this?

Customer Focus

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Gives feedback to the customer regularly.
  1. Is competent in handling difficult customers.
  1. Is available to respond to customer needs.
  1. Has received good feedback from customers.
  1. Treats customers with courtesy and respect.
If [Participant Name] were to make improvements in Customer Focus, what are your suggestions for how he/she can improve this?

Co-worker Development

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Provides ongoing feedback to co-workers on their development progress
  1. Works to identify root causes of performance problems
  1. Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Sets and clearly communicates expectations, performance goals, and measurements to others
  1. Takes immediate action on poor performance
If [Participant Name] were to make improvements in Co-worker Development, what are your suggestions for how he/she can improve this?

Negotiation

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Collects information from various stakeholders, each with their own viewpoints, data, and interests.
  1. Is flexible in responses.
  1. Tailors approaches to more effectively address current demands.
  1. Makes initial offers based on high aspirations conveying a robust BATNA (Best Alternative to a Negotiated Settlement).
  1. Knows where to stand firm and where to compromise.
If [Participant Name] were to make improvements in Negotiation, what are your suggestions for how he/she can improve this?

Organizational Fluency

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to use corporate politics to advance department objectives.
  1. Adept at navigating within the culture of the department.
  1. Able to explain departmental policies and procedures to others.
  1. Effective in communicating with others within the organization.
  1. Understands the current organizational culture.
If [Participant Name] were to make improvements in Organizational Fluency, what are your suggestions for how he/she can improve this?

  1. What are [Participant Name Here]'s greatest strengths demonstrated this year?


  2. What are [Participant Name Here]'s areas for development?


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