hr-survey.com

Excellence - 360 Degree Feedback Survey Sample #13





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

You have been selected to provide valuable feedback for the manager listed above. Your insights are an important part of [Participant]'s leadership development process. This tool is designed to gather broad and comprehensive feedback on the core competencies and role responsibilities that are crucial for the continuous success of our organization.

When responding to the assessment form, please consider your experiences working with this individual over the past six to twelve months. Reflect on specific instances, interactions, and overall performance that you have observed. Your responses will be combined with feedback from other colleagues to create a holistic view of the manager's strengths and areas for improvement. This collective feedback will be used to guide their ongoing professional development.

Please be candid and constructive in your comments, as they will be shared anonymously with the manager. Your feedback will be instrumental in helping them understand their impact on the team and the organization, and in identifying opportunities for growth. We appreciate your time and effort in contributing to this important process.

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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Excellence

Strongly
Disagree
Disagree Agree Strongly
Agree
  1. Can be counted on to add value wherever they are involved.
1
2
3
4
  1. Demonstrates the analytical skills to do their job.
1
2
3
4
  1. Demonstrates the functional or technical skills necessary to do their job.
1
2
3
4
  1. Is planful and organized.
1
2
3
4
  1. Keeps themselves and others focused on constant improvement.
1
2
3
4
  1. Produces high quality work.
1
2
3
4
  1. Takes a lot of pride in their work.
1
2
3
4


Developing Others

Strongly
Disagree
Disagree Agree Strongly
Agree
  1. Recognizes and celebrates accomplishments of others.
1
2
3
4
  1. Assigns tasks and responsibilities to develop skills of others.
1
2
3
4
  1. Creates opportunities for professional development.
1
2
3
4
  1. Is open to receiving feedback.
1
2
3
4
  1. Supports the successes of other employees.
1
2
3
4


Emotional Intelligence

Strongly
Disagree
Disagree Agree Strongly
Agree
  1. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
1
2
3
4
  1. Able to understand others' points of view.
1
2
3
4
  1. Is able to express themselves clearly.
1
2
3
4
  1. Is able to control their own emotions.
1
2
3
4
  1. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
1
2
3
4


Establishing Focus/Direction

Strongly
Disagree
Disagree Agree Strongly
Agree
  1. Aligns the department's goals with the goals of the organization.
1
2
3
4
  1. Helps guide employees with prioritizing tasks.
1
2
3
4
  1. Makes sure that employees understand how their work relates to organizational goals.
1
2
3
4
  1. Sets appropriate goals for employees.
1
2
3
4
  1. Makes sure that employees understand and identify with the team's mission.
1
2
3
4


Performance

Strongly
Disagree
Disagree Agree Strongly
Agree
  1. Has great overall performance
1
2
3
4
  1. Effective in performing his/her job.
1
2
3
4
  1. Shown significant improvement in job performance.
1
2
3
4
  1. Works effectively in the department.
1
2
3
4
  1. Works well in this position.
1
2
3
4


Quality

Strongly
Disagree
Disagree Agree Strongly
Agree
  1. Ensures the hiring of employees who are dedicated to delivering exceptional quality in every aspect of their work.
1
2
3
4
  1. Verifies the correct materials were used in the installation.
1
2
3
4
  1. Communicates quality standards that are easily by employees.
1
2
3
4
  1. Systematically and thoroughly inspects products for consistency in meeting specifications.
1
2
3
4
  1. Corrects issues in a timely manner.
1
2
3
4


Problem Solving

Strongly
Disagree
Disagree Agree Strongly
Agree
  1. Makes judgments based upon relevant information.
1
2
3
4
  1. Secures the employees' agreement and commitment prior to implementing changes to prevent resistance.
1
2
3
4
  1. Maximizes the return on investment in problem-solving efforts by using resources wisely.
1
2
3
4
  1. Acknowledges the unique viewpoints and perspectives of other team members to lead to more innovative and comprehensive solutions.
1
2
3
4
  1. Closely examines all the contributing factors to identify the root cause of issues.
1
2
3
4


Goals

Strongly
Disagree
Disagree Agree Strongly
Agree
  1. Achieves goals.
1
2
3
4
  1. Achieves established goals.
1
2
3
4
  1. Conducts timely follow-up; keeps others informed on a need to know basis.
1
2
3
4
  1. Makes sure that I have a clear idea of our group's goals.
1
2
3
4
  1. Understands & contributes to development of strategic goals.
1
2
3
4



  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.