hr-survey.com

Flexibility - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Flexibility:
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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Flexibility

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Encourages flexibility in the onboarding process.
  1. Is open to change and new ways of doing things.
  1. Encourages adaptability to utilize more efficient processes.
  1. Is flexible to manage uncertain changes in the financial landscape.
  1. Incorporates new skills fluently.
If [Participant Name] were to make improvements in Flexibility, what are your suggestions for how he/she can improve this?

Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Adapts approach to overcome significant obstacles.
  1. Makes decisions confidently and stands by them.
  1. Takes on additional responsibilities outside of the job description to help the team succeed.
  1. Consistently stays motivated to perform at a high level and inspires the department to do the same.
  1. Is not afraid to take corrective action when necessary.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?

Continual Learning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Seeks opportunities to grow in skills and knowledge.
  1. Participates in regular training offered.
  1. Builds on their strengths while addressing their weaknesses.
  1. Shares best practices with others and learns from others.
  1. Sets relevant learning objectives and goals.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Effective in performing his/her job.
  1. Able to organize work.
  1. Sets a high standard for job performance.
  1. ...Overall Performance
  1. Has great overall performance
If [Participant Name] were to make improvements in Performance, what are your suggestions for how he/she can improve this?

Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Decides which long-term goals should be met.
  1. Applies creative reasoning in making decisions.
  1. Does not lose sight of the big picture when making decisions
  1. Breaks complex issues into manageable parts and organizes them in a systematic way before making decisions
  1. Exercises good judgment by making sound and informed decisions.
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Innovation

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Creates new programs and systems.
  1. Coordinates the activities of the innovation steering committee.
  1. Simplifies processes and reduce bureaucratic hurdles that might stifle creativity and innovation.
  1. Regularly audits the company's innovation effectiveness.
  1. Looks beyond company for new ideas and innovative approaches.
If [Participant Name] were to make improvements in Innovation, what are your suggestions for how he/she can improve this?

Technology Use/Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Supports employee training and development initiatives regarding implementation of technology.
  1. Adopts the implementation of new technology into the workplace.
  1. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
  1. Proficient in the use of technical systems and processes.
  1. Supports technical training and development of employees.
If [Participant Name] were to make improvements in Technology Use/Management, what are your suggestions for how he/she can improve this?

Interpersonal Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is a role model for others demonstrating the importance of interpersonal skills.
  1. Recognizes the contributions of others.
  1. Is transparent and honest in communications, intentions, and actions.
  1. Demonstrates a high degree of ethics and integrity in the workplace.
  1. Effectively manages conflicts by dealing with them directly and immediately
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can improve this?

Teamwork

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Helps other team members to research solutions to a problem.
  1. Supports open communication between team members.
  1. Makes eye contact when listening to colleagues.
  1. Takes the time to actively listen to other team member's perspectives.
  1. Facilitates effective decision-making practices to further develop the team.
If [Participant Name] were to make improvements in Teamwork, 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.