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Global Perspective- 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Surveys Measuring Global Perspective:
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.

Competencies Included:
Global Perspective, Business Acumen, Negotiation, Communication Skills, Integrity, Establishing Focus/Direction, Delegation, Problem Solving, Technical, Empowering Others, Developing Others
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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Global Perspective

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Cooperates with others on a global scale.
  1. Able to work with others from different cultures and countries.
  1. Develops both the cultural awareness and business skills to grow our business in all countries, and work effectively across borders with employees, customers, and shareowners.
  1. Understands global systems such as the global economy.
  1. Forms strong client relationships with international partners.
If [Participant Name] were to make improvements in Global Perspective, what are your suggestions for how he/she can improve this?

Business Acumen

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Shares information among teams and departments.
  1. Assists others in better understanding the company's operations, goals, and strategic challenges.
  1. Anticipates the consequences to the business of different potential risk events.
  1. Effectively develops and uses resources (people, time, money, supplies, equipment, and space) to improve organizational performance
  1. Has a good understanding of business operations to more effectively align company services to meet the needs of its customers.
If [Participant Name] were to make improvements in Business Acumen, what are your suggestions for how he/she can improve this?

Negotiation

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands the other person's needs, concerns, and motivations.
  1. Effectively sets the tone and agenda, creates rapport, and builds momentum at the start of negotiations.
  1. Sets and maintains firm negotiating limits and boundaries.
  1. Develops a unified understanding or strategy that acknowledges and addresses the different viewpoints and resolves conflicts.
  1. Knows the BATNA (Best Alternative to a Negotiated Agreement) and is prepared to walk away if core interests are not met.
If [Participant Name] were to make improvements in Negotiation, what are your suggestions for how he/she can improve this?

Communication Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Willing to accept feedback from others.
  1. Eliminates unnecessary details when giving instructions.
  1. Responds in a timely manner, respecting deadlines and others' schedules.
  1. Speaks clearly, fluently, and in a compelling manner to both individuals and groups.
  1. Delivers well-prepared, informed, poised and succinct presentations.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?

Integrity

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to maintain confidential information.
  1. Is highly productive by efficiently managing time and resources to contribute significantly to the team's goals.
  1. Makes decisions that are based on core principles and not on individual circumstances.
  1. Shows respect and tolerance for others with different beliefs demonstrating integrity as a core value.
  1. Creates a culture where employees feel the need to maintain high standards of integrity.
If [Participant Name] were to make improvements in Integrity, what are your suggestions for how he/she can improve this?

Establishing Focus/Direction

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Balances team workload by redistributing tasks when capacity or availability changes.
  1. Gains employee commitment to the task.
  1. Anticipates potential challenges or obstacles that might derail department plans.
  1. Makes sure that employees understand and identify with the team's mission.
  1. Provides incentives to help employees remain committed to the completion of important tasks.
If [Participant Name] were to make improvements in Establishing Focus/Direction, what are your suggestions for how he/she can improve this?

Delegation

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands which areas an employee may have an expertise in or affinity for.
  1. Clearly defines roles, responsibilities, and autonomy to avoid ambiguity.
  1. Facilitates employee understanding and acceptance of the assigned tasks.
  1. Lets employees know the importance of the tasks being delegated to them.
  1. Supplies necessary tools and guidance so delegated work drives meaningful contributions to team goals.
If [Participant Name] were to make improvements in Delegation, what are your suggestions for how he/she can improve this?

Problem Solving

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Decides which alternative solutions would have the greatest chance of success.
  1. Works cooperatively with others to solve problems.
  1. Pinpoints the origins of the issue to tackle the root causes and solve the problem at its source.
  1. Selects operating indicators to track organizational performance over time and communicates current status to the organization
  1. Closely examines all the contributing factors to identify the root cause of issues.
If [Participant Name] were to make improvements in Problem Solving, what are your suggestions for how he/she can improve this?

Technical

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Willingly shares his/her technical expertise; sought out as resource by others
  1. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
  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. Knows how to produce high quality products/work.
If [Participant Name] were to make improvements in Technical, what are your suggestions for how he/she can improve this?

Empowering Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Fosters a sense of ownership and accountability for the process/product.
  1. Willing to share in the decision making process.
  1. Recognizes the importance of a healthy work/life balance.
  1. Sets clear goals for others to accomplish.
  1. Recognizes the contributions that others make to the department.
If [Participant Name] were to make improvements in Empowering Others, what are your suggestions for how he/she can improve this?

Developing Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Assesses employees' developmental needs.
  1. Supports the successes of other employees.
  1. Assigns tasks and responsibilities to develop skills of others.
  1. Creates a work environment that fosters positive feedback to employees.
  1. Is open to receiving feedback.
If [Participant Name] were to make improvements in Developing Others, 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.