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)
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


Global Perspective

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands how cultures differ and how these differences impact work behavior.
  1. Engages in problem solving with individuals outside of the country.
  1. Demonstrates working knowledge of global transactions.
  1. Collaborates with others respectfully and effectively with other people regardless of differences in cultural backgrounds.
  1. Sets the example for team on importance of cultural awareness.
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. Aware of regulations that impact our business.
  1. Anticipates marketplace opportunities and supports speed to market.
  1. Is up-to-date with regulatory guidelines and policies.
  1. Understands complex issues and problems.
  1. Views problems from a business perspective, opportunity, investment, risks, and anticipated results
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. Able to adapt to changing situations.
  1. Establishes clear communications to avoid misunderstandings.
  1. Changes communication styles to meet the listener's needs.
  1. Maintains communication channels between parties in the negotiation.
  1. Researches the needs of the other party to identify strengths and weaknesses of positions.
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. Coaches others and provides feedback on the use of different oral communication styles for different audiences
  1. Delivers influential presentations.
  1. Communicates effectively with all levels of the organization.
  1. Presents issues, ideas, and strategy concisely and clearly.
  1. Communicates with department leadership
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. Demonstrates honesty and truthfulness at all times.
  1. Maintains strong relationships with others.
  1. Develops trust and confidence from others.
  1. Establishes relationships of trust, honesty, fairness, and integrity.
  1. Protects the integrity and confidentiality of information
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. Excellent at managing time.
  1. Makes sure that employees understand and identify with the team's mission.
  1. Sets appropriate goals for employees.
  1. Aligns the department's goals with the goals of the organization.
  1. Stays focused even when under pressure and stress.
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. Sets clear and reasonable expectations for others and follows through on their progress.
  1. Delegates authority and responsibility to subordinates and holds them accountable for their actions.
  1. Clearly defines duties and tasks to be completed.
  1. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee.
  1. Allows subordinates to use their own methods and procedures.
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. Understands the root causes of problems.
  1. Effective in solving problems.
  1. Makes judgments based upon relevant information.
  1. Generates alternative solutions to problems and challenges.
  1. Is a good problem solver and decision maker
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 information and expertise; sought out as resource by others
  1. Is knowledgeable of procedures or systems necessary for the job.
  1. Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice.
  1. Seeks information from others as needed.
  1. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
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. Views others in the department as valued assets to be trained and employed.
  1. Considers ideas from employees that may challenge traditional ways of doing the job.
  1. Provides opportunities for employee development and growth.
  1. Gives employees the authority to act on their own.
  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. Assigns tasks and responsibilities to develop skills of others.
  1. Recognizes and celebrates accomplishments of others.
  1. Encourages employees through recognition of positive changes in behavior.
  1. Tries to ensure employees are ready to move to the next level.
  1. Assesses employees' developmental needs.
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.