hr-survey.com

Goals - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Goals:
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.

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


Goals

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands & contributes to development of strategic goals.
  1. Conducts timely follow-up; keeps others informed on a need to know basis.
  1. Makes sure that I have a clear idea of our group's goals.
  1. Achieves established goals.
  1. Establishes and documents goals and objectives.
If [Participant Name] were to make improvements in Goals, what are your suggestions for how he/she can improve this?

Achievement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Demonstrates a well-organized and timely approach to achieve desired results
  1. Follows-up and takes action when goals are not met to ensure better results in the future.
  1. Schedules time for self and others to optimize high priority and long term actions. Monitors progress towards business goals.
  1. Systematically works to improve the organization
  1. Accepts setbacks and challenges as improvement opportunities
If [Participant Name] were to make improvements in Achievement, what are your suggestions for how he/she can improve this?

Interpersonal Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Demonstrates willingness to work with others.
  1. Uses knowledge and charisma rather than position, power, or coercion to influence others
  1. Anticipates the concerns of other employees.
  1. Successfully resolves conflicts and grievances to a win-win solution.
  1. Comes across as credible, knowledgeable and sincere
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can improve this?

Developing Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Encourages employees through recognition of positive changes in behavior.
  1. Assigns tasks and responsibilities to develop skills of others.
  1. Develops employees by offering and encouraging them to take on new or additional responsibilities.
  1. Sets performance objectives for subordinates that encourages development opportunities.
  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?

Entrepreneurship

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Excellent at managing relationships with stakeholders.
  1. Devotes a certain amount of time and effort to developing new business opportunities.
  1. Exhibits determination and passion in completion of goals.
  1. Encourages dynamic growth opportunities.
  1. Finds unique ways to go around barriers to success.
If [Participant Name] were to make improvements in Entrepreneurship, what are your suggestions for how he/she can improve this?

Adaptability

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Performs a wide range of tasks, responds to changes in direction and priorities and accepts new challenges, responsibilities, and assignments.
  1. Flexible and open to new ideas and encourages others to value change.
  1. Develops insights and applies innovative solutions to projects and problems.
  1. Able to work effectively with new people and new teams.
  1. Ability to recognize the potential benefits of change, and create an infrastructure which supports change.
If [Participant Name] were to make improvements in Adaptability, what are your suggestions for how he/she can improve this?

Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Effectively makes decisions
  1. Makes effective decisions, even when under pressure.
  1. Works quickly when faced with difficult problems.
  1. Does whatever it takes (within reason) to get the job done.
  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. Pursues professional development opportunities when they arise.
  1. Shares best practices with others and learns from others.
  1. Participates in regular training offered.
  1. Pursues learning that will enhance job performance.
  1. Is open to new ideas and concepts.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Highly effective supervisor.
  1. Demonstrates leadership and courage in critical situations.
  1. Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.
  1. Able to influence others.
  1. Acts decisively in implementing decisions.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?

Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Coaches team members individually when "poor" decisions are made; helps them see what could have been done differently
  1. Seeks input from key people who should be involved in, or will be affected by, decisions
  1. Breaks complex issues into manageable parts and organizes them in a systematic way before making decisions
  1. Is able to make decisions quickly.
  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?

  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.