HR-Survey > 360-Degree Feedback > Competency Model > Goals

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)
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:
Goals, Achievement, Interpersonal Skills, Developing Others, Entrepreneurship, Adaptability, Action, Continual Learning, Leadership, Decision Making,
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


Goals

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Achieves established goals.
  1. Understands & contributes to development of strategic goals.
  1. Goal Setting
  1. Establishes and documents goals and objectives.
  1. Conducts timely follow-up; keeps others informed on a need to know basis.
  1. Keeps abreast of current developments pertaining to the job
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. Successfully launched the ABC project.
  1. Demonstrates a well-organized and timely approach to achieve desired results
  1. Improved the quality of work on the production line.
  1. Eliminates bureaucratic barriers to streamline processes.
  1. Completed training on the new equipment.
  1. Sets challenging goals.
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. Willing to overlook personal differences and focus on completing the task at hand.
  1. Offers constructive criticism to have a positive impact on performance.
  1. Effectively manages conflicts by dealing with them directly and immediately
  1. Creates an atmosphere that supports the open expression of ideas
  1. Communicates well at all levels of the organization.
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. Develops employees by offering and encouraging them to take on new or additional responsibilities.
  1. Is open to receiving feedback.
  1. Encourages employees through recognition of positive changes in behavior.
  1. Recognizes and celebrates accomplishments of others.
  1. Supports the successes of other employees.
  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?

Entrepreneurship

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Finds unique ways to go around barriers to success.
  1. Exhibits determination and passion in completion of goals.
  1. Exhibits a high sense of self-belief.
  1. Takes the initiative to complete tasks.
  1. Balances risks and rewards when making decisions.
  1. Seeks and utilizes mentors to help guide professional development.
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. Adjusts to the new vision and mission of the company.
  1. Is open to changes in policies and procedures.
  1. Is aware of changes to team personnel.
  1. Handles unexpected events without a loss of productivity.
  1. Adjusts priorities to the new Corporate mission.
  1. Responsive to the needs of others.
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. Gladly accepts new challenges and works on them with urgency.
  1. Sets high standards for themselves and others.
  1. Rapidly adapts to changes in the situation.
  1. Creates performance measures to ensure action by the department.
  1. Delegates tasks and assignments to subordinates as soon as a request has been made.
  1. Works at a quick pace.
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 self-improvement through continual learning.
  1. Shares best practices with others and learns from others.
  1. Builds on their strengths while addressing their weaknesses.
  1. Improves on their skill sets.
  1. Seeks opportunities to grow in skills and knowledge.
  1. Pursues professional development opportunities when they arise.
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. Expresses clear goals and objectives.
  1. Sets specific, measurable, and challenging goals.
  1. Recognizes individual and team accomplishments and reward them appropriately.
  1. Is accessible and approachable to associates.
  1. Able to influence others.
  1. Is a leader within the department.
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. Remains focused on the immediate goal when making decisions.
  1. Is open to listening to others who may have different ideas.
  1. Is able to learn from mistakes.
  1. Views the long and short-term impact of decisions.
  1. Willing to change their strategy if new information arises.
  1. Makes good decisions for the department.
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.