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.

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. Sets short and long term goals for self without being pushed.
  1. Seeks projects in areas outside immediate responsibilities.
  1. Measures and evaluates performance as related to business/customer needs.
  1. Makes sure that team members have a clear idea of our group's goals.
  1. Conducts timely follow-up; keeps others informed on a need to know basis.
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. Systematically works to improve the organization
  1. Takes immediate action of projects fall behind schedule.
  1. Schedules time for self and others to optimize high priority and long term actions. Monitors progress towards business goals.
  1. Strives to exceed standards of performance.
  1. Is results oriented.
  1. Rapidly completes tasks and assignments.
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. Accepting of individuals with different cultural backgrounds.
  1. Resolves conflicts in a positive way.
  1. Demonstrates an understanding of other points of view.
  1. Able to work with individuals at all levels of the Company.
  1. Comes across as credible, knowledgeable and sincere
  1. Holds team members accountable to commitments made.
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. Supports the successes of other employees.
  1. Encourages employees through recognition of positive changes in behavior.
  1. Creates a work environment that fosters positive feedback to employees.
  1. Sets performance objectives for subordinates that encourages development opportunities.
  1. Assigns tasks and responsibilities to develop skills of others.
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. Encourages dynamic growth opportunities.
  1. Exhibits a high sense of self-belief.
  1. Exhibits determination and passion in completion of goals.
  1. Sets business policies and procedures.
  1. Is comfortable operating in an environment of uncertainty.
  1. Identifies problems that need solved.
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. Able to adapt to changes in technology and processes.
  1. Recognizes and implements changes to enhance efficiency and effectiveness.
  1. Is flexible and open minded in dealing with others.
  1. Adjusts plans or schedules to deal with changing situations.
  1. Develops insights and applies innovative solutions to projects and problems.
  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. Makes effective decisions, even when under pressure.
  1. Effectively makes decisions
  1. Gets the job done.
  1. Motivates & supports others to gain skills
  1. Works quickly when faced with difficult problems.
  1. Displays high energy and enthusiasm on consistent basis.
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. Shares best practices with others and learns from others.
  1. Is introspective and aware of own learning needs.
  1. Sets relevant learning objectives and goals.
  1. Participates in regular training offered.
  1. Continues to ask questions about process and systems to further improve own knowledge.
  1. Builds on their strengths while addressing their weaknesses.
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. 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. Consistently follows the Commitments to Communication in dealing with others
  1. Effectively leads others.
  1. Is accessible and approachable to associates.
  1. Recognizes individual and team accomplishments and reward them appropriately.
  1. Fosters an environment that values initiative and creativity.
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. Asks for additional information when making critical decisions.
  1. Coaches team members individually when "poor" decisions are made; helps them see what could have been done differently
  1. Exercises good judgment by making sound and informed decisions.
  1. Breaks complex issues into manageable parts and organizes them in a systematic way before making decisions
  1. Does not lose sight of the big picture when making decisions
  1. Seeks input from key people who should be involved in, or will be affected by, 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.