hr-survey.com

Goals - 360 Degree Feedback Survey Sample #8





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

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of 's leadership development process. This tool 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 assessment form, please think about your experiences working with this individual during the last six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

Sample Result Document:
Sample Results
Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.

When clicking your selection below, try to best fit the manager's actual behaviors to the scale provided.

If you are not sure, or unable to assess, select "Not Applicable" (N/A) option.


Please complete your response by .
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Goals

Agree Unsure Disagree N/A
  1. Goal Setting
  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.
  1. Understands & contributes to development of strategic goals.
  1. Sets high expectations and goals; encourages others to support the organization.


Juggling Multiple Responsibilities

Agree Unsure Disagree N/A
  1. Organizes tasks for the most efficient order of completion.
  1. Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables.
  1. Determines which tasks are critical and which tasks are optional.
  1. Begins tasks as soon as possible.
  1. Observes, analyzes, and responds to merchandise needs while serving customers and accomplishing operational tasks.


Managing Risk

Agree Unsure Disagree N/A
  1. Bases decisions on patterns found in fluid/changing information.
  1. Determines the impact of specific risks on finances.
  1. Turns risks into opportunities.
  1. Create contingency plans.
  1. Create continuity plans.


Regulatory/Compliance

Agree Unsure Disagree N/A
  1. Establishes a governance body to monitor and guide the organization's activities.
  1. Implements internal control processes to detect misconduct or patterns of illegal transactions.
  1. Reviews skill levels of employees in areas of policies and regulations to identify gaps where additional training is needed.
  1. Follows all safety regulations and procedures.
  1. Develops the appropriate incentives (or disincentives) for regulatory compliance.


Client Focus

Agree Unsure Disagree N/A
  1. Effectively troubleshoots client issues.
  1. Focuses on the unique needs of each client.
  1. Actively listens to concerns from clients.
  1. Provides a responsive service that meets the needs of clients.
  1. Takes the initiative in solving difficult client issues.


Self Management

Agree Unsure Disagree N/A
  1. Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
  1. Steps away from a situation to process appropriate response.
  1. Does not allow own emotions to interfere with the performance of others.
  1. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
  1. Consciously controls own negative emotions in order to keep team morale up.


Attitude

Agree Unsure Disagree N/A
  1. Contributes to a positive work environment.
  1. Works to eliminate unnecessary work or barriers that get in others' way.
  1. Contributes to a positive and fun work environment.
  1. Visibly supports and encourages diversity in style and background.
  1. Builds open and trusting relationships.


Supervisory Skills

Agree Unsure Disagree N/A
  1. Motivates and inspires high performance by team members.
  1. Is able to manage emotions during difficult times.
  1. Appropriately recognizes and rewards employees.
  1. Implements disciplinary policy in accordance with the union contract
  1. Knows the best ways to communicate effectively with different types of employees.


Performance

Agree Unsure Disagree N/A
  1. ...Produce Quality
  1. ...Overall Performance
  1. Shown significant improvement in job performance.
  1. Sets a high standard for job performance.
  1. Works well in this position.


Problem Solving

Agree Unsure Disagree N/A
  1. Involves the department in the problem-solving process to foster a sense of collective responsibility and investment in the outcome.
  1. Able to meet the needs of different constituents in the solution of a problem.
  1. Analyzes both the potential risks and benefits associated with each proposed solution.
  1. Compares the proposed solutions against each other and against any existing solutions to determine which one is likely to yield the best results.
  1. Assigns individuals the responsibility for completing separate phases of the implementation.


Coaching

Agree Unsure Disagree N/A
  1. Provides clear, motivating, and constructive feedback.
  1. Helps employees to maintain high personal standards.
  1. Coaches employees in how to strengthen knowledge and skills to improve work performance.
  1. Helps employees to understand responsibilities, authority, and expectations.
  1. Conducts regular performance appraisals and feedback.


Business Acumen

Agree Unsure Disagree N/A
  1. Prioritizes risks based on an understanding of their possible impact to the company.
  1. Views problems from a business perspective, opportunity, investment, risks, and anticipated results
  1. Considers impact of actions on other areas of the organization.
  1. Understands the critical business needs of the customer.
  1. Keeps informed of current income and expenses.


Strategic Insight

Agree Unsure Disagree N/A
  1. Observes employees at work to get better insight into the issues they are dealing with.
  1. Maintains knowledge of current trends in the industry.
  1. Analyzes unique issues or problems impacting the Company.
  1. Identifies root causes of problems.
  1. Understands the Company's strengths and weaknesses and uses this information to create optimal solutions to problems.


Organizational Fluency

Agree Unsure Disagree N/A
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
  1. Able to deal with sensitive issues with tact and professionalism.
  1. Able to explain departmental policies and procedures to others.
  1. Effective in communicating with others within the organization.
  1. Anticipates problems that may affect the department.



  1. Overall, please rate the effectiveness of [Participant Name Here].






  2. Strengths


  3. Areas for Development


  4. Please give any final comments or suggestions for [Participant Name Here]'s assessment.