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

Innovation - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Innovation:
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:
Innovation, Achievement, Adaptability, Action, Continual Learning, Leadership, Managing Performance, Performance, Interpersonal Skills, Coaching, Entrepreneurship
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


Innovation

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Solves problems with insight and understanding.
  1. Creates innovative products or services.
  1. Fosters a culture of disruptive innovation to drive significant market shifts and create unparalleled value for customers.
  1. Offers continuous learning opportunities to enhance technical skills and innovative thinking.
  1. Utilizes disruptive innovation to help managers transform conventional business models, making products and services more accessible and affordable.
If [Participant Name] were to make improvements in Innovation, what are your suggestions for how he/she can improve this?

Achievement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Increased production by 20 percent.
  1. Takes calculated risks to achieve difficult goals.
  1. Completed training on the new equipment.
  1. Sets ambitious standards of performance.
  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?

Adaptability

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to quickly learn new ways of performing their job.
  1. Works effectively in dynamic and changing work environments.
  1. Adjusts plans as needed based on changing conditions.
  1. Adapts quickly to new situations.
  1. Adjusts plans to meet the needs of new constraints.
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. Creates opportunities and then takes advantage of them.
  1. Delegates tasks and assignments to subordinates as soon as a request has been made.
  1. Does whatever it takes (within reason) to get the job done.
  1. Is not afraid to take corrective action when necessary.
  1. Takes action when opportunities arise.
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 learning that will enhance job performance.
  1. Pursues professional development opportunities when they arise.
  1. Grasps new ideas, concepts, technical, or business knowledge.
  1. Takes the initiative to learn new skills.
  1. Pursues self-improvement through continual learning.
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. Gives inspiring presentations or discussions.
  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 organize the work of others.
  1. Expresses clear goals and objectives.
  1. Effectively leads others.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?

Managing Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Ensures employees understand their performance expectations.
  1. Plans and sets work expectations.
  1. Identifies the Key Performance Indicators (KPIs) for the position.
  1. Monitors performance on a regular basis.
  1. Regularly conducts performance reviews of all employees.
If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?

Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. ...Produce Quality
  1. Shown significant improvement in job performance.
  1. Sets a high standard for job performance.
  1. Works effectively in the department.
  1. Effectively organizes resources and plans
If [Participant Name] were to make improvements in Performance, what are your suggestions for how he/she can improve this?

Interpersonal Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Uses tact, compassion, and sensitivity in interactions with others.
  1. Builds strong relationships with team members.
  1. Demonstrates compassion and understanding of others.
  1. Understands the core issues of conversations.
  1. Is open and approachable
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can improve this?

Coaching

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Conducts regular performance appraisals and feedback.
  1. Develops the skills and capabilities of others.
  1. Addresses employee behavior problems effectively.
  1. Coaches employees in how to strengthen knowledge and skills to improve work performance.
  1. Meets regularly with employees to coach them on areas that will enhance their performance
If [Participant Name] were to make improvements in Coaching, what are your suggestions for how he/she can improve this?

Entrepreneurship

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Seeks and utilizes mentors to help guide professional development.
  1. Can work effectively in an environment of uncertainty.
  1. Has a strategic awareness on how to promote the organization.
  1. Takes the initiative to complete tasks.
  1. Is comfortable operating in an environment of uncertainty.
If [Participant Name] were to make improvements in Entrepreneurship, 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.