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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
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Innovation

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Prioritizes disruptive innovation to achieve substantial growth and maintain a competitive edge in the marketplace.
  1. Seeks new ideas and adapts to changing environments.
  1. Follows through and implements innovation initiatives.
  1. Facilitates ongoing technical training and development to enable employees to contribute to innovative solutions.
  1. Challenges current procedures / processes to develop new solutions.
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. Sets performance metrics to measure achievement or attainment of goals.
  1. Met required benchmarks for the position.
  1. Driven to complete goals despite obstacles that may arise.
  1. Is determined to complete tasks regardless of obstacles that may occur.
  1. Demonstrates a sense of urgency to quickly and accurately solve problems and issues.
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. Adjusts priorities to the new Corporate mission.
  1. Effective in working with different personnel of the team.
  1. Accommodates changes as needed.
  1. Continually trying to improve skills to remain current.
  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. Drives and mobilizes others progress toward goals.
  1. Makes effective decisions, even when under pressure.
  1. Sets high standards for themselves and others.
  1. Anticipates critical incidents in the department and takes steps to mitigate their effect.
  1. Works across organizational lines and boundaries to attain goals.
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. Views setbacks as opportunities to learn from.
  1. Is open to new ideas and concepts.
  1. Takes charge of their training and skills enhancement.
  1. Pursues professional development opportunities when they arise.
  1. Pursues learning that will enhance job performance.
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. Sets clear goals and objectives for subordinates.
  1. Sets a high level of performance expectations and challenges others to do the same.
  1. Is a highly effective supervisor.
  1. Holds others accountable for their actions.
  1. Gives direct, constructive, and actionable feedback.
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 how work is to be completed.
  1. Implements remediation plans that include specific performance goals in areas most in need of improvement.
  1. Sets clear and ambitious goals to be met.
  1. Determines the Objectives and Key Results (OKRs) needed for the position.
  1. Recognizes team members when they contribute significantly to the team.
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. Listens and responds to issues and problems
  1. Effective in performing his/her job.
  1. Has great overall performance
  1. Sets a high standard for job performance.
  1. Able to organize work.
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. Creates diverse teams of individuals with different backgrounds, skills, and abilities.
  1. Expresses appreciation of other's work.
  1. Demonstrates compassion and understanding of others.
  1. Shows appreciation for other's work.
  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?

Coaching

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Develops the skills and capabilities of others.
  1. Provides clear, motivating, and constructive feedback.
  1. Coaches employees in how to strengthen knowledge and skills to improve work performance.
  1. Conducts regular performance appraisals and feedback.
  1. Addresses employee behavior problems effectively.
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. Maintains a high level of energy to respond to demands of the job.
  1. Balances risks and rewards when making decisions.
  1. Finds unique ways to go around barriers to success.
  1. Devotes a certain amount of time and effort to developing new business opportunities.
  1. Encourages risk taking for developing potential business opportunities.
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.