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Integrity - 360 Degree Feedback Survey Sample #3





Questionnaires Measuring Integrity:
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 asked to evaluate yourself as part of a 360-degree feedback process. Other employees, including your manager(s), peers, and direct reports will also evaluate you. In this manner, you will be provided with a comprehensive, multi-perspective (i.e., 360-degree) view of your performance as a manager. The objective is to provide you with feedback so as to allow you to improve your performance, resulting in improved team performance, and organizational effectiveness.

If you are not able to respond to an item, leave it blank and go on to the next item.

Competencies Included:
Integrity, Supervisory Skills, Delegation, Initiative, Commitment, Safety, Co-worker Development, Conflict Management, Negotiation, Organizational Fluency
Sample Result Document:
Sample Results
We encourage everyone to complete the survey. Please be honest, constructive and thoughtful in your input. The survey is designed to help us understand more about your thoughts and needs to make this a great company.

Please ensure that your submission is made between . The survey will only be available during these dates.



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Integrity

Does Not
Exhibit this
Competency
Seldom
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Competency
Sometimes
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Competency
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Competency
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Competency
  1. Inspires others to perform at their best by fostering a culture of integrity and achievement within the organization.
  1. Creates a culture where employees feel the need to maintain high standards of integrity.
  1. Protects the integrity and confidentiality of information.
  1. Is transparent in interactions with others.
  1. Accepts accountability for ensuring the department employees act with complete integrity.
Please feel free to provide any comments to help explain your answers?

Supervisory Skills

Does Not
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Competency
Seldom
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Competency
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Competency
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  1. Seeks to enhance the performance of employees under their supervision.
  1. Is diligent about properly documenting disciplinary actions.
  1. Encourages good working relationships between employees.
  1. Is clear about the expectations that employees will be held accountable for.
  1. Encourages employees to take responsibility for mistakes.
Please feel free to provide any comments to help explain your answers?

Delegation

Does Not
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Competency
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  1. Effectively balances delegation and supervision of employees.
  1. Sets deadlines and defines success criteria for delegated tasks.
  1. Delegates authority and responsibility to subordinates and holds them accountable for their actions.
  1. Identifies employees' skills and interests to optimize delegation.
  1. Optimizes delegation by assigning employees tasks that maximize efficiency, promote professional development, and enhance employee engagement.
Please feel free to provide any comments to help explain your answers?

Initiative

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  1. Addresses small problems before they become big ones.
  1. Takes decisive action to address problems, following up with relevant team members and coaching them on how to improve.
  1. Quickly comes to the aid of those who may need help.
  1. Does things without being told.
  1. Transforms opportunity into actions.
Please feel free to provide any comments to help explain your answers?

Commitment

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  1. Ensures employees are committed to a shared set of values for high productivity.
  1. Exemplifies ownership by consistently prioritizing the department's goals and outcomes.
  1. Anticipates potential distractions and proactively minimizes them to protect commitment to results.
  1. Is committed to the process put in place even though the results are not immediately seen.
  1. Models resilience and adaptability, showing dedication and commitment to success even when strategies must shift.
Please feel free to provide any comments to help explain your answers?

Safety

Does Not
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Competency
Seldom
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Competency
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  1. Performs work safely.
  1. Develops a strong safety culture.
  1. Participates in safety training when available.
  1. Keeps accurate safety records.
  1. Mitigates hazards and safety issues that arise.
Please feel free to provide any comments to help explain your answers?

Co-worker Development

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Competency
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  1. Provides ongoing feedback to co-workers on their development progress
  1. Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Sets and clearly communicates expectations, performance goals, and measurements to others
  1. Takes immediate action on poor performance
  1. Gives others development opportunities through project assignments and increased job responsibilities
Please feel free to provide any comments to help explain your answers?

Conflict Management

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  1. Possesses the necessary skills to manage conflict and relationships.
  1. Helps employees to think through alternative ways to resolve conflict situations.
  1. Encourages teams to extract lessons from conflict and apply them to improve processes, relationships, or strategy.
  1. Anticipates where bottlenecks or competing priorities may cause tension and adjusts systems accordingly.
  1. Conducts post-conflict reflection sessions to investigate improvement areas and spark innovation.
Please feel free to provide any comments to help explain your answers?

Negotiation

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Competency
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  1. Is able to decline bad ideas to avoid making poor decisions.
  1. Ensures a thorough understanding of key issues and priorities.
  1. Is aware of the needs of the other party.
  1. Firmly believes the company is making the best offer.
  1. Bases arguments on objective standards or criteria, such as market value, legal standards, or expert opinions.
Please feel free to provide any comments to help explain your answers?

Organizational Fluency

Does Not
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Competency
Seldom
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Competency
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Competency
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Competency
  1. Understands departmental policies and procedures.
  1. Gets things done through the department.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
  1. Understands the current organizational culture.
  1. Adept at navigating within the culture of the department.
Please feel free to provide any comments to help explain your answers?

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






  2. Strengths


  3. Areas for Development


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