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Interpersonal Skills - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Interpersonal Skills:
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:
Interpersonal Skills, Emotional Intelligence, Developing Others, Bias for Action, Performance, Decision Making, Change Management, Technology Use/Management, Regulatory/Compliance, Business Acumen
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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Interpersonal Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is a highly respected individual in the company.
  1. Provides constructive feedback in a way that fosters acceptance and development.
  1. Is someone you can trust.
  1. Honest about owning up to mistakes made.
  1. Builds a strong rapport with co-workers.
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can improve this?

Emotional Intelligence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Accurately perceives the emotional reactions of others.
  1. Is able to control their own emotions.
  1. Able to understand others' points of view.
  1. Is able to express themselves clearly.
  1. Is attentive to emotional cues and interprets others' feelings correctly.
If [Participant Name] were to make improvements in Emotional Intelligence, what are your suggestions for how he/she can improve this?

Developing Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Supports the successes of other employees.
  1. Recognizes and celebrates accomplishments of others.
  1. Assigns tasks and responsibilities to develop skills of others.
  1. Tries to ensure employees are ready to move to the next level.
  1. Creates opportunities for professional development.
If [Participant Name] were to make improvements in Developing Others, what are your suggestions for how he/she can improve this?

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
  1. Completes work on time
  1. Seeks and utilizes opportunities for continuous learning and self-development.
  1. Motivates others to achieve or exceed goals
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
If [Participant Name] were to make improvements in Bias for Action, what are your suggestions for how he/she can improve this?

Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Works effectively in the department.
  1. Listens and responds to issues and problems
  1. ...Produce Quality
  1. Effectively organizes resources and plans
  1. Has great overall performance
If [Participant Name] were to make improvements in Performance, what are your suggestions for how he/she can improve this?

Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Makes good decisions for the department.
  1. Learns from previous bad decisions and rarely repeats them.
  1. Breaks complex issues into manageable parts and organizes them in a systematic way before making decisions
  1. Decides which long-term goals should be met.
  1. Is confident in the decisions they make.
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Change Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is a leading force driving changes.
  1. Is an inspiration for others to accept the recent changes.
  1. Facilitates change with minimal resistance.
  1. Able to get department employees to accept new changes.
  1. Inspires others to want to change.
If [Participant Name] were to make improvements in Change Management, what are your suggestions for how he/she can improve this?

Technology Use/Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Uses technology in decision making and problem solving.
  1. Supports technical training and development of employees.
  1. Applies complex rules and regulations to maintain optimal system performance.
  1. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
  1. Adopts the implementation of new technology into the workplace.
If [Participant Name] were to make improvements in Technology Use/Management, what are your suggestions for how he/she can improve this?

Regulatory/Compliance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Works quickly to implement changes in regulations.
  1. Reviews the compliance program and recommends changes based on new industry trends.
  1. Keeps up-to-date with legislation affecting employees.
  1. Ensures the company meets legal requirements/standards regarding employees.
  1. Establishes clear communication channels and lines of communication for compliance related issues.
If [Participant Name] were to make improvements in Regulatory/Compliance, what are your suggestions for how he/she can improve this?

Business Acumen

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Responds quickly to customer business inquiries.
  1. Able to correctly assess current/estimated valuations.
  1. Identifies potential regulatory risks and strategies to mitigate them.
  1. Asks the 'right' questions to size up or evaluate situations.
  1. Keeps informed of current income and expenses.
If [Participant Name] were to make improvements in Business Acumen, 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.