hr-survey.com

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)
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


Interpersonal Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Effectively manages conflicts by dealing with them directly and immediately
  1. Applies appropriate communication techniques to the situation.
  1. Is open and approachable
  1. Adapts management style to meet the needs of the individual or situation.
  1. Anticipates the concerns of other employees.
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. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
  1. Is able to control their own emotions.
  1. Is able to express themselves clearly.
  1. Able to understand others' points of view.
  1. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
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. Assesses employees' developmental needs.
  1. Creates opportunities for professional development.
  1. Creates a work environment that fosters positive feedback to employees.
  1. Is open to receiving feedback.
  1. Develops employees by offering and encouraging them to take on new or additional responsibilities.
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. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Completes a large volume of work.
  1. Encourages risk taking and experimentation to improve performance
  1. Conveys a sense of urgency about addressing problems and opportunities
  1. Seeks and utilizes opportunities for continuous learning and self-development.
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. ...Produce Quality
  1. Shown significant improvement in job performance.
  1. Effective in performing his/her job.
  1. ...Overall Performance
  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?

Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Asks for additional information when making critical decisions.
  1. Is able to make decisions quickly.
  1. Seeks input from key people who should be involved in, or will be affected by, decisions
  1. Does not lose sight of the big picture when making decisions
  1. Coaches team members individually when "poor" decisions are made; helps them see what could have been done differently
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. Effective in dealing with ambiguous and challenging situations.
  1. Adopts changes to set and example for others to follow.
  1. Assists others in understanding changes to the organization.
  1. Supports new initiatives for organizational changes to improve effectiveness.
  1. Works cooperatively with others to implement changes.
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. Supports technical training and development of employees.
  1. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
  1. Proficient in the use of technical systems and processes.
  1. Adopts the implementation of new technology into the workplace.
  1. Maximizes the use of new technology to deliver products and services.
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. Complies with regulatory requirements for the state.
  1. Keeps informed of various regulations and procedures.
  1. Complies with trade agreements affecting international companies.
  1. Ensures the company meets legal requirements/standards regarding employees.
  1. Keeps up-to-date with legislation affecting employees.
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. Understands complex issues and problems.
  1. Exhibits behavior that is consistent with the vision, mission, and core values of the organization
  1. Applies the knowledge of work processes to influence the achievement of business goals
  1. Able to align resources to meet the business needs of the company.
  1. Asks the 'right' questions to size up or evaluate situations.
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.