HR-Survey > 360-Degree Feedback > Competency Model > Interpersonal Skills

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


Interpersonal Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Shows appreciation for other's work.
  1. Applies appropriate communication techniques to the situation.
  1. Is someone you can trust.
  1. Values the input from coworkers.
  1. Builds strong relationships with team members.
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. Able to understand others' points of view.
  1. Is able to manage their own emotions.
  1. Is attentive to emotional cues and interprets others' feelings correctly.
  1. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
  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. Is open to receiving feedback.
  1. Sets performance objectives for subordinates that encourages development opportunities.
  1. Assigns tasks and responsibilities to develop skills of others.
  1. Develops employees by offering and encouraging them to take on new or additional responsibilities.
  1. Encourages employees through recognition of positive changes in behavior.
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. Completes work on time
  1. Encourages risk taking and experimentation to improve performance
  1. Conveys a sense of urgency about addressing problems and opportunities
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
  1. Identifies ways to simplify work processes and reduce cycle times
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. Shown significant improvement in job performance.
  1. Works well in this position.
  1. Works effectively in the department.
  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. Evaluates information before making a final decision.
  1. Assesses the risks, benefits, and potential impact of a number of options when deciding a course of action
  1. Outlines the parameters influencing the decision making process.
  1. Remains focused on the immediate goal when making decisions.
  1. Uses reasonable assumptions and logic to decide between alternate courses of action
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. Able to get department employees to accept new changes.
  1. Addresses organizational and departmental resistance to changes.
  1. Is an inspiration for others to accept the recent changes.
  1. Effective in implementing new organizational vision and values.
  1. Facilitates change with minimal resistance.
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. Applies complex rules and regulations to maintain optimal system performance.
  1. Supports technical training and development of employees.
  1. Supports employee training and development initiatives regarding implementation of technology.
  1. Adopts the implementation of new technology into the workplace.
  1. Understands and is committed to implementing new technologies.
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. Ensures the company meets legal requirements/standards regarding employees.
  1. Understands the applicable regulations and laws that impact our business.
  1. Strengthens employees' ability to appropriately handle compliance and ethics issues.
  1. Prepares and presents annual reports as required.
  1. Performs audits regularly, or without notice, to ensure proper compliance with regulations.
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 and applies business and financial principles.
  1. Creates a risk management strategy to meet the business needs of the organization.
  1. Assists others in understanding business changes.
  1. Implements long-term strategic solutions to critical problems.
  1. Gathers important information from customers to make sure our products are relevant and useful.
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.