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

Management - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Management:
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:
Management, Communication Skills, Continual Learning, Project Management, Performance, Decision Making, Commitment To Result, Developing Others, Coaching, Strategic Insight, Global Perspective
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


Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is ready to offer help
  1. Sets an example for others to follow
  1. Delegate tasks effectively
  1. Keep staff informed about what is happening in the company
If [Participant Name] were to make improvements in Management, what are your suggestions for how he/she can improve this?

Communication Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Listens attentively and responds thoughtfully, showing they value the conversation.
  1. Has the confidence to communicate effectively to all levels (from CEO down) of the organization, external customers, suppliers, as well as the senior counsel of other companies.
  1. Coaches others and provides feedback on the use of different oral communication styles for different audiences
  1. Updates others on changes or progress in plans and goals.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?

Continual Learning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Participates in regular training offered.
  1. Pursues professional development opportunities when they arise.
  1. Shares best practices with others and learns from others.
  1. Improves on their skill sets.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Project Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Works with customers and clients to assess their needs and define project parameters.
  1. Uses appropriate technology to efficiently communicate with team members.
  1. Assigns project roles to the team members.
  1. Outlines key project dates and milestones.
If [Participant Name] were to make improvements in Project Management, what are your suggestions for how he/she can improve this?

Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets a high standard for job performance.
  1. Shown significant improvement in job performance.
  1. ...Overall Performance
  1. Effective in performing his/her job.
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. Breaks complex issues into manageable parts and organizes them in a systematic way before making decisions
  1. Examines relevant factors needed to make a decision.
  1. Seeks input from key people who should be involved in, or will be affected by, decisions
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Commitment To Result

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Willing to do whatever it takes-not afraid to have to put in extra effort.
  1. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service.
  1. Maintains persistence and dedication to achieving results.
  1. Encourages commitment in others to obtain results.
If [Participant Name] were to make improvements in Commitment To Result, what are your suggestions for how he/she can improve this?

Developing Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets performance objectives for subordinates that encourages development opportunities.
  1. Supports the successes of other employees.
  1. Encourages employees through recognition of positive changes in behavior.
  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?

Coaching

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Helps employees to understand responsibilities, authority, and expectations.
  1. Helps employees to maintain high personal standards.
  1. Develops the skills and capabilities of others.
  1. Conducts regular performance appraisals and feedback.
If [Participant Name] were to make improvements in Coaching, what are your suggestions for how he/she can improve this?

Strategic Insight

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Pursues strategic alliances with valued partners.
  1. Understands the Company's strengths and weaknesses and uses this information to create optimal solutions to problems.
  1. Implements long-term solutions to problems.
  1. Develops a strategic vision for the future.
If [Participant Name] were to make improvements in Strategic Insight, what are your suggestions for how he/she can improve this?

Global Perspective

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to listen and understand others and discuss issues in a respectful way.
  1. Respects individual differences.
  1. Volunteers for experiences and assignments abroad.
  1. Builds working relationships with others across cultures.
If [Participant Name] were to make improvements in Global Perspective, 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.