hr-survey.com

Objectives - 360 Degree Feedback Survey Sample #9





360 Feedback Survey

Questionnaires Measuring Objectives:
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

We appreciate you taking the time to provide valuable feedback for the individual mentioned above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Your insights are crucial in offering a comprehensive evaluation. Please rate each item using the scale provided. If you find that you do not have sufficient first-hand knowledge to rate a particular item, select the Not Applicable option.

In addition to the ratings, we encourage you to include comments where possible. These comments are particularly useful when you give a very high or very low rating, as they provide context and clarity regarding your assessment. Explaining your reasons in the comment section helps ensure that your feedback is constructive and actionable.

Your responses, combined with feedback from other contributors, will be compiled and presented to the individual. This collective feedback aims to support their continuous growth and development by highlighting strengths and identifying areas for improvement. Your thoughtful participation is essential in helping them achieve their full potential.

Sample Result Document:
Sample Results
You can save your progress on partially completed forms by clicking the Save/Still Working button located at the bottom of the page. This allows you to come back at a later time to finish or make any necessary edits to the form. When you return, your previously saved responses will automatically be displayed, allowing you to seamlessly continue where you left off. When you have completed filling out the form and are confident that no further changes are needed, please click the Complete button.
Edit this Survey
Would you like to edit this survey? Click here to begin.

Objectives

Definite Strength Meets Standards Needs Development N/A
  1. Consistently provides me with timely feedback for improving my performance.
  1. Assures [Company] principles are understood, employed & pursued.
  1. Sets long-term and short-term goals.
  1. Able to organize work.
  1. Ability to establish realistic goals.


Continual Improvement

Definite Strength Meets Standards Needs Development N/A
  1. Looks for ways to improve work processes and procedures.
  1. Encourages an employee culture of continuous improvement to seek out better ways of doing things.
  1. Looks for ways to expand and learn new job skills.
  1. Analyzes processes to determine areas for improvement.
  1. Searches for new methods, techniques, and processes that increase efficiency and reduce costs.


Punctuality

Definite Strength Meets Standards Needs Development N/A
  1. Arrives to meetings on time.
  1. Avoids making personal phone calls during working hours.
  1. Responds to requests for information in a timely manner.
  1. Starts the workday when scheduled.
  1. Starts meetings on time.


Establishing Focus/Direction

Definite Strength Meets Standards Needs Development N/A
  1. Maintains focus when handling several problems or tasks simultaneously.
  1. Aligns the department's goals with the goals of the organization.
  1. Makes sure that employees understand how their work relates to organizational goals.
  1. Helps guide employees with prioritizing tasks.
  1. Makes sure that employees understand and identify with the team's mission.


Delegation

Definite Strength Meets Standards Needs Development N/A
  1. Defines the roles, responsibilities, required actions, and deadlines for team members.
  1. Sets clear and reasonable expectations for others and follows through on their progress.
  1. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee.
  1. Tells subordinates what to do, not how to do it.
  1. Encourages and empowers subordinates to use initiative in achieving goals and objectives.


Managing Risk

Definite Strength Meets Standards Needs Development N/A
  1. Views risks as potential opportunities for profit.
  1. Accurately perceives potential risks in the workplace and initiates preventative measures.
  1. Determines the impact of specific risks on marketplace.
  1. Creates a risk profile for projects and teams.
  1. Uses data from the purchasing department to anticipate possible supply chain risks.


Regulatory/Compliance

Definite Strength Meets Standards Needs Development N/A
  1. Reviews documentation and procedures manuals to ensure regulatory compliance.
  1. Appoints a supervisory committee to ensure effective oversight of the organization.
  1. Develops a confidential reporting system to enable employees to anonymously report safety violations.
  1. Complies with trade agreements affecting international companies.
  1. Reviews operations and work flows to ensure compliance with standards.


Teamwork

Definite Strength Meets Standards Needs Development N/A
  1. Encourages open communication
  1. Comes across as a reliable, committed team member
  1. Makes decisions that support the team's goals and objectives.
  1. Encourages dialog between team members.
  1. Promotes a team spirit within and outside department; partners with other groups.


Organizational Fluency

Definite Strength Meets Standards Needs Development N/A
  1. Able to explain departmental policies and procedures to others.
  1. Able to deal with sensitive issues with tact and professionalism.
  1. Adept at navigating within the culture of the department.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
  1. Understands departmental policies and procedures.


Vision

Definite Strength Meets Standards Needs Development N/A
  1. Encourages employees to prioritize activities that contribute to the vision.
  1. Shapes strategies that resonate with the department's shared vision.
  1. Channels team activities towards the vision's core aspects.
  1. Cultivates an environment that embodies the department's vision.
  1. Creates a common vision for others.



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






  2. Strengths


  3. Areas for Development


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