hr-survey.com

Others- 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Surveys Measuring Others:
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:
Others, Attitude, Leadership, Delegation, Goals, Juggling Multiple Responsibilities, Managing Risk, Trustworthy, Coaching, Recognition, Planning
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


Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Helpful
  1. Works across boundaries within the organization.
  1. Supports the efforts of other employees in implementing solutions to problems.
  1. Includes others in the decision making processes.
  1. Works effectively with people from other departments.
If [Participant Name] were to make improvements in Others, what are your suggestions for how he/she can improve this?

Attitude

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Treats all people fairly and with respect.
  1. Contributes to a positive work environment.
  1. Contributes to a positive and fun work environment.
  1. Shows by their actions that they trust in the positive intentions of others.
  1. Visibly supports and encourages diversity in style and background.
If [Participant Name] were to make improvements in Attitude, what are your suggestions for how he/she can improve this?

Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets a high level of performance expectations and challenges others to do the same.
  1. Expresses clear goals and objectives.
  1. Able to align manpower, design work, an allocate tasks to achieve goals.
  1. Gives direct, constructive, and actionable feedback.
  1. Guides decision-making by coaching, counseling and rewarding.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?

Delegation

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Defines goals and objectives for subordinates.
  1. Delegates authority and responsibility to subordinates and holds them accountable for their actions.
  1. Allows employees to decide how they wish to complete the tasks.
  1. Defines the roles, responsibilities, required actions, and deadlines for team members.
  1. Entrusts subordinates with important tasks.
If [Participant Name] were to make improvements in Delegation, what are your suggestions for how he/she can improve this?

Goals

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets high expectations and goals; encourages others to support the organization.
  1. Establishes and documents goals and objectives.
  1. Achieves goals.
  1. Makes sure that team members have a clear idea of our group's goals.
  1. Conducts timely follow-up; keeps others informed on a need to know basis.
If [Participant Name] were to make improvements in Goals, what are your suggestions for how he/she can improve this?

Juggling Multiple Responsibilities

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Spends the most time and effort on critical tasks first.
  1. Recognizes and responds to product placement and signing needs while staying alert to customers' needs, store activities and training associates.
  1. Coordinates the work of a team by assigning tasks to other team members.
  1. Keeps track of multiple assignments and deadlines.
  1. Avoids bottlenecks in progress by assigning multiple individuals to critical tasks.
If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, what are your suggestions for how he/she can improve this?

Managing Risk

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Performs regular risk analyses to minimize adverse outcomes.
  1. Attends risk management seminars and conferences.
  1. Is aware of the financial implications of certain risks.
  1. Creates a risk profile for projects and teams.
  1. Develops appropriate strategies to minimize risks.
If [Participant Name] were to make improvements in Managing Risk, what are your suggestions for how he/she can improve this?

Trustworthy

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Works in a way that makes others want to work with her/him.
  1. Delivers on promises made.
  1. Is trustworthy; is someone I can trust.
  1. Communicates an understanding of the other person's interests, needs and concerns.
  1. Consistently keeps commitments.
If [Participant Name] were to make improvements in Trustworthy, what are your suggestions for how he/she can improve this?

Coaching

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Addresses employee behavior problems effectively.
  1. Helps employees to maintain high personal standards.
  1. Conducts regular performance appraisals and feedback.
  1. Helps employees to understand responsibilities, authority, and expectations.
  1. Meets regularly with employees to coach them on areas that will enhance their performance
If [Participant Name] were to make improvements in Coaching, what are your suggestions for how he/she can improve this?

Recognition

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is sincerely interested in the suggestions of co-workers
  1. Lets employees know when they have done well
  1. Offers recognition in a timely manner.
  1. Finds opportunities to recognize others.
  1. Recognizes individuals for a specific outstanding achievement.
If [Participant Name] were to make improvements in Recognition, what are your suggestions for how he/she can improve this?

Planning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Creates plans to handle complex, multi-faceted projects.
  1. Regularly makes plans for contingencies.
  1. Develops strategic plans for ensuring competitiveness in the marketplace.
  1. Develops a strategic plan to reduce costs in the department.
  1. Is able to follow the plan set in place.
If [Participant Name] were to make improvements in Planning, 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.