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Partnering/Networking- 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Surveys Measuring Partnering/Networking:
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:
Partnering/Networking, Administrative Skill, Creativity, Continual Learning, Cultural Awareness, Establishing Focus/Direction, Supervisory Skills, Change Management, Excellence, Trustworthy, Strategic Focus, Vision
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
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Partnering/Networking

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Leverages core competencies of partners to the benefit of both parties.
  1. Is an active member of professional associations or professional groups to stay connected with peers.
  1. Engages with partners that offer complementary services and competencies.
  1. Finds common ground with a wide range of stakeholders.
If [Participant Name] were to make improvements in Partnering/Networking, what are your suggestions for how he/she can improve this?

Administrative Skill

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Implements and uses performance measures.
  1. Accurately implements contract provisions.
  1. Strong organizational skills to keep the workspace and department in order
  1. Completes reports on-time.
If [Participant Name] were to make improvements in Administrative Skill, what are your suggestions for how he/she can improve this?

Creativity

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Creates a lot of new ideas.
  1. Inspires creativity in their team.
  1. Develops solutions to challenging problems.
  1. Conceives, implements and evaluates ideas.
If [Participant Name] were to make improvements in Creativity, what are your suggestions for how he/she can improve this?

Continual Learning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Grasps new ideas, concepts, technical, or business knowledge.
  1. Pursues self-improvement through continual learning.
  1. Improves on their skill sets.
  1. Pursues learning that will enhance job performance.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Cultural Awareness

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Seeks knowledge and information about other cultures.
  1. Is open and honest in communications with individuals from other cultures.
  1. Hires individuals with different cultural backgrounds for the department.
  1. Seeks clarification to avoid misunderstandings.
If [Participant Name] were to make improvements in Cultural Awareness, what are your suggestions for how he/she can improve this?

Establishing Focus/Direction

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Makes sure that employees understand and identify with the team's mission.
  1. Sets appropriate goals for employees.
  1. Excellent at managing time.
  1. Maintains self-control when personally criticized.
If [Participant Name] were to make improvements in Establishing Focus/Direction, what are your suggestions for how he/she can improve this?

Supervisory Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Maintains a calm demeanor when addressing stressful issues in the workplace.
  1. Delegates effectively.
  1. Measures job performance fairly using established criteria.
  1. Is fair and equitable in enforcement of work rules.
If [Participant Name] were to make improvements in Supervisory Skills, what are your suggestions for how he/she can improve this?

Change Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Inspires others to accept changes.
  1. Assists others in understanding changes to the organization.
  1. Effective in implementing new organizational vision and values.
  1. Develops a strategy for implementing changes.
If [Participant Name] were to make improvements in Change Management, what are your suggestions for how he/she can improve this?

Excellence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Can be counted on to add value wherever they are involved.
  1. Demonstrates the functional or technical skills necessary to do their job.
  1. Demonstrates the analytical skills to do their job.
  1. Produces high quality work.
If [Participant Name] were to make improvements in Excellence, what are your suggestions for how he/she can improve this?

Trustworthy

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Takes care to maintain confidential information.
  1. Takes ownership, delivers on commitments
  1. Consistently keeps commitments.
  1. Builds and maintains the trust of others.
If [Participant Name] were to make improvements in Trustworthy, what are your suggestions for how he/she can improve this?

Strategic Focus

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Successfully implements a strategic plan.
  1. Scans both the internal and external environment to identify strategic opportunities to improve the organization.
  1. Supports changes being recommended from senior management.
  1. Makes decisions that yield more competitive advantages.
If [Participant Name] were to make improvements in Strategic Focus, what are your suggestions for how he/she can improve this?

Vision

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Shapes strategies that resonate with the department's shared vision.
  1. Establishes a clear vision for where the company should be heading.
  1. Builds a culture that reinforces the manager's vision.
  1. Assigns the vision implementation to team members.
If [Participant Name] were to make improvements in Vision, 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.