hr-survey.com

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.

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. Seeks opportunities to meet with others.
  1. Actively listens to understand different perspectives and identify common interests.
  1. Develops a sense of trust in subordinates so they can freely interact and share information with others.
  1. Develops important industry contacts to facilitate business goals.
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. Able to develop, justify and present a budget.
  1. Enthusiastic about taking on challenging projects.
  1. Has strong technical/computer skills.
  1. High attention to detail.
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. Is creative.
  1. Is creative and inspirational.
  1. Conceives, implements and evaluates ideas.
  1. Develops solutions to challenging problems.
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. Improves on their skill sets.
  1. Views setbacks as opportunities to learn from.
  1. Builds on their strengths while addressing their weaknesses.
  1. Is open to new ideas and concepts.
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. May advocate for others with different cultural backgrounds.
  1. Develops skills and attitudes to bridge cultural differences.
  1. Is aware of the similarities and differences among and between cultural groups.
  1. Is responsive to individuals from other cultures.
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 how their work relates to organizational goals.
  1. Aligns the department's goals with the goals of the organization.
  1. Maintains self-control when personally criticized.
  1. Sets appropriate goals for employees.
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. Allows employees to make their own decisions.
  1. Encourages employees to achieve their full potential.
  1. Able to remain calm in tense situations.
  1. Provides feedback referencing specific instances or examples of behaviors.
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. Assists others in understanding changes to the organization.
  1. Develops plans for following through on the changes.
  1. Supports new initiatives for organizational changes to improve effectiveness.
  1. Adopts changes to set and example for others to follow.
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. Demonstrates the functional or technical skills necessary to do their job.
  1. Can be counted on to add value wherever they are involved.
  1. Demonstrates the analytical skills to do their job.
  1. Takes a lot of pride in their 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. Works in a way that makes others want to work with her/him.
  1. Is a person you can trust.
  1. Takes care to maintain confidential information.
  1. Demonstrates congruence between statements and actions.
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. Identifies and addresses strategic risks impacting operations.
  1. Crafts and executes strategies to advance the company.
  1. Gives adequate consideration to the time and resources available.
  1. Exhibits a strategic orientation to identify and capitalize on opportunities to advance the organization.
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. Brings the strategic vision to fruition by planning, coordinating, and executing necessary actions, while ensuring the team meets the overarching goals of the organization.
  1. Recognizes potential challenges and devises comprehensive strategies to navigate and mitigate these difficulties.
  1. Behaves in a way that is consistent with business values & code of conduct
  1. Enables employees to commit to the departmental vision.
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.