HR-Survey > 360-Degree Feedback > Competency Model > Partnering/Networking

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


Partnering/Networking

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Successfully identifies complementary and compatible strategic partners with colleagues in the industry.
  1. Promotes awareness of interests in partnerships and networks.
  1. Exchanges innovative ideas with a network of colleagues.
  1. Nurtures a collaborative and inclusive environment that encourages knowledge sharing and continuous learning.
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. Able to develop, justify and present a budget.
  1. Has strong technical/computer skills.
  1. Enthusiastic about taking on challenging projects.
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 and inspirational.
  1. Conceives, implements and evaluates ideas.
  1. Inspires creativity in their team.
  1. Adds value to the department/organization.
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. Pursues learning that will enhance job performance.
  1. Pursues self-improvement through continual learning.
  1. Takes charge of their training and skills enhancement.
  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?

Cultural Awareness

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Seeks to reduce obstacles in communication that might arise from cultural differences.
  1. Seeks clarification to avoid misunderstandings.
  1. Is willing to include individuals with different cultural backgrounds on the team.
  1. Respects the views offered by individuals with different cultural backgrounds.
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. Sets appropriate goals for employees.
  1. Functions well under stress, deadlines, and/or significant workloads.
  1. Maintains focus when handling several problems or tasks simultaneously.
  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. Instructs employees on the safest way to perform tasks.
  1. Sets clear expectations for acceptable performance.
  1. Maintains an even temper in stressful situations.
  1. Communicates effectively to avoid issues, conflicts and errors on the job.
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. Develops a strategy for implementing changes.
  1. Addresses organizational and departmental resistance to changes.
  1. Inspires others to want to change.
  1. Able to get team members to change their attitudes.
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. Demonstrates the analytical skills to do their job.
  1. Produces high quality work.
  1. Can be counted on to add value wherever they are involved.
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. Is trustworthy; is someone I can trust.
  1. Is a person you can trust.
  1. Communicates an understanding of the other person's interests, needs and concerns.
  1. Seeks to mitigate grievances by clarifying intentions and finding suitable remedies.
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. Is effective in using strategic tools such as value chain analysis, business environment analysis, and competitor analysis.
  1. Effectively translates strategy into operational decisions.
  1. Ensures the department has a viable strategy for moving forward.
  1. Gives adequate consideration to the time and resources available.
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. Recognizes issues and formulates solutions.
  1. Creates and executes a strategic vision that drives the company's growth forward.
  1. Inspires and motivates employees through an influential vision.
  1. Develops a schedule that outlines specific phases, measurables, and deadlines, ensuring that work is systematically aligned and coordinated with the organization's 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.