hr-survey.com

Partnering/Networking- 360 Degree Feedback Survey Sample #8





Questionnaires 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

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of 's leadership development process. This tool 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 assessment form, please think about your experiences working with this individual during the last six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

Sample Result Document:
Sample Results
Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.

When clicking your selection below, try to best fit the manager's actual behaviors to the scale provided.

If you are not sure, or unable to assess, select "Not Applicable" (N/A) option.


Please complete your response by .
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Partnering/Networking

Agree Unsure Disagree N/A
  1. Attends industry conferences and seminars to meet new contacts and learn from industry leaders.
  1. Promotes awareness of interests in partnerships and networks.
  1. Develops internal alliances with others in the department.
  1. Can perform a SWOT analyses (Strengths, Weaknesses, Opportunities, Threats) of the partnership's potential outcomes.
  1. Develops key business contacts at other companies.


Accountability

Agree Unsure Disagree N/A
  1. Always starts work on time.
  1. Follows through on commitments made.
  1. Documents performance goals through an individual development plan.
  1. Takes responsibility for the team's actions and results.
  1. Is personally invested in the success of the organization.


Feedback

Agree Unsure Disagree N/A
  1. Considers other's opinion and suggestions.
  1. Seeks feedback to enhance performance.
  1. Is easy to approach with ideas and opinions.
  1. Asks others for their ideas and opinions.
  1. Actively seeks feedback from others.


Emotional Intelligence

Agree Unsure Disagree N/A
  1. Is able to express themselves clearly.
  1. Is able to control their own emotions.
  1. Accurately perceives the emotional reactions of others.
  1. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
  1. Able to understand others' points of view.


Project Management

Agree Unsure Disagree N/A
  1. Meets with stakeholders to determine the requirements for the project.
  1. Identifies the source materials that will be needed.
  1. Locates the equipment and supplies needed for the project.
  1. Acquires and allocates internal and external resources needed for the project.
  1. Holds meetings with supply-chain vendors regarding acquisition of resources.


Performance

Agree Unsure Disagree N/A
  1. Able to organize work.
  1. Works well in this position.
  1. Sets a high standard for job performance.
  1. ...Overall Performance
  1. Effective in performing his/her job.


Innovation

Agree Unsure Disagree N/A
  1. Looks for new ways of doing things.
  1. Helps to identify and create value from innovation.
  1. Optimizes the innovation process by incorporating feedback and lessons learned from previous experiences.
  1. Creates innovative solutions to critical problems facing the Company.
  1. Equips employees with the necessary tools, technologies, and resources to explore new ideas.


Achievement

Agree Unsure Disagree N/A
  1. Sets challenging goals for the department.
  1. Sets ambitious standards of performance.
  1. Highly motivated to achieve or exceed performance standards.
  1. Sets performance metrics to measure achievement or attainment of goals.
  1. Takes calculated risks to achieve significant rewards.


Strategic Insight

Agree Unsure Disagree N/A
  1. Adjusts strategic plans based on insights gathered from different points of view.
  1. Pursues strategic alliances with valued partners.
  1. Creates values statement to ensure all employees are working under the same guiding principles.
  1. Identifies root causes of problems.
  1. Works with others to develop insights into the resources and actions required to produce desired results.


Organizational Fluency

Agree Unsure Disagree N/A
  1. Understands the current organizational culture.
  1. Able to deal with sensitive issues with tact and professionalism.
  1. Effective in communicating with others within the organization.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
  1. Able to explain departmental policies and procedures to 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.