hr-survey.com

Performance - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Performance:
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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Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Works well in this position.
  1. Has great overall performance
  1. Listens and responds to issues and problems
  1. Effectively organizes resources and plans
  1. Effective in performing his/her job.
If [Participant Name] were to make improvements in Performance, what are your suggestions for how he/she can improve this?

Achievement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Met required benchmarks for the position.
  1. Makes use of talents of others to help achieve a high level of performance.
  1. Sets challenging goals.
  1. Increased customer satisfaction scores for the quarter.
  1. Completes work to given time frame and to budget
If [Participant Name] were to make improvements in Achievement, what are your suggestions for how he/she can improve this?

Empowering Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Permits employees to take training to become more independent.
  1. Considers ideas from employees that may challenge traditional ways of doing the job.
  1. Sets goals to allow the employee to have more autonomy over their work.
  1. Demonstrates confidence in the abilities of subordinates.
  1. Allows employees to take training to increase their skill levels so that they can be more independent.
If [Participant Name] were to make improvements in Empowering Others, what are your suggestions for how he/she can improve this?

Teamwork

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Fosters respect and understanding among team members
  1. Listens carefully to other team members.
  1. Encourages other team members to adopt new procedures.
  1. Actively participates as a team member
  1. Builds a strong rapport with team members.
If [Participant Name] were to make improvements in Teamwork, what are your suggestions for how he/she can improve this?

Adaptability

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is aware of changes in the environment.
  1. Will stop what they are doing to help colleagues in need.
  1. Able to adapt to changes in technology and processes.
  1. Is aware of changes to team personnel.
  1. Adjusts tactics when things are not working as expected.
If [Participant Name] were to make improvements in Adaptability, what are your suggestions for how he/she can improve this?

Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Successfully makes progress despite repeated failures or setbacks at work.
  1. Leverages skills and resources to exceed performance expectations.
  1. Stays committed to goals even when progress is slow.
  1. Demonstrates resilience in the face of adversity.
  1. Regularly conducts preventative maintenance on the equipment.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?

Continual Learning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Takes charge of their training and skills enhancement.
  1. Takes the initiative to learn new skills.
  1. Improves on their skill sets.
  1. Builds on their strengths while addressing their weaknesses.
  1. Participates in regular training offered.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to align manpower, design work, an allocate tasks to achieve goals.
  1. Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.
  1. Able to organize the work of others.
  1. Recognizes individual and team accomplishments and reward them appropriately.
  1. Effectively leads others.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?

Company

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands the use of [Company] products and services.
  1. Understands how decisions impact other business units beyond their immediate department of work group.
  1. Follows existing procedures and processes.
  1. Attends [Company] gatherings and social events.
  1. Expresses loyalty and dedication to [Company] in interactions with others.
If [Participant Name] were to make improvements in Company, 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. Transforms the department's vision into a clearly defined, actionable set of goals and a comprehensive strategic plan.
  1. Expresses the Company vision in a way that is easily understood and adopted by employees.
  1. Inspires and motivates employees through an influential vision.
  1. Fosters a leadership vision that promotes innovation and growth.
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.