HR-Survey > 360-Degree Feedback > Competency Model

Persuasion and Influence - 360 Degree Feedback Survey Sample #5





360-Degree Assessment Survey

Questionnaires Measuring Persuasion and Influence:
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)
Dear Employee:

Thank you for providing feedback for the recipient above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Rate each item using the scale shown. If you don't feel you have enough first-hand information to rate a certain item, please choose the Not Applicable option. Comments can be very helpful; at a minimum where you give a particularly high or low rating, please share your reasons in the Closing Comments section. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing development.

Sample Result Document:
Sample Results
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.

Please ensure that your submission is made by .

Thank you for your participation in the survey.

Management Team



Persuasion and Influence

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Has excellent influencing/negotiating skills.
  1. Understanding what others need.
  1. Attempts to persuade others rather than simply control them.
  1. Ensures stakeholders are involved in the decision making process.
  1. Able to express own goals and needs.


Time Management

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Leverages calendars to help keep better track of events.
  1. Takes the initiative to tackle critical issues earlier rather than later.
  1. Stays undistracted by slower coworkers.
  1. Avoids distractions from personal phone or other personal devices.
  1. Leaves time in the schedule for unplanned contingencies.


Change Management

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Is a leading force driving changes.
  1. Develops plans for following through on the changes.
  1. Assists others in understanding changes to the organization.
  1. Inspires others to want to change.
  1. Inspires others to accept changes.


Client Focus

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Is focused on improving client services.
  1. Creates new and innovative products for clients.
  1. Makes sure client needs are understood by the team members.
  1. Understands the needs of the client.
  1. Adapts to changes proposed by the client.


Conflict Management

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Identifies and takes steps to prevent potential confrontations.
  1. Discusses conflict situations with supervisor.
  1. Clearly expresses expectations to others.
  1. Helps employees to think through alternative ways to resolve conflict situations.
  1. Deals effectively with employee grievances.


Others

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Respects the opinions of other employees.
  1. Able to see issues from others' perspectives.
  1. Works across boundaries within the organization.
  1. Treats others with respect and dignity.
  1. Is able to see issues from others' perspectives.


Cultural Awareness

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Views diversity as a strength, not as an issue.
  1. Supports and mentors others that may have different cultural backgrounds.
  1. Engages with individuals that have different cultural backgrounds.
  1. Hires individuals with different cultural backgrounds for the department.
  1. Is aware of cultural differences in business etiquette.


Fiscal Management

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Develops of the department's annual budget.
  1. Effectively manages appropriations, reporting, purchases, expenditures, payrolls, and staff.
  1. Provides budgeting and accounting support to the Company.
  1. Effective in using Company's resources.
  1. Keeps excellent records for financial transparency.


Global Perspective

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Creates an environment where individual differences are valued and supported.
  1. Has positive interactions with individuals from different cultures and backgrounds.
  1. Understands how cultures differ and how these differences impact work behavior.
  1. Communicates effectively on a multi-lingual basis.
  1. Accepts setbacks and challenges in foreign markets as improvement opportunities



  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.