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HR-Survey > 360-Degree Feedback > Competency Model > Planning Skills

Planning- 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Surveys Measuring Planning:
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:
Planning, Business Acumen, Partnering/Networking, Creativity, Attitude, Leadership, Delegation, Achievement, Managing Risk, Responsible
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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Planning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Assesses the potential impact of changes to the strategic plan.
  1. Adjusts plans as needed according to situational/strategic changes.
  1. Able to develop logistics plans to move material through a multi-step supply chain.
  1. Develops plans to help manage expectations and project demands.
  1. Creates effective project plans.
If [Participant Name] were to make improvements in Planning, what are your suggestions for how he/she can improve this?

Business Acumen

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands the costs, profits, markets, and added value of issues.
  1. Gathers important information from customers to make sure our products are relevant and useful.
  1. Understands our competitors and their strengths and weaknesses.
  1. Facilitates creativity and innovation in individuals by helping them understand different aspects of the business.
  1. Creates unique strategies that impact the Company.
If [Participant Name] were to make improvements in Business Acumen, what are your suggestions for how he/she can improve this?

Partnering/Networking

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Regularly schedules coffee chats or informal meetups to deepen personal connections.
  1. Is comfortable working in partnership with colleagues from other departments.
  1. Actively listens to understand different perspectives and identify common interests.
  1. Supports and encourages relationships that are created by diverse team members.
  1. Facilitates communication with others in the company.
If [Participant Name] were to make improvements in Partnering/Networking, what are your suggestions for how he/she can improve this?

Creativity

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Translates creative concepts into actionable plans and deliverables.
  1. Invents novel approaches that challenge standard practices.
  1. Fosters a culture of creative exchange beyond team silos.
  1. Seeks to understand deeply the talents and abilities of members of the team.
  1. Pushes beyond familiar territory to explore new creative directions.
If [Participant Name] were to make improvements in Creativity, what are your suggestions for how he/she can improve this?

Attitude

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is optimistic about the future direction and plans.
  1. Encourages team members of the potential benefits of taking a bold step, even if success isn't guaranteed.
  1. Respects schedules and avoids unnecessary delays.
  1. Reinforces the team's value and shared purpose.
  1. Volunteers to represent the team in cross-functional or company-wide working groups.
If [Participant Name] were to make improvements in Attitude, what are your suggestions for how he/she can improve this?

Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Communicates with others how they contribute to and support the company's mission.
  1. Expresses pride in the accomplishments of employees or the department.
  1. Always sticks to their word.
  1. Holds Supervisor and core team members accountable for commitments and assignments
  1. Can organize efforts of other employees.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?

Delegation

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee.
  1. Gathers feedback from the employee-how did they feel about the task?
  1. Entrusts employees with tasks that reflect their core proficiencies, fostering accountability and confidence.
  1. Establishes milestone reviews to assess progress and recalibrate expectations if needed.
  1. Rotates assignments so opportunities are spread across the team-avoiding favoritism or bias.
If [Participant Name] were to make improvements in Delegation, what are your suggestions for how he/she can improve this?

Achievement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Increased customer satisfaction scores for the quarter.
  1. Takes calculated risks.
  1. Implements standardized processes and procedures to help others achieve success.
  1. Encourages goal-setting that balances difficulty and achievability.
  1. Leads with structure, ensuring good execution of initiatives and alignment with organizational objectives.
If [Participant Name] were to make improvements in Achievement, what are your suggestions for how he/she can improve this?

Managing Risk

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Integrates risk management processes, data, and analytics across the company.
  1. Has the knowledge and skills to accurately identify risks in the workplace.
  1. Implement strategies to mitigate risks.
  1. Views risks as potential opportunities for profit.
  1. Increases business resilience.
If [Participant Name] were to make improvements in Managing Risk, what are your suggestions for how he/she can improve this?

Responsible

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets a good example.
  1. Sets high personal standards of performance.
  1. Works in a way that makes others want to work with her/him.
  1. Responsible for setting the vision of the department.
  1. Behavior is ethical and honest.
If [Participant Name] were to make improvements in Responsible, 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.