hr-survey.com

Problem Solving - 360 Degree Feedback Survey Sample #5


Questionnaires Measuring Problem Solving:
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)
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.

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



Problem Solving

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Works cooperatively with others to solve problems.
  1. Able to balance the needs of different people in a solution to a problem.
  1. Is a good problem solver and decision maker
  1. Ability to solve problems at root cause rather than at symptom level.
  1. Identifies and assesses all potential responses to a problem.


Achievement

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Makes a plan for getting things done and drives execution of the strategic plan, actively supporting or leading initiatives to closure.
  1. Systematically works to improve the organization
  1. Accepts setbacks and challenges as improvement opportunities
  1. Demonstrates a well-organized and timely approach to achieve desired results
  1. Follows-up and takes action when goals are not met to ensure better results in the future.


Technology Use/Management

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Applies complex rules and regulations to maintain optimal system performance.
  1. Supports employee training and development initiatives regarding implementation of technology.
  1. Supports technical training and development of employees.
  1. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
  1. Adopts the implementation of new technology into the workplace.


Strategic Focus

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Monitors performance of each market within the Area, utilizing reports to ensure sales growth, cost management, and profitability targets are met.
  1. Understands their role within the organization.
  1. Creates plans to develop and promote organizational and area strengths, as well as to address weaknesses.
  1. Focuses attention on treating the causes of problems rather than simply addressing the symptoms.
  1. Understands & contributes to development of strategic goals.


Self Management

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
  1. Uses patience and self-control in working with customers and associates.
  1. Consciously controls own negative emotions in order to keep team morale up.
  1. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
  1. Analyzes interpersonal problems instead of reacting to them.


Vision

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Persuades others to follow the Company's vision.
  1. Communicates a vision of where the Company needs to be in the future.
  1. Works to support the strategy of [Company]
  1. Behaves in a way that is consistent with business values & code of conduct
  1. Demonstrates consistency between words and actions



  1. Overall, please rate the effectiveness of .






  2. Strengths


  3. Areas for Development


  4. Please give any final comments or suggestions for 's assessment.