hr-survey.com

Responsibility- 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Responsibility:
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)
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:
Responsible, Bias for Action, Feedback, Leadership, Performance, Communication Skills, Decision Making, Change Management, Business Acumen, Organizational Fluency
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


Responsible

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets high personal standards of performance.
  1. Behavior is ethical and honest.
  1. ...takes personal responsibility for results.
  1. Holds herself / himself accountable to goals / objectives
  1. Responsible for setting the vision of the department.
If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Encourages risk taking and experimentation to improve performance
  1. Conveys a sense of urgency about addressing problems and opportunities
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Completes work on time
  1. Seeks and utilizes opportunities for continuous learning and self-development.
If [Participant Name] were to make improvements in Bias for Action, what are your suggestions for how he/she can improve this?

Feedback

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is easy to approach with ideas and opinions.
  1. Asks others for their ideas and opinions.
  1. Accepts the views of others.
  1. Considers other's opinion and suggestions.
  1. Open to the suggestions of others.
If [Participant Name] were to make improvements in Feedback, what are your suggestions for how he/she can improve this?

Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Demonstrates leadership and courage in critical situations.
  1. Highly effective supervisor.
  1. Expresses clear goals and objectives.
  1. Able to organize the work of others.
  1. Sets clear goals and objectives for subordinates.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?

Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to organize work.
  1. Has great overall performance
  1. Sets a high standard for job performance.
  1. Effective in performing his/her job.
  1. Works effectively in the department.
If [Participant Name] were to make improvements in Performance, what are your suggestions for how he/she can improve this?

Communication Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Asks follow-up questions as needed.
  1. Able to deliver presentations.
  1. Conveys ideas confidently and succinctly.
  1. Addresses issues of key importance to stakeholders.
  1. Deals with difficult situations calmly and confidently.
If [Participant Name] were to make improvements in Communication Skills, what are your suggestions for how he/she can improve this?

Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Views the issues from multiple perspectives before making a decision.
  1. Is open to listening to others who may have different ideas.
  1. Asks for additional information when making critical decisions.
  1. Decides which long-term goals should be met.
  1. Makes decisions based on novel interpretations of the facts.
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Change Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is an inspiration for others to accept the recent changes.
  1. Develops a strategy for implementing changes.
  1. Facilitates change with minimal resistance.
  1. Effective in implementing new organizational vision and values.
  1. Inspires others to want to change.
If [Participant Name] were to make improvements in Change Management, what are your suggestions for how he/she can improve this?

Business Acumen

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands financial terminology, statements.
  1. Is up-to-date with regulatory guidelines and policies.
  1. Understands the dynamics of our industry.
  1. Keeps informed of current income and expenses.
  1. Identifies potential regulatory risks and strategies to mitigate them.
If [Participant Name] were to make improvements in Business Acumen, what are your suggestions for how he/she can improve this?

Organizational Fluency

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands the current organizational culture.
  1. Adept at navigating within the culture of the department.
  1. Able to deal with sensitive issues with tact and professionalism.
  1. Anticipates problems that may affect the department.
  1. Able to explain departmental policies and procedures to others.
If [Participant Name] were to make improvements in Organizational Fluency, 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.