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HR-Survey > 360-Degree Feedback > Competency Model > Self-Management Skills

Self-Management - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Self:
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:
Self-Management, Continual Improvement, Emotional Intelligence, Adaptability, Bias for Action, Supervisory Skills, Quality, Time Management, Commitment To Result, Technology Use/Management, Managing Risk, Responsible, Empowering Others, Others, Planning
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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Self Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Consciously controls own negative emotions in order to keep team morale up.
  1. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
  1. Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
  1. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
If [Participant Name] were to make improvements in Self Management, what are your suggestions for how he/she can improve this?

Continual Improvement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Encourages an employee culture of continuous improvement to seek out better ways of doing things.
  1. Open to the suggestions from others.
  1. Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
  1. Promotes training and development opportunities to enhance job performance.
If [Participant Name] were to make improvements in Continual Improvement, what are your suggestions for how he/she can improve this?

Emotional Intelligence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to understand others' points of view.
  1. Is able to express themselves clearly.
  1. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
  1. Is able to manage their own emotions.
If [Participant Name] were to make improvements in Emotional Intelligence, what are your suggestions for how he/she can improve this?

Adaptability

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to adjust to changes as needed.
  1. Is flexible and open minded in dealing with others.
  1. Able to quickly learn new ways of performing their job.
  1. Is proactive and takes steps to prepare for changes in the workplace.
If [Participant Name] were to make improvements in Adaptability, what are your suggestions for how he/she can improve this?

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Completes work on time
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Completes a large volume of work.
  1. Displays high energy and enthusiasm on consistent basis.
If [Participant Name] were to make improvements in Bias for Action, what are your suggestions for how he/she can improve this?

Supervisory Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Oversees the work of a group of employees.
  1. Has a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds.
  1. Enhances teamwork through good supervision.
  1. Reviews performance against established measures.
If [Participant Name] were to make improvements in Supervisory Skills, what are your suggestions for how he/she can improve this?

Quality

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Develops measures of the success of quality initiatives.
  1. Adjusts processes or procedures to improve quality results.
  1. Always strives to produce the highest quality work products.
  1. Competently and accurately analyzes quality measures.
If [Participant Name] were to make improvements in Quality, what are your suggestions for how he/she can improve this?

Time Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Prioritizes tasks to identify immediate and long-term objectives.
  1. Keeps and maintains a To-Do list.
  1. Allows for time buffers between tasks so that the schedule does not become delayed due to unforeseen circumstances.
  1. Never late for work.
If [Participant Name] were to make improvements in Time Management, what are your suggestions for how he/she can improve this?

Commitment To Result

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Encourages commitment in others to obtain results.
  1. Committed to the team.
  1. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service.
  1. Takes immediate action toward goals.
If [Participant Name] were to make improvements in Commitment To Result, what are your suggestions for how he/she can improve this?

Technology Use/Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
  1. Proficient in the use of technical systems and processes.
  1. Adopts the implementation of new technology into the workplace.
  1. Understands and is committed to implementing new technologies.
If [Participant Name] were to make improvements in Technology Use/Management, what are your suggestions for how he/she can improve this?

Managing Risk

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Accepts risk as needed.
  1. Identifies the most significant risks from business operations.
  1. Uses risk data to generate insights and drive strategic decisions.
  1. Recognizes the potential impact of systemic risks.
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. Completes assigned work tasks.
  1. Sets high personal standards of performance.
  1. Is a person you can trust.
  1. Sets a good example
If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?

Empowering Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Trusts employees to complete tasks assigned.
  1. Encourages employees to take the initiative when responding to an issue.
  1. Allows employees to take training to increase their skill levels so that they can be more independent.
  1. Recognizes the contributions that others make to the department.
If [Participant Name] were to make improvements in Empowering Others, what are your suggestions for how he/she can improve this?

Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Respects the opinions of other employees.
  1. ...treats others with respect and dignity.
  1. Forms working relationships with employees from other departments.
  1. Treats others with respect and dignity.
If [Participant Name] were to make improvements in Others, what are your suggestions for how he/she can improve this?

Planning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is good at planning for the "unexpected".
  1. Sets up and monitors timeframes and plans
  1. Determines what supplies/equipment will be needed for the job.
  1. Accurately estimates the amount of materials/supplies needed for the project.
If [Participant Name] were to make improvements in Planning, 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.