hr-survey.com

Self-Management - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Self-Management:
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:
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


Self Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Analyzes interpersonal problems instead of reacting to them.
  1. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
  1. Uses patience and self-control in working with customers and associates.
  1. Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
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. Looks for ways to expand and learn new job skills.
  1. Open to the suggestions from others.
  1. Analyzes processes to determine areas for improvement.
  1. Looks for ways to improve work processes and procedures.
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. Is attentive to emotional cues and interprets others' feelings correctly.
  1. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
  1. Is able to express themselves clearly.
  1. Able to understand others' points of view.
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. Develops insights and applies innovative solutions to projects and problems.
  1. Flexible and open to new ideas and encourages others to value change.
  1. Able to adapt to changes in technology and processes.
  1. Ability to recognize the potential benefits of change, and create an infrastructure which supports change.
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. Displays high energy and enthusiasm on consistent basis.
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Motivates others to achieve or exceed goals
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. Promotes teamwork and cooperation within the department.
  1. Resolves personnel problems quickly and effectively.
  1. Maintains good working relationships with employees.
  1. Provides constructive, ongoing feedback.
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. Holds employees accountable for their quality of work.
  1. Encourages employees to produce the best quality products.
  1. Always strives to produce the highest quality work products.
  1. Analyze what occurred and re-adjusts accordingly when goals are not met.
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. Keeps and maintains a To-Do list.
  1. Completes high-priority work within required timelines.
  1. Prioritizes new tasks according to their relative importance.
  1. Sets clearly defined goals.
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. Committed to the team.
  1. Coordinates all department activities into a cohesive team effort.
  1. Maintains persistence and dedication to achieving results.
  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. Maximizes the use of new technology to deliver products and services.
  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.
  1. Uses technology in decision making and problem solving.
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. Knows how to obtain desired results with minimal losses.
  1. Has the knowledge and skills to accurately identify risks in the workplace.
  1. Accurately determines appropriate risk levels (i.e., levels of acceptable risk).
  1. Performs regular risk analyses to minimize adverse outcomes.
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. ...takes personal responsibility for results.
  1. Responsible for setting the vision of the department.
  1. Completes assigned work tasks.
  1. Sets high personal standards of performance.
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. Allows individuals to be responsible for their decisions.
  1. Gives employees input into the decision making process.
  1. Is confident in the abilities of employees assigned important tasks.
  1. Provides support and resources needed to accomplish goals.
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. Helpful
  1. Respects the opinions of other employees.
  1. Supports the efforts of other employees in implementing solutions to problems.
  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. Works in an organized manner
  1. Anticipates obstacles and ways to overcome them.
  1. Able to identify the needs of the department before a major change.
  1. Delegates role to team members to accomplish goals.
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.