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. Does not allow own emotions to interfere with the performance of others.
  1. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
  1. Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
  1. Consciously controls own negative emotions in order to keep team morale up.
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. Looks for ways to expand current job responsibilities.
  1. Promotes training and development opportunities to enhance job performance.
  1. Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
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. Is able to express themselves clearly.
  1. Accurately perceives the emotional reactions of others.
  1. Is able to control 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. Adjusts to new plans and procedures.
  1. Is open to new ideas and innovations.
  1. Effective in working with different personnel of the team.
  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. Completes a large volume of work.
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Encourages risk taking and experimentation to improve performance
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. Asks employees for their ideas and opinions.
  1. Encourages good working relationships between employees.
  1. Coaches and mentors others to achieve higher performance levels.
  1. Has a strong work ethic that inspires others.
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. Analyze what occurred and re-adjusts accordingly when goals are not met.
  1. Encourages employees to produce the best quality products.
  1. Always strives to produce the highest quality work products.
  1. Reflects on what is working and what could be improved.
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. Leaves time in the schedule for unplanned contingencies.
  1. Does not procrastinate.
  1. Completes high-priority work within required timelines.
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. Maintains persistence and dedication to achieving results.
  1. Committed to the team.
  1. Coordinates all department activities into a cohesive team effort.
  1. Encourages commitment in others to obtain results.
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. Uses technology in decision making and problem solving.
  1. Adopts the implementation of new technology into the workplace.
  1. Supports technical training and development of employees.
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. Performs regular risk analyses to minimize adverse outcomes.
  1. Responds appropriately to unexplained or unanticipated events.
  1. Creates a risk management strategy for the organization.
  1. Able to adapt quickly to changing situations.
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. Behavior is ethical and honest.
  1. Sets a good example.
  1. ...takes personal responsibility for results.
  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. Encourages employees to solve problems on their own.
  1. Expresses confidence in the abilities of others.
  1. Allows employees to make their own decisions.
  1. Avoids micromanaging their employees.
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. ...treats others with respect and dignity.
  1. Able to see issues from others' perspectives.
  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. Effectively uses logistics planning to reduce supply delays.
  1. Reduces uncertainty in the department through clear planning and schedules.
  1. Creates a timeline to specify when each phase of the project should be concluded.
  1. Open to input from others into the plan for development of the strategic plan.
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.