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HR-Survey > 360-Degree Feedback > Competency Model > Strategic Focus Skills

Strategic Focus- 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Surveys Measuring Strategic Focus:
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:
Strategic Focus, Strategic Insight, Results Oriented, Creativity, Cultural Awareness, Emotional Intelligence, Project Management, Innovation, Objectives, Conflict Management
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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Strategic Focus

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Develops strategies to seek new opportunities.
  1. Sets strategic objectives to be achieved.
  1. Is effective in using strategic tools such as value chain analysis, business environment analysis, and competitor analysis.
  1. Lets employees know how their roles contribute toward the achievement of strategic company objectives.
  1. Looks for opportunities to enhance contributions to the bottom line.
If [Participant Name] were to make improvements in Strategic Focus, what are your suggestions for how he/she can improve this?

Strategic Insight

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Keeps abreast of regulatory, technological, and competitive shifts that could impact the organization's strategic direction.
  1. Identifies opportunities for innovation by watching how employees adapt tools, processes, or customer interactions.
  1. Understands the Company's strengths and weaknesses and uses this information to create optimal solutions to problems.
  1. Inspires employees to adopt the strategic plan.
  1. Develops a strategic vision for the future.
If [Participant Name] were to make improvements in Strategic Insight, what are your suggestions for how he/she can improve this?

Results Oriented

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets a common goals for the team.
  1. Explains the "whys" behind organizational objectives
  1. Breaks down long-term goals into short-term milestones with clear timelines.
  1. Willing to take on new assignments to help increase production.
  1. Achieves long and short-term goals.
If [Participant Name] were to make improvements in Results Oriented, what are your suggestions for how he/she can improve this?

Creativity

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Identifies creative opportunities to optimize operations.
  1. Creates an environment that supports creative thinking and problem solving.
  1. Synthesizes learned information into innovative designs.
  1. Avoids over-scheduling to preserve space for imaginative exploration.
  1. Provides employees with free time to be able to be creative.
If [Participant Name] were to make improvements in Creativity, what are your suggestions for how he/she can improve this?

Cultural Awareness

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands the impact that our culture may have on interactions between individuals.
  1. Acknowledges their own biases in cultural interactions.
  1. Intervenes respectfully when witnessing culturally insensitive behavior or language.
  1. Participates in diversity and inclusion initiatives to model respectful engagement.
  1. Demonstrates empathy and patience when navigating cross-cultural misunderstandings.
If [Participant Name] were to make improvements in Cultural Awareness, 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. Able to understand others' points of view.
  1. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
  1. Is able to express themselves clearly.
  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?

Project Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Locates the equipment and supplies needed for the project.
  1. Determines the project scope.
  1. Inspires the project implementation team to achieve success.
  1. Successfully negotiated contracts with suppliers.
  1. Monitors timelines and milestones to ensure set benchmarks are met.
If [Participant Name] were to make improvements in Project Management, what are your suggestions for how he/she can improve this?

Innovation

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Analyzes current procedures and identifies opportunities for improvement.
  1. Cultivates a culture of open communication where all ideas, no matter how unconventional, are welcomed and valued.
  1. Encourages a diverse range of ideas and perspectives to cultivate an environment where innovation thrives.
  1. Coordinates the activities of the innovation steering committee.
  1. Implements best practices within the department.
If [Participant Name] were to make improvements in Innovation, what are your suggestions for how he/she can improve this?

Objectives

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Encourages me to take on greater responsibility.
  1. Organizes and schedules events, activities, and resources.
  1. Effectively organizes resources and plans
  1. Able to organize work.
  1. Works toward achieving established goals and objectives.
If [Participant Name] were to make improvements in Objectives, what are your suggestions for how he/she can improve this?

Conflict Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Monitors emotional cues and behavioral signals to assess underlying motivations or unspoken concerns.
  1. Develops long-term methods for addressing conflicts.
  1. Helps others avoid misperceptions about issues.
  1. Equips the team with tools to self-manage conflict and engage in productive dialogue.
  1. Seeks to achieve mutually acceptable outcomes.
If [Participant Name] were to make improvements in Conflict Management, 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.