HR-Survey > 360-Degree Feedback > Competency Model

Strategic Focus- 360 Degree Feedback Survey Sample #5





360-Degree Assessment 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)
Dear Employee:

Thank you for providing feedback for the recipient above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Rate each item using the scale shown. If you don't feel you have enough first-hand information to rate a certain item, please choose the Not Applicable option. Comments can be very helpful; at a minimum where you give a particularly high or low rating, please share your reasons in the Closing Comments section. Your responses will be compiled with feedback from others and presented to the recipient to help guide their ongoing development.

Sample Result Document:
Sample Results
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.

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Thank you for your participation in the survey.

Management Team



Strategic Focus

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Creates values statement to ensure all employees are working under the same guiding principles.
  1. Supports changes being recommended from senior management.
  1. Makes quick and creative decisions to adjust the strategy to meet the demands of changing situations.
  1. Is effective in using strategic tools such as value chain analysis, business environment analysis, and competitor analysis.


Establishing Focus/Direction

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Helps guide employees with prioritizing tasks.
  1. Sets appropriate goals for employees.
  1. Maintains self-control when personally criticized.
  1. Makes sure that employees understand and identify with the team's mission.


Decision Making

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Examines for patterns in data to help predict future possibilities.
  1. Determines the costs and potential benefits of decisions.
  1. Views the issues from multiple perspectives before making a decision.
  1. Examines relevant factors needed to make a decision.


Leadership

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.
  1. Sets specific, measurable, and challenging goals.
  1. Recognizes individual and team accomplishments and reward them appropriately.
  1. Highly effective supervisor.


Initiative

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Analyzes the needs of the situation and acts before being told to do so.
  1. Takes on additional tasks without being asked or told to do so.
  1. Informs the manager of any important changes in the equipment operation.
  1. Builds strong interpersonal relationships upon first meeting.


Technical

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Knows how to produce high quality products/work.
  1. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices
  1. Seeks information from others as needed.
  1. Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice.


Negotiation

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Understands the expectations of other parties in the negotiation.
  1. Able to say "no" when it is essential to maintaining quality and high standards.
  1. Actively listens to conversations to be able to recall important details later.
  1. Researches the needs of the other party to identify strengths and weaknesses of positions.


Recognition

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Recognizes individuals for a specific outstanding achievement.
  1. Compliments other people when they do good work
  1. Says "thank you" to show appreciation for work of others.
  1. Lets employees know when they have done well


Planning

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Accurately estimates the amount of materials/supplies needed for the project.
  1. Develops plans to ensure the smooth operation of the supply chain.
  1. Determines the steps required for completion of a task.
  1. Accomplishes major tasks by breaking them into manageable pieces.


Punctuality

Role
Model
Capable and
Effective
Somewhat
Effective
Needs
Development
  1. Maintains an efficient schedule of activities.
  1. Responds to requests for information in a timely manner.
  1. Starts meetings on time.
  1. Avoids making personal phone calls during working hours.



  1. Overall, please rate the effectiveness of [Participant Name Here].






  2. Strengths


  3. Areas for Development


  4. Please give any final comments or suggestions for [Participant Name Here]'s assessment.