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Supervisory Skills - 360 Degree Feedback Survey Sample #10





360 Feedback Survey

Questionnaires Measuring Supervisory Skills:
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

We appreciate you taking the time to provide valuable feedback for the individual mentioned above. As you respond, please draw on your first-hand experience with this individual in the past 12 months. Your insights are crucial in offering a comprehensive evaluation. Please rate each item using the scale provided. If you find that you do not have sufficient first-hand knowledge to rate a particular item, select the Not Applicable option.

In addition to the ratings, we encourage you to include comments where possible. These comments are particularly useful when you give a very high or very low rating, as they provide context and clarity regarding your assessment. Explaining your reasons in the comment section helps ensure that your feedback is constructive and actionable.

Your responses, combined with feedback from other contributors, will be compiled and presented to the individual. This collective feedback aims to support their continuous growth and development by highlighting strengths and identifying areas for improvement. Your thoughtful participation is essential in helping them achieve their full potential.

You can save your progress on partially completed forms by clicking the Save/Still Working button located at the bottom of the page. This allows you to come back at a later time to finish or make any necessary edits to the form. When you return, your previously saved responses will automatically be displayed, allowing you to seamlessly continue where you left off. When you have completed filling out the form and are confident that no further changes are needed, please click the Complete button.

Sample Result Document:
Sample Results
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Supervisory Skills

  • Meets with employees at the end of the job to debrief them.
  • Determines appropriate staffing levels for the job.
  • Coaches and mentors others to achieve higher performance levels.
  • Uses disciplinary measures with the intent to guide and improve behavior, rather than to seek retribution.
  • Empowers employees to perform the assigned tasks.
If [Participant Name] were to make improvements in Supervisory Skills, what are your suggestions for how he/she can improve this?

Excellence

  • Demonstrates the functional or technical skills necessary to do their job.
  • Produces high quality work.
  • Demonstrates the analytical skills to do their job.
  • Takes a lot of pride in their work.
  • Is planful and organized.
If [Participant Name] were to make improvements in Excellence, what are your suggestions for how he/she can improve this?

Action

  • Leverages skills and resources to exceed expectations on projects.
  • Sets high standards for themselves and others.
  • Demonstrates resilience in the face of adversity.
  • Maintains a sense of urgency in daily work routines.
  • Adapts approach to overcome significant obstacles.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?

Change Management

  • Is an inspiration for others to accept the recent changes.
  • Inspires others to want to change.
  • Is a leading force driving changes.
  • Facilitates change with minimal resistance.
  • Able to get department employees to accept new changes.
If [Participant Name] were to make improvements in Change Management, what are your suggestions for how he/she can improve this?

Co-worker Development

  • Sets and clearly communicates expectations, performance goals, and measurements to others
  • Provides ongoing feedback to co-workers on their development progress
  • Takes immediate action on poor performance
  • Adapts coaching and mentoring approach to meet the style or needs of individuals
  • Works to identify root causes of performance problems
If [Participant Name] were to make improvements in Co-worker Development, what are your suggestions for how he/she can improve this?
Overall, please rate the effectiveness of [Participant Name Here].






Strengths


Areas for Development


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