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Trustworthy - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Trustworthy:
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:
Trustworthy, Decision Making, Action, Developing Others, Continual Improvement, Feedback, Attitude, Performance, Problem Solving, Achievement, Regulatory/Compliance, Business Acumen
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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Trustworthy

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Consistently keeps commitments.
  1. Demonstrates a sense of responsibility and commitment to public trust.
  1. Delivers on promises made.
  1. Is trustworthy; is someone I can trust.
If [Participant Name] were to make improvements in Trustworthy, what are your suggestions for how he/she can improve this?

Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Openly admits when a choice didn't work out and uses it as a learning opportunity without becoming defensive.
  1. Open to the suggestions from subordinates.
  1. Uses simulations, role-playing, or scenario planning to explore outcomes before committing to a course of action.
  1. Evaluates information before making a final decision.
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Navigates organizational structures and boundaries to achieve goals.
  1. Assigns tasks to individuals who are most able to perform them.
  1. Is decisive when making decisions.
  1. Avoids "Analysis Paralysis" through action.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?

Developing Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Supports the successes of other employees.
  1. Encourages employees through recognition of positive changes in behavior.
  1. Tries to ensure employees are ready to move to the next level.
  1. Develops employees by offering and encouraging them to take on new or additional responsibilities.
If [Participant Name] were to make improvements in Developing Others, what are your suggestions for how he/she can improve this?

Continual Improvement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Encourages an employee culture of continuous improvement to seek out better ways of doing things.
  1. Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
  1. Open to the suggestions from others.
  1. Fosters a culture of open communication and continuous improvement.
If [Participant Name] were to make improvements in Continual Improvement, what are your suggestions for how he/she can improve this?

Feedback

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Plans workshops on effective communication, providing resources for self-assessment, and establishing feedback mechanisms.
  1. Helps employees transform their feedback results into practical steps.
  1. Provides guidance and support throughout the feedback process.
  1. Engages with team members to allow for a better understanding of on-the-ground realities and operational issues.
If [Participant Name] were to make improvements in Feedback, what are your suggestions for how he/she can improve this?

Attitude

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Shows appreciation for others' time as a reflection of mutual respect.
  1. Supports alternative approaches and encourages creative problem-solving when roadblocks arise.
  1. Contributes to a positive work environment.
  1. Focuses on solutions rather than obstacles when facing setbacks.
If [Participant Name] were to make improvements in Attitude, what are your suggestions for how he/she can improve this?

Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to organize work.
  1. Has great overall performance
  1. Shown significant improvement in job performance.
  1. Works well in this position.
If [Participant Name] were to make improvements in Performance, what are your suggestions for how he/she can improve this?

Problem Solving

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Assumes new and difficult challenges and manages them as opportunities.
  1. Remains resilient and motivated when encountering challenges or setbacks.
  1. Able to meet the needs of different constituents in the solution of a problem.
  1. Creates a table or chart to compare the solutions side-by-side across all evaluation criteria.
If [Participant Name] were to make improvements in Problem Solving, what are your suggestions for how he/she can improve this?

Achievement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Sets challenging goals for the department.
  1. Highly motivated to achieve or exceed performance standards.
  1. Completes work to a high technical standard
  1. Establishes stretch goals to advance skills and output.
If [Participant Name] were to make improvements in Achievement, what are your suggestions for how he/she can improve this?

Regulatory/Compliance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Provides documents and reports as needed to maintain compliance with laws.
  1. Establishes protocols for secure data transmission between departments and external regulators.
  1. Reviews documentation and procedures manuals to ensure regulatory compliance.
  1. Offers training on various subjects to help ensure employees are aware of regulations.
If [Participant Name] were to make improvements in Regulatory/Compliance, what are your suggestions for how he/she can improve this?

Business Acumen

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to get department employees to accept new business workflows.
  1. Establishes key performance indicators (KPIs) to measure progress and success.
  1. Is adept at recognizing new opportunities and fostering a culture of innovation ensuring the organization stays ahead of industry trends and continues to evolve.
  1. Recognizes the potential business impact of specific risks.
If [Participant Name] were to make improvements in Business Acumen, 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.