HR-Survey > 360-Degree Feedback > Competency Model > Trustworthy

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


Trustworthy

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Works in a way that makes others want to work with her/him.
  1. Takes ownership, delivers on commitments
  1. Consistently keeps commitments.
  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. Understands what factors are important for deciding if a decision is "worth it"?
  1. Remains focused on the immediate goal when making decisions.
  1. Formulates imaginative decisions.
  1. Is able to make decisions quickly.
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. Converts plans into actions.
  1. Undertakes actions to achieve specific goals.
  1. Fixes small issues before they become critical incidents.
  1. Effectively handles multiple complex issues simultaneously.
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. Creates a work environment that fosters positive feedback to employees.
  1. Supports the successes of other employees.
  1. Develops employees by offering and encouraging them to take on new or additional responsibilities.
  1. Is open to receiving feedback.
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. Looks for ways to improve work processes and procedures.
  1. Looks for ways to expand current job responsibilities.
  1. Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
  1. Promotes training and development opportunities to enhance job performance.
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. Considers other's opinion and suggestions.
  1. Is easy to approach with ideas and opinions.
  1. Shares past experiences with others as learning opportunities.
  1. Actively seeks feedback from others.
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. Visibly supports and encourages diversity in style and background.
  1. Contributes to a positive work environment.
  1. Treats all people fairly and with respect.
  1. Shows by their actions that they trust in the positive intentions of others.
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. Effective in performing his/her job.
  1. Sets a high standard for job performance.
  1. ...Overall Performance
  1. Has great overall performance
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. Solves problems using logic and insight.
  1. Skilled at quickly diagnosing issues, identifying root causes, and developing and implementing effective solutions in the workplace.
  1. Able to balance the needs of different people in a solution to a problem.
  1. Identifies fresh approaches and shows a willingness to question traditional assumptions.
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. Demonstrates improvement in performance.
  1. Created impactful reports for the re-organization committee.
  1. Is results oriented.
  1. Driven to complete assignments on time.
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. Coordinates internal and external audit procedures.
  1. Keeps detailed records of compliance measures.
  1. Uses operational compliance reports to evaluate the effectiveness of internal processes.
  1. Creates a standardized response protocol for responding to compliance related issues.
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. Understands the dynamics of our industry.
  1. Meets with customers to gain insights into their core needs and how to strategically serve them.
  1. Understands business fundamentals and practices.
  1. Applies the knowledge of work processes to influence the achievement of business goals
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.