Vision- 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Surveys Measuring Vision:
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)
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:
Vision, Action, Attitude, Management, Project Management, Analytical, Juggling Multiple Responsibilities, Achievement, Excellence, Co-worker Development, Recognition
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


Vision

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to formulate and implement a vision for the future of the department.
  1. Provides staff with the necessary resources, authority, and support to effectively implement and achieve the organization's vision.
  1. Recognizes potential challenges and devises comprehensive strategies to navigate and mitigate these difficulties.
  1. Translates the department's vision into actionable objectives and a strategic plan.
  1. Formulates and implements the organization's vision.
If [Participant Name] were to make improvements in Vision, what are your suggestions for how he/she can improve this?

Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Prepares equipment at the start of the shift.
  1. Displays high energy and enthusiasm on consistent basis.
  1. Looks for extra ways to help the department achieve performance goals.
  1. Works across organizational lines and boundaries to attain goals.
  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?

Attitude

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Contributes to a positive and fun work environment.
  1. Shows by their actions that they trust in the positive intentions of others.
  1. Treats all people fairly and with respect.
  1. Works to eliminate unnecessary work or barriers that get in others' way.
  1. Builds open and trusting relationships.
If [Participant Name] were to make improvements in Attitude, what are your suggestions for how he/she can improve this?

Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Keep staff informed about what is happening in the company
  1. Takes responsibility for things that go wrong
  1. Delegate tasks effectively
  1. Makes you feel enthusiastic about your work
  1. Sets an example for others to follow
If [Participant Name] were to make improvements in Management, what are your suggestions for how he/she can improve this?

Project Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Engages with individuals internally and externally to support the implementation of the project.
  1. Uses appropriate software tools to assist in managing the project.
  1. Able to adjust project schedule as needed to accommodate unforeseen issues.
  1. Implements project metrics to track progress.
  1. Interacts with stakeholders regarding the outcomes required by the project.
If [Participant Name] were to make improvements in Project Management, what are your suggestions for how he/she can improve this?

Analytical

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Identifies opportunities for progress and innovation.
  1. Implements data validation techniques and methods.
  1. Prioritizes various actions to be taken when solving a problem.
  1. Analyzes issues and reduces them to their component parts.
  1. Analyzes data and information from several sources and arrives at logical conclusions.
If [Participant Name] were to make improvements in Analytical, what are your suggestions for how he/she can improve this?

Juggling Multiple Responsibilities

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Recognizes and responds to product placement and signing needs while staying alert to customers' needs, store activities and training associates.
  1. Integrates developing others with driving sales, serving customers, merchandising, performing operational procedures, and maintaining an appealing store environment.
  1. Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables.
  1. Observes, analyzes, and responds to merchandise needs while serving customers and accomplishing operational tasks.
  1. Prioritizes tasks for efficiency.
If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, what are your suggestions for how he/she can improve this?

Achievement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Helps others to improve or meet standards of performance.
  1. Motivated to exceed performance goals.
  1. Is determined to complete tasks regardless of obstacles that may occur.
  1. Demonstrates a sense of urgency to quickly and accurately solve problems and issues.
  1. Inspires others to work with a sense of urgency.
If [Participant Name] were to make improvements in Achievement, what are your suggestions for how he/she can improve this?

Excellence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Produces high quality work.
  1. Keeps themselves and others focused on constant improvement.
  1. Can be counted on to add value wherever they are involved.
  1. Demonstrates the functional or technical skills necessary to do their job.
  1. Takes a lot of pride in their work.
If [Participant Name] were to make improvements in Excellence, what are your suggestions for how he/she can improve this?

Co-worker Development

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Takes immediate action on poor performance
  1. Works to identify root causes of performance problems
  1. Gives others development opportunities through project assignments and increased job responsibilities
  1. Sets and clearly communicates expectations, performance goals, and measurements to others
If [Participant Name] were to make improvements in Co-worker Development, what are your suggestions for how he/she can improve this?

Recognition

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Readily shares credit and gives others opportunity for visibility.
  1. Compliments other people when they do good work
  1. Recognizes the abilities and skills of self and others
  1. Lets employees know when they have done well
  1. Is sincerely interested in the suggestions of co-workers
If [Participant Name] were to make improvements in Recognition, 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.