hr-survey.com
HR-Survey > 360-Degree Feedback > Competency Model > Vision Skills

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)
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:
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
Edit this Survey
Would you like to edit this survey? Click here to begin.


Vision

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Tasks employees with realizing the vision.
  1. Expresses the Company vision in a way that is easily understood and adopted by employees.
  1. Determined to bring the strategic vision to fruition.
  1. Uses storytelling and metaphor to make the vision memorable and emotionally compelling.
  1. Builds a strategic vision by analyzing the company's current position and the market environment, identifying strengths, weaknesses, opportunities, and threats.
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. Takes advantage of opportunities to move the organization forward.
  1. Fixes small issues before they become critical incidents.
  1. Looks for extra ways to help the department achieve performance goals.
  1. Leverages skills and resources to exceed performance expectations.
  1. Completes tasks on time in spite of delays in the process.
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. Always undertakes projects with expectations of success.
  1. Sees employee development as a journey and expresses confidence in their continued growth.
  1. Works to eliminate unnecessary work or barriers that get in others' way.
  1. Remains positive even when working with individuals who have poor attitudes.
  1. Contributes extra effort during peak periods to relieve pressure from colleagues.
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. Avoids micromanaging the department.
  1. Regularly measures job performance to maintain focus and direction in the department.
  1. Drives on-time delivery of high-priority tasks.
  1. Shares information openly and honestly, modeling transparency and trustworthiness.
  1. Determines essential inputs and conditions for each stage of the project.
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. Documents the risk assessments for different parts of the project.
  1. Coordinates timelines, events and tasks with various sub-groups within the project.
  1. Develops action items, workplans, timelines, and criteria for projects.
  1. Has detailed knowledge about the project and can adapt the project plan as needed.
  1. Organizes work and sets priorities as needed.
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. Ensures that information is current and up-to-date.
  1. Understands the importance of maintaining current, accurate information.
  1. Organizes information for decision making.
  1. Gathers information from a variety of sources.
  1. Verifies that information is accurate and updated.
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. Determines which tasks are critical and which tasks are optional.
  1. Keeps track of multiple assignments and deadlines.
  1. Switches attention to more urgent tasks when necessary.
  1. Plans and organizes continuously while performing all other responsibilities and activities.
  1. Uses a scheduler/planner to keep tasks organized and on time.
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. Strives for operational excellence by refining workflows and optimizing procedures.
  1. Takes decisive action on lagging projects to restore momentum and ensure completion.
  1. Establishes Specific Measurable Achievable Realistic and Timed (SMART) goals.
  1. Increased production by 20 percent.
  1. Maintains a proactive, fast-paced approach to problem-solving and decision-making.
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. Demonstrates the analytical skills to do their job.
  1. Produces high quality work.
  1. Is planful and organized.
  1. Demonstrates the functional or technical skills necessary to do their job.
  1. Can be counted on to add value wherever they are involved.
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. Provides ongoing feedback to co-workers on their development progress
  1. Works to identify root causes of performance problems
  1. Sets and clearly communicates expectations, performance goals, and measurements to others
  1. Gives others development opportunities through project assignments and increased job responsibilities
  1. Takes immediate action on poor performance
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. Views recognition of employees as an important part of being a manager.
  1. Recognizes team members who offer a significant contribution to a project.
  1. Offers praise to employees at least once a month.
  1. Uses recognition programs to help advance a specific training initiative.
  1. Gives spontaneous recognition in the proper context.
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.