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Accountability - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Accountability:
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:
Accountability, Action, Continual Learning, Adaptability, Management, Performance, Quality, Juggling Multiple Responsibilities, Technology Use/Management, Interpersonal Skills
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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Accountability

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Accepts accountability for their actions and results.
  1. Recognizes when a mistake is made and works to correct the issue.
  1. Does not make excuses for being late for work.
  1. Is someone you can trust.
  1. Takes responsibility for results.
If [Participant Name] were to make improvements in Accountability, what are your suggestions for how he/she can improve this?

Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Identifies needs and takes steps to address them.
  1. Takes action in critical situations.
  1. Is the first to volunteer for assignments.
  1. Takes the initiative and does not wait for the situation to change.
  1. Takes corrective action when necessary.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?

Continual Learning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Takes charge of their training and skills enhancement.
  1. Seeks opportunities to grow in skills and knowledge.
  1. Builds on their strengths while addressing their weaknesses.
  1. Grasps new ideas, concepts, technical, or business knowledge.
  1. Is open to new ideas and concepts.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Adaptability

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Changes decision-making processes and strategies as needed.
  1. Responsive to the needs of others.
  1. Works effectively with various personalities of team members.
  1. Integrates new core values of the company.
  1. Willing to change ideas or perceptions based on new information or contrary evidence which is presented.
If [Participant Name] were to make improvements in Adaptability, what are your suggestions for how he/she can improve this?

Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Develops contingency plans to manage resource constraints or unexpected disruptions.
  1. Actively seeks feedback and development opportunities, encouraging others to do the same.
  1. Delegates stretch assignments that foster skill growth and sustain motivation.
  1. Clearly communicates the scope of authority employees have when making decisions.
  1. Considers the long-term impact of decisions and takes responsibility for potential risks.
If [Participant Name] were to make improvements in Management, what are your suggestions for how he/she can improve this?

Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. ...Overall Performance
  1. Works well in this position.
  1. Has great overall performance
  1. Sets a high standard for job performance.
  1. Works effectively in the department.
If [Participant Name] were to make improvements in Performance, what are your suggestions for how he/she can improve this?

Quality

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Develops specific quality standards/goals to be met within a specified timeframe.
  1. Adjusts processes or procedures to improve quality results.
  1. Ensures the hiring of employees who are dedicated to delivering exceptional quality in every aspect of their work.
  1. Maintains detailed instructions to ensure consistency and quality in the production line.
  1. Anticipates and mitigates quality issues before they become a major problem.
If [Participant Name] were to make improvements in Quality, what are your suggestions for how he/she can improve this?

Juggling Multiple Responsibilities

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Integrates developing others with driving sales, serving customers, merchandising, performing operational procedures, and maintaining an appealing store environment.
  1. Ensures that assignments are prioritized according to the needs of the department/company.
  1. Begins tasks as soon as possible.
  1. Ranks the importance of tasks to make sure critical tasks are completed first.
  1. Is aware of the deadlines for specific tasks/assignments.
If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, what are your suggestions for how he/she can improve this?

Technology Use/Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Supports technical training and development of employees.
  1. Adopts the implementation of new technology into the workplace.
  1. Applies complex rules and regulations to maintain optimal system performance.
  1. Proficient in the use of technical systems and processes.
  1. Uses technology in decision making and problem solving.
If [Participant Name] were to make improvements in Technology Use/Management, what are your suggestions for how he/she can improve this?

Interpersonal Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is well respected in the department.
  1. Attends to both the content and the context of what was being said.
  1. Is a committed and reliable partner.
  1. Works diligently to assist customers in finding the right products.
  1. Is willing to lend a hand to those in the department who need help.
If [Participant Name] were to make improvements in Interpersonal Skills, 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.