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Bias for Action - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Bias for Action:
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:
Bias for Action, Continual Learning, Leadership, Adaptability, Managing Performance, Administrative Skill, Juggling Multiple Responsibilities, Interpersonal Skills, Co-worker Development, Partnering/Networking, 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
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Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Maintains momentum of projects to prevent them from stagnating or stalling.
  1. Eagerly volunteers for projects.
  1. Always looking for ways to enhance processes and make progress, no matter how small.
  1. Effectively makes decisions
  1. Prefers taking action and making decisions promptly rather than subjecting questions to prolonged analyses and extensive committee reviews.
  1. Is not afraid to take corrective action when necessary.
If [Participant Name] were to make improvements in Bias for Action, what are your suggestions for how he/she can improve this?

Continual Learning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Views setbacks as opportunities to learn from.
  1. Pursues learning that will enhance job performance.
  1. Is curious about learning new things.
  1. Is open to new ideas and concepts.
  1. Pursues self-improvement through continual learning.
  1. Expands their educational and future learning opportunities.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Focuses others on the necessary tasks that need completion.
  1. Utilizes recognition, and non-monetary rewards, as well as financial compensation, to reward excellent performance
  1. Influences the decisions made at the Company.
  1. Provides challenging assignments to employees.
  1. Can persuade other peers and team members.
  1. Links feedback to established goals, expectations, and organizational standards.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?

Adaptability

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to step in and help co-workers when needed.
  1. Makes adjustments as needed to meet the demands of a dynamic marketplace.
  1. Uses tools in innovative ways to solve problems.
  1. Flexible and open to new ideas and encourages others to recognize the value of change.
  1. Flexible and adaptable when confronted with unexpected changes.
  1. Adapts leadership style to meet the needs created by changes in personnel of the department.
If [Participant Name] were to make improvements in Adaptability, what are your suggestions for how he/she can improve this?

Managing Performance

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Uses established criteria for measuring job performance.
  1. Ensures employees understand their performance expectations.
  1. Informs the employee of the required sales/production targets.
  1. Ensures team members receive rewards for positive performance accomplishments.
  1. Holds the team accountable for meeting objectives.
  1. Sets challenging goals and objectives.
If [Participant Name] were to make improvements in Managing Performance, what are your suggestions for how he/she can improve this?

Administrative Skill

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Directs or coordinates the supportive services department of a business, agency, or organization.
  1. Analyzes RFQs or RFIs to understand the client's needs, specifications, and evaluation criteria.
  1. Assists in the preparation of responses to RFQs and RFIs.
  1. Proofreads and edits documents to ensure accuracy, clarity, and consistency.
  1. Enthusiastic about taking on challenging projects.
  1. Proofreads and revises documents to enhance clarity, professionalism, and alignment with client expectations.
If [Participant Name] were to make improvements in Administrative Skill, what are your suggestions for how he/she can improve this?

Juggling Multiple Responsibilities

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is aware of the schedule and the importance of being on-time.
  1. Spends the most time and effort on critical tasks first.
  1. Determines which tasks are critical and which tasks are optional.
  1. Assesses current capabilities before committing to new requests from customers.
  1. Can switch focus between tasks as needed.
  1. Effectively handles scheduling conflicts.
If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, what are your suggestions for how he/she can improve this?

Interpersonal Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Keeps commitments made with coworkers.
  1. Works diligently to assist customers in finding the right products.
  1. Secures cooperation from and/or persuades others to support his/her solutions and decisions
  1. Positively impacts his/her team's morale, sense of belonging, and participation
  1. Gives honest opinions when asked.
  1. Is well respected in the department.
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can improve this?

Co-worker Development

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Works to identify root causes of performance problems
  1. Provides ongoing feedback to co-workers on their development progress
  1. Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Takes immediate action on poor performance
  1. Provides access to development resources for co-workers
  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?

Partnering/Networking

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Leverages core competencies of partners to the benefit of both parties.
  1. Creates the conditions for partnerships to grow and develop.
  1. Engages in partnerships that produce significant results.
  1. Optimizes processes by leveraging each function's strength.
  1. Proactively addresses potential conflicts by identifying and resolving problems swiftly.
  1. Partners with peers to obtain influence within the Company.
If [Participant Name] were to make improvements in Partnering/Networking, what are your suggestions for how he/she can improve this?

Recognition

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is well aware of employee performance to know when recognition is needed/deserved.
  1. Empowers employees to have more autonomy as recognition and reward for good job performance.
  1. Implements a reward and recognition system that reinforces good behaviors.
  1. Ensures that the recognition program is highly visible to the employees.
  1. Accompanies recognition with specific examples of how the employee's work made a difference for the department/organization.
  1. Develops high impact recognition events and celebrations.
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.