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Bias for Action - 360 Degree Feedback Survey Sample #3





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

You have been asked to evaluate yourself as part of a 360-degree feedback process. Other employees, including your manager(s), peers, and direct reports will also evaluate you. In this manner, you will be provided with a comprehensive, multi-perspective (i.e., 360-degree) view of your performance as a manager. The objective is to provide you with feedback so as to allow you to improve your performance, resulting in improved team performance, and organizational effectiveness.

If you are not able to respond to an item, leave it blank and go on to the next item.

Competencies Included:
Bias for Action, Supervisory Skills, Delegation, Quality, Initiative, Managing Risk, Regulatory/Compliance, Coaching, Conflict Management, Organizational Fluency
Sample Result Document:
Sample Results
We encourage everyone to complete the survey. Please be honest, constructive and thoughtful in your input. The survey is designed to help us understand more about your thoughts and needs to make this a great company.

Please ensure that your submission is made between . The survey will only be available during these dates.



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Bias for Action

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Makes timely and confident decisions without overanalyzing.
  1. Is accountable for the outcomes of decisions, whether they lead to success or require adjustments.
  1. Develops goals and initiates actions instead of being constrained by the situation.
  1. Delegates tasks and duties that need to be performed for completion of a project.
  1. Completes a high amount of work.
Please feel free to provide any comments to help explain your answers?

Supervisory Skills

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Facilitates open communication between employees.
  1. Informs employees of what tasks need to be completed on each shift.
  1. Maintains an even temper in stressful situations.
  1. Fosters an environment that supports open communication.
  1. Offers instructions and guidance to subordinates.
Please feel free to provide any comments to help explain your answers?

Delegation

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Understands employee interests, passions, and preferences for specific areas of work.
  1. Assigns responsibilities that leverage employees' specialized knowledge for optimal efficiency and results.
  1. Tells subordinates what to do, not how to do it.
  1. Recognizes employees' strengths and aligns tasks with their enthusiasm.
  1. Allows employees to decide how they wish to complete the tasks.
Please feel free to provide any comments to help explain your answers?

Quality

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Solves quality control issues.
  1. Able to anticipate quality issues and take preventative actions.
  1. Demonstrates a strong commitment to achieving quality goals.
  1. Mitigates quality issues before they impact production lines.
  1. Implements quality control feedback loops to enhance services and products.
Please feel free to provide any comments to help explain your answers?

Initiative

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Does more than expected.
  1. Immediately informs the supervisor of any critical incidents.
  1. Cleans the workspace without being told.
  1. Is proactive and gets things done.
  1. Takes advantage of opportunities when they become available.
Please feel free to provide any comments to help explain your answers?

Managing Risk

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Determines the potential financial impact of specific risks.
  1. Performs monthly risk management assessments.
  1. Identifies the controls needed.
  1. Adopts a risk-based approach to establishing systems of internal controls.
  1. Seeks to maintain the long-term viability of the Company through effective risk management.
Please feel free to provide any comments to help explain your answers?

Regulatory/Compliance

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Ensures the company is in compliance with all laws regarding the production and transportation of product.
  1. Tracks employee participation in development opportunities as required by industry regulations.
  1. Knows who to contact at various regulatory agencies if needed.
  1. Facilitates training sessions to educate employees on how to use reporting tools effectively.
  1. Develops the appropriate incentives (or disincentives) for regulatory compliance.
Please feel free to provide any comments to help explain your answers?

Coaching

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Values the employee's perspective and individuality, which builds trust and rapport.
  1. Challenges the employee to grow and reflect on their capabilities and opportunities.
  1. Helps the employee to improve their performance.
  1. Gives constructive feedback without becoming confrontational.
  1. Helps others to identify key goals and use their talents to achieve success.
Please feel free to provide any comments to help explain your answers?

Conflict Management

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Identifies areas of agreement and common ground to form basis of resolution.
  1. Balances assertiveness with empathy, persuading without coercion and influencing without alienating
  1. Empowers employees to take ownership of conflict outcomes, fostering a sense of agency and continuous improvement.
  1. Facilitates both parties in collaboratively seeking a compromise.
  1. Acknowledges each party's intrinsic needs.
Please feel free to provide any comments to help explain your answers?

Organizational Fluency

Does Not
Exhibit this
Competency
Seldom
Exhibits this
Competency
Sometimes
Exhibits this
Competency
Usually
Exhibits this
Competency
Always
Exhibits this
Competency
  1. Able to deal with sensitive issues with tact and professionalism.
  1. Adept at navigating within the culture of the department.
  1. Is aware of other organizational cultures to compare/contrast with the current organizational culture.
  1. Understands the current organizational culture.
  1. Understands departmental policies and procedures.
Please feel free to provide any comments to help explain your answers?

  1. Overall, please rate the effectiveness of [Participant Name].






  2. Strengths


  3. Areas for Development


  4. Please give any final comments or suggestions for [Participant Name Here]'s assessment.