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HR-Survey > 360-Degree Feedback > Competency Model > Self-Management Skills

Self-Management - 360 Degree Feedback Survey Sample #1





360-Degree Feedback Survey

Questionnaires Measuring Self:
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:
Self-Management, Continual Improvement, Emotional Intelligence, Adaptability, Bias for Action, Supervisory Skills, Quality, Time Management, Commitment, Technology Use/Management, Managing Risk, Responsible, Empowering Others, Others, Planning
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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Self Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
  1. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
  1. Does not allow own emotions to interfere with the performance of others.
  1. Consciously controls own negative emotions in order to keep team morale up.
If [Participant Name] were to make improvements in Self Management, what are your suggestions for how he/she can improve this?

Continual Improvement

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Looks for ways to expand and learn new job skills.
  1. Open to the suggestions from others.
  1. Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
  1. Looks for ways to expand current job responsibilities.
If [Participant Name] were to make improvements in Continual Improvement, what are your suggestions for how he/she can improve this?

Emotional Intelligence

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
  1. Is able to control their own emotions.
  1. Is able to express themselves clearly.
  1. Accurately perceives the emotional reactions of others.
If [Participant Name] were to make improvements in Emotional Intelligence, what are your suggestions for how he/she can improve this?

Adaptability

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to work within uncertain environments.
  1. Adjusts priorities to the new Corporate mission.
  1. Adapts to novel, dynamic, and changing situations requiring creative solutions to new problems.
  1. Is aware of changes in the environment.
If [Participant Name] were to make improvements in Adaptability, what are your suggestions for how he/she can improve this?

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Responds quickly to tough "people issues" when dealing with internal or external customers.
  1. Makes timely decisions to avoid delays and keep the momentum going.
  1. Moves beyond theoretical discussions into tangible, result-driven actions, fostering a culture of proactivity and continuous progress.
  1. Works quickly when faced with difficult problems.
If [Participant Name] were to make improvements in Bias for Action, what are your suggestions for how he/she can improve this?

Supervisory Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to remain calm in tense situations.
  1. Effectively determines which issues need immediate attention.
  1. Schedules follow up meetings if employee's performance is below average.
  1. Encourages employees to achieve their full potential.
If [Participant Name] were to make improvements in Supervisory Skills, what are your suggestions for how he/she can improve this?

Quality

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Adopts, integrates, and disseminates quality guidelines and standards.
  1. Evaluates and improves the quality of services and products.
  1. Investigates critical incidents that impact quality.
  1. Ensures high consistency across batches or production runs.
If [Participant Name] were to make improvements in Quality, what are your suggestions for how he/she can improve this?

Time Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Starts meetings on time.
  1. Is committed to finishing the most important tasks.
  1. Understands the importance of being on time.
  1. Combines tasks to save time.
If [Participant Name] were to make improvements in Time Management, what are your suggestions for how he/she can improve this?

Commitment

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Strengthens accountability for delivering results.
  1. Mobilizes commitment to create clear expectations and follow-through, turning promises into measurable action.
  1. Able to focus on a task even when working alone.
  1. Strives to increase commitment from coworkers for the department's initiatives.
If [Participant Name] were to make improvements in Commitment, what are your suggestions for how he/she can improve this?

Technology Use/Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Understands and is committed to implementing new technologies.
  1. Supports technical training and development of employees.
  1. Proficient in the use of technical systems and processes.
  1. Supports employee training and development initiatives regarding implementation of technology.
If [Participant Name] were to make improvements in Technology Use/Management, what are your suggestions for how he/she can improve this?

Managing Risk

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Determines the potential financial impact of specific risks.
  1. Understands the possible financial risks of different events.
  1. Determines the proper tools to efficiently manage the risk.
  1. Identifies what actions the organization is willing to take.
If [Participant Name] were to make improvements in Managing Risk, what are your suggestions for how he/she can improve this?

Responsible

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Responsible for setting the vision of the department.
  1. Holds herself / himself accountable to goals / objectives
  1. Acts as a resource without removing individual responsibility.
  1. Completes assigned work tasks.
If [Participant Name] were to make improvements in Responsible, what are your suggestions for how he/she can improve this?

Empowering Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Delegates authority to employees and allows them to make their own decisions.
  1. Expresses confidence in the abilities of others.
  1. Encourages others to obtain necessary skills and training.
  1. Gives responsibility for making important decisions to employees.
If [Participant Name] were to make improvements in Empowering Others, what are your suggestions for how he/she can improve this?

Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Helpful
  1. Consistently demonstrates ability and willingness to trust others.
  1. Is able to see issues from others' perspectives.
  1. Forms working relationships with employees from other departments.
If [Participant Name] were to make improvements in Others, what are your suggestions for how he/she can improve this?

Planning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Has developed an effective strategic plan.
  1. Develops plans to ensure the smooth operation of the supply chain.
  1. Has plans to handle unexpected events.
  1. Develops a strategic plan to reduce costs in the department.
If [Participant Name] were to make improvements in Planning, 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.