领导能力360度评价问卷.1doc

1THEEXECUTIVEPROFILE360-DEGREEFEEDBACKQUESTIONNARE领导能力360评价问卷Pleaseidentifyyourrelationshipwiththepersonyouhavejustrated.请标明您与您所评价的人之间的关系。（）Yourself您自己（）Boss您的老板（）Peer您的同事（）Subordinate您的下属BOSS上级领导的评价SELF自我评价DIRECTREPORT下属的评价PEER同事的评价2INSTRUCTIONS指导语Introduction介绍:360Degreesurveyisanapproachandamechanismbywhichaperson’sleadershipmanagementskillsareassessed.Thesurveyinvolvesfourcategoriesofpeople:thepersontobeassessed,his/herboss,peers/colleaguesanddirectreports.Theprocessofsurveyconsistsoffoursteps:360度调查是一种用于评估个人领导和管理技巧的方法和机制。此种调查包括了四种被调查对象：被评估者，他/她的上司，同级和下属。调查过程则包括了四步：1.Questionnaire问卷调查2.Analysis问卷分析3.DevelopmentPlans对策制定4.Followthrough行动跟进Thequestionnairehasfourparts:ManagementSkills,Leadership,CommunicationSkillsandKeyCompanyValues.Allfourcategoriesofpeopleneedtofillthispart.问卷内包括四部分：管理技能，领导能力，交流技能，公司价值观。四个被调查对象群都需对这四部分做答。Afterthequestionnairesarecollected,analysiswillbedoneandfeedbackreportswillbeproduced.Thereportswillhighlightsimilaritiesanddifferencesbetweenself-assessmentandtheassessmentmadebyothers.Thereportswillalsosuggestareaswheredevelopmentisneeded.Eachparticipantwillreceiveafeedbackreportthatcontainsdetaileddescriptionofhis/heranalysis.Thebossesconcernedareexpectedtodiscussthereportwiththeassessedandworkoutadevelopmentplantogether.问卷收集起来后，将对问卷进行分析并反馈结果。在反馈报告中将重点分析被评估者的自我评估与他人评估间的相似点和相异点。报告也将对有待发展的领域提出建议。每位调查参与者都可得到一份反馈报告，报告包括了对他/她的分析的详细描绘。上司关心的是期望同被评估者讨论这份报告，并一起制定发展计划。Fillingthequestionnaireisconfidentialandanonymoussothatpeoplewhofillthequestionnairesdonotneedtoworryaboutbeingidentifiedbytheirbossiftheygivelowerrating.Allpeerinputwillbecombinedanddisplayedasagroupinthefeedbackreport.Thesameholdstruefordirectreportinput.Inputfromboss,however,willbeidentifiableandshowseparatelysothatthemanagermaycomparetheboss’sratingswithhis/herownratings.问卷的填写是保密和匿名的，问卷填写者即使给出的评估很低也不必担心上司会知道，所有同级的填答将被整合成一个部分反映在反馈报告中。下属的填答结果也将以同样的方式来处理。但上司的填答应该是可认明的，并将其单独列出以便管理者能将他/她本人的自我评定同上司的评定相比较。Yourassessmentwillhelptheassessedgainaclearunderstandingofhis/hermanagementstrengthsanddevelopmentneeds.Yourfeedbackwillserveasthebasisforthisperson’sfocusedcareerdevelopmentandassisthim/herinbecomingamoreeffectivemanagerandleader.您的评估将有助于被评估者清楚地了解自己的管理力度和发展需要。您的反馈将作为被调查对象核心职业发展的基础，并帮助他成为一位更富效率的管理者和领导。Thankyouverymuchforyourtimeandcooperation.非常感谢您抽出时间与我们合作。3PartI:GeneralEvaluation第1部分:总体评价INSTRUCTIONS指导语:Allraters(Self,Boss,Peers&Subordinates)areaskedtocompletethispart.所有参与评价的员工都被要求根据被评价者的实际情况完成该部分问卷。Markoneresponseforeachitem.每个问题只选一项；Mark“DonNotApply”onlyifitemisnotrelevanttothejobandactivitiesofthepersonbeingrated,orifyouhavenotobservedtheindividualinthatactivity.如果问题未涉及被评估者的工作和行为或者您对该被调查者的此项行为活动不清楚，则回答“不适用”；Takeyourtimewitheachitemandbecertainyouareratingthemanageronwhatisspeciallystated.根据您对所评定的管理者的观察与了解，对下面的每一陈述都要作出选择。NAME姓名:TITLE职务:SCALE分数等级：9-10分：AnExceptionalSkill优秀：Thisindividualconsistentlyexceedsbehaviorandskillsexpectationinthisarea.这类员工的工作表现一贯能超越对其的期望值7-8分：AStrength较优秀：Theindividualmeetsmostandexceedssomeofthebehaviorandskillsexpectationsinthisarea.这类员工能完成其工作，有时能超越对其的期望值。5-6分：AppropriateSkillLevel一般：Theindividualmeetsamajorityofthebehaviorandskillsexpectationsinthisareaforthisjob.Thereisgenerallyapositiveperspectivetowardresponsibilities.这类员工一般能够完成其工作，员工承担责任的能力得到肯定。3-4分：NotaStrength较差：Theindividualmeetssomebehaviorandskillsexpectationsinthisareabutsometimesfallsshort.这类员工能部分完成其工作，经常落后。1-2分：LeastSkilled差：Theindividualconsistentlyfailstoreachbehaviorandskillsexpectationsinthisarea.这类员工经常不能完成任务。N：NotApplicable/NotObserved不适用/未观察CORECOMPETANCIES主要能力SCALE(CIRCLEONE)圈出所选数值MANAGEMENTSKILLS管理技能：-Formulatesshort-andlong-termgoalsandobjectiveswithdeadlines.设定短期和长期目标以及完成日期N12345678910-Commitstogoals/objectiveswithsubordinate,andfollowsthemthroughtocompletion.注重承诺并和下属一同追踪实施直至任务完成N12345678910-Focuseson/prioritizesmanagementobjectives.专注于管理目标/按优先顺序将管理目标排序N12345678910-UnderstandstheCompany’sproducts,marketsandcustomers.了解公司产品，市场和客户N12345678910-UnderstandsCompanyfinancialmetrics.了解公司财务报表N12345678910-Minimizesbusinessunitexpenses.减少部门费用支出N12345678910-EnforcesCompanypoliciesandprocedures.执行公司政策N12345678910-Providescleardirectionanddefinesprioritiesfortheteam.为自己的部门指出明确的优先解决的问题N12345678910-Preparesrealisticestimateofbudget,staff,andotherresources.能准确地作出预算、人员及其它资源地估计N12345678910-Translatesbusinessstrategiesintoclearobjectivesandtactics.把工作的战略方式转化成明确的目标和战略N123456789104LEADERSHIP领导能力：-Effectivelyguidesactions/resultsofsubordinatesbaseduponManagementByObjectives(MBOs).根据管理目标领导下属工作N12345678910-Seesthe“bigpicture”;understandshowtheirbusinessunitaffectstheentireorganization.纵观全局；明确其部门在全局中所起的作用N12345678910-Delegateseffectively.有效分配工作N12345678910-Encouragescollectivedecision-making.鼓励集体民主决定N12345678910-Providesregularperformancefeedbacktosubordinates.定期给下属反馈信息N12345678910-Actsasacoachinhelpingsubordinatesreachtheirfullpotential.指导并帮助下属充分发挥其潜能N12345678910-Stimulatescreativeideasformothers.善于激发他人的创意N12345678910-Involvesothersinshapinganddecisionsthataffectthem.动员相关人员参与计划与决定的制定N12345678910-Accuratelyidentifiesstrengthsanddevelopmentneedsinot