INDIVIDUAL FEEDBACK QUESTIONNAIRE

(Worked Example)

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You have signed on to this website in order to complete a questionnaire on an individual who has been in contact with you. The objective is for you to assist in their development by providing feedback enabling them to build on their strengths and identify areas in which they could improve. The questionnaire is in two parts and generally takes around twenty minutes to complete.

You may wish to print a copy of your completed responses prior to pressing “Submit” below.

PART A: Behavioural ratings

Please find below a number of statements (ninety-six in all) together with a ten-point opinion scale which ranges from “Strongly agree” to “Strongly disagree”. For each statement, you are asked to use the box at the right-hand side to allocate a number (between 1 and 10) which best represents your opinion about the individual on each of the items. For instance, with regard to the first statement, “Listens well”, if you agree to a fair or reasonable extent that the individual, “listens well”, then please click on the adjacent box and choose “6” or “7”. If you feel you cannot answer an item or it is not relevant, please select “NR”. NB Avoid using the “backspace” key in this section, since some browsers will erase all your previous answers.

10

9

8

7

6

5

4

3

2

1

1. Listens well

1 2 3 4 5 6 7 8 9 10 NR

2. Coaches others effectively

1 2 3 4 5 6 7 8 9 10 NR

3. Uses their network to help others

1 2 3 4 5 6 7 8 9 10 NR

4. Makes clear to others what is expected of them

1 2 3 4 5 6 7 8 9 10 NR

(Items 5 to 96 follow the same format)

↓↓↓

93. Helps people, as necessary, in formulating long term development goals

1 2 3 4 5 6 7 8 9 10 NR

94. Pays appropriate attention to detail

1 2 3 4 5 6 7 8 9 10 NR

95. Builds effective external networks

1 2 3 4 5 6 7 8 9 10 NR

96. Works well with those from different backgrounds and cultures

1 2 3 4 5 6 7 8 9 10 NR

PART B: Written comments (optional)

The following three questions invite open-ended responses, designed to be fed back verbatim. Although written comments are optional, we would like to encourage these as a potentially rich source of feedback and learning.

In completing this section, please bear in mind the following:

(1) It is possible that the wording, form or content of your responses could enable you to be identified. If you are responding as a sole “Supervisor”, your comments will certainly be identifiable. However, other responses – Subordinates, Peers, and Third-parties or Externals – will be grouped together. If you have any concerns in this regard then either disguise your remarks or omit this section altogether.

(2) Feedback should be designed to help. Avoid commenting on weaknesses which individuals can do nothing about. For example, the following is unhelpful: “If only he were taller, he would be taken more seriously in meetings”. A more useful comment would be: “Sometimes he forgets to maintain eye contact when talking to groups”.

(3) Your comments must not run foul of discrimination and other laws. For example, ostensibly well-meaning comments such as, “As he matures, he will have fewer problems commanding respect”, can be ageist and unlawful. McNulty Management Consultants reserves the right to delete any such comments in order to protect the individuals concerned.

(a) What would you consider to be the three main strengths of this person? (1 line per item)

1. She always maintains her enthusiasm, no matter what the situation 2. She always responds well to crisis situations 3. She is very loyal to members of her team

(b) Identify three development needs/ways in which this person could improve their effectiveness. You may wish to include any suggestions which could help them improve on any of the lower ratings you may have given to certain “Part A” items above. (1 line per item)

1. She does not always maintain eye contact when discussing issues 2. She could delegate more to her team 3. Occasionally I feel she could respond more quickly to requests for information

(c) If you could only feed back one message to this person, what would it be? (2 lines maximum)

You don't have to do everything yourself

360-degree questionnaire: frequently asked questions and answers

If I agree to complete a questionnaire on someone, will that person be able to identify my responses?

With the exception of the responses from a single supervisor, the person being assessed is not able to attribute responses to a given individual.

This is because:

(1) Feedback responses are grouped by category (i.e. peers, subordinates, external parties).
(2) Having provided McNulty Management Consultants with respondents’ email addresses, the individual being assessed then only sees the final, overall, grouped feedback results.

However, you should be aware that in the case of the Section B free-form questions, it is possible that the wording, form or content of your response could enable you to be identified by the person you are rating. You may, for example, have previously made similar comments to them in person. If you have any concerns in this regard then either disguise your remarks or omit this section altogether.

Do I have to respond to this questionnaire?

We hope that you will respond. This process is designed to help increase an individual’s personal insights and help to inform their development. Self-evidently, people cannot address development issues if they are unaware of their areas for development. Others’ perceptions are a helpful part of this process.

However, if, having considered the matter, you do not wish to complete the questionnaire then no adverse consequences will follow. Unless an entire category of individuals refuses to respond, the person requesting the feedback will be unable to identify the names of those who have not responded.

McNulty Management Consultants is registered with the UK Information Commissioner’s Office (the former UK Data Protection Agency) and complies with the requirements of that organisation. As a consequence, in line with ICO recommendations, McNulty Management Consultants only holds such information as it requires in order to complete the 360-degree process.

Are the feedback results retained on file?

McNulty Management Consultants would plan to store the individual feedback results for a period of up to four years from the date the feedback report is produced. This is in case any participants wish to rerun the feedback exercise at a later date to ascertain if there have been any changes in their ratings or feedback. Retaining their original data enables ready comparisons to be made.

McNulty Management Consultants also adds the “Section A” results to its overall database of questionnaire responses, enabling future participants to compare and contrast their own scores with average responses to the same items from other populations or groups.

Should any participants wish for their results to be destroyed immediately and/or not be included in any such populations or groups, then we will readily accede to such a request. Please write to info@mcnultymanagementconsultants.com simply stating that you require your results to be destroyed as soon as the feedback report is produced. Your wishes will be implemented.

McNulty Management Consultants is registered with the UK Information Commissioner’s Office (the former UK Data Protection Agency) and complies with the requirements of that organisation. For example, this means that we:

• only hold such information as is required on any individual (i.e. their email address and their relationship – peer, subordinate, boss, external party) in order to administer the 360-degree process
• ensure that those upon whom we hold information (in this case, only those upon whom 360-degree questionnaires have been completed) know that we have it, and fully understand the purpose for which it is used, viz. in order to help them as part of personal development
• will not pass on any personal information about individuals to third parties
• are careful to ensure the security of our website, for example through ensuring that no 360-degree data are held at the website.