360度领导评估
THE EXECUTIVE PROFILE 360-DEGREE FEEDBACK QUESTIONNARE
領導能力360
評價問卷
Please identify your relationship with the person you have just rated. 請標明您與您所評價的人之間的關係。
（）Yourself 您自己 （）Boss 您的老闆 （）Peer 您的同事 （）Subordinate 您的下屬
BOSS
上級領導的評價 SELF
DIRECT REPORT
下屬的評價
PEER
INSTRUCTIONS
指導語
Introduction 介紹:
360 Degree survey is an approach and a mechanism by which a person’s leadership management skills are assessed. The survey involves four categories of people: the person to be assessed, his/her boss, peers/colleagues and direct reports. The process of survey consists of four steps:
360度調查是一種用於評估個人領導和管理技巧的方法和機制。此種調查包括了四種被調查對象：被評估者，他/她的上司，同級和下屬。調查過程則包括了四步：
1. Questionnaire 問卷調查
2. Analysis 問卷分析
3. Development Plans 對策制定
4. Follow through 行動跟進
The questionnaire has four parts: Management Skills, Leadership, Communication Skills and Key Company Values. All four categories of people need to fill this part.
問卷內包括四部分：管理技能，領導能力，交流技能，公司價值觀。四個被調查對象群都需對這四部分做答。
After the questionnaires are collected, analysis will be done and feedback reports will be produced. The reports will highlight similarities and differences between self-assessment and the assessment made by others. The reports will also suggest areas where development is needed. Each participant will receive a feedback report that contains detailed description of his/her analysis. The bosses concerned are expected to discuss the report with the assessed and work out a development plan together.
問卷收集起來後，將對問捲進行分析並反饋結果。在反饋報告中將重點分析被評估者的自我評估與他人評估間的相似點和相異點。報告也將對有待發展的領域提出建議。每位調查參與者都可得到一份反饋報告，報告包括了對他/她的分析的詳細描繪。上司關心的是期望同被評估者討論這份報告，並一起制定發展計畫。
Filling the questionnaire is confidential and anonymous so that people who fill the questionnaires do not need to worry about being identified by their boss if they give lower rating. All peer input will be combined and displayed as a group in the feedback report. The same holds true for direct report input. Input from boss, however, will be identifiable and show separately so that the manager may compare the boss’s ratings with his/her own ratings.
問卷的填寫是保密和匿名的，問卷填寫者即使給出的評估很低也不必擔心上司會知道，所有同級的填答將被整合成一個部分反映在反饋報告中。下屬的填答結果也將以同樣的方式來處理。但上司的填答應該是可認明的，並將其單獨列出以便管理者能將他/她本人的自我評定同上司的評定相比較。
Your assessment will help the assessed gain a clear understanding of his/her management strengths and development needs. Your feedback will serve as the basis for this person’s focused career development and assist him/her in becoming a more effective manager and leader.
您的評估將有助於被評估者清楚地瞭解自己的管理力度和發展需要。您的反饋將作為被調查對象核心職業發展的基礎，並幫助他成為一位更富效率的管理者和領導。
Thank you very much for your time and cooperation. 非常感謝您抽出時間與我們合作。
Part I: General Evaluation
第1部分: 總體評價
INSTRUCTIONS 指導語:
?All raters (Self, Boss, Peers & Subordinates) are asked to complete this part. 所有參與評價的員工都被要求根據被評價者的實際情況完成該部分問卷。
?Mark one response for each item. 每個問題只選一項；
?Mark “Don Not Apply” only if item is not relevant to the job and activities of the person being rated, or if you have not observed the individual in that activity.
如果問題未涉及被評估者的工作和行為或者您對該被調查者的此項行為活動不清楚，則回答“不適用”；
?Take your time with each item and be certain you are rating the manager on what is specially stated. 根據您對所評定的管理者的觀察與瞭解，對下面的每一陳述都要作出選擇。
Part II: Important Factors Identification
第2部分: 確定重要領導因素
INSTRUCTIONS 指導語:
?Only Self and his/her Boss are asked to complete this part. 只有被評價者本人及其上級主管被要求完成該部分問卷。
?Re-read the questionnaire of Part I. You are asked to consider the demands of this retee’s job and rate the importance of these leadership and management skills to the retee’s job, then select 5-10 most essential competencies to the retee’s job.
重新閱讀第1部分問卷。基於被評價者的工作職位要求以及這些領導技能對該工作職位的重要程度，請您從中選出最重要的5-10個能力；
?Be sure to rate the importance of these skills to the job rather than the retee’s performance. 請注意，對這些能力的重要性的判別只能依據該工作職位對能力的要求，而不能依據被評價者個人的工作績效。