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  1. Surveys
  2. 2015
  3. August
  4. N
  5. new CPH 360 Evaluation - Manager Effectiveness - C
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Exit Survey
 
 
Hello: You are invited to participate in our survey for the CP Hospitality Leadership Team. In this survey, approximately 30-50 people will be asked to complete a survey that asks questions to evaluate Manager Effectiveness. It will take approximately 30 minutes to complete the questionnaire. Your participation in this study is completely voluntary. There are no foreseeable risks associated with this project. However, if you feel uncomfortable answering any questions, you can withdraw from the survey at any point. It is very important for us to learn your opinions. Your survey responses will be strictly confidential and data from this research will be reported only in the aggregate, as a grouping of collected data. Your information will be coded and will remain confidential. If you have questions at any time about the survey or the procedures, you may contact Melanie Jackson with Align Human Resources at 304-907-2829 or by email at [email protected]. Thank you very much for your time and support. Please start with the survey now by clicking on the Continue button below.
 
 
 
 
Manager Effectiveness
 
 
 
As part of an on-going effort of growth and development within CP Hospitality the Leadership Team will be part of a 360 Degree Evaluation. A 360 Degree Evaluation is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This will include the employees' manager, peers, and direct reports. This portion of the survey will cover a broad range of workplace competencies specific to the leadership within CPH. The feedback forms include questions that are measured on a rating scale and also ask evaluators to provide written comments. Managers will also fill out a self-rating survey that includes the same survey questions that others receive in their forms. Our goal is to get a multifaceted, unbiased view of performance. The benefit of this process is that an individual will have multiple perspectives and be able to focus on their strengths and identify their weaknesses or areas for improvement. Please use this form to provide feedback about the leadership behaviors which this person demonstrates on a regular basis. AlignHR's role in administering the 360 Evaluation is to ensure the integrity of the survey by maintaining confidentiality, and providing accurate results for organizational development. The recipient of this feedback will see only a graphical display of the results, not the actual feedback forms.
 
 
 
* For which Supervisor listed below are you completing this survey for?
 
1. Scott Duarte
 
2. Channing Moran - BCC
 
3. Justin Murphy - BCC
 
4. Daryl Whitcomb - BCC
 
5. Don Vilan - BCC
 
6. Joe Vessecchia - Mia
 
7. Hank Soutter - Mia
 
8. Tim Goots - Mia
 
9. Pam Stevens - Mia
 
10. Ann Manley - Mia
 
 
 
* Relationship to Feedback Recipient (Check One):
 
Manager
 
Peer
 
Self
 
Employee
 
 
 
Feedback Request for Leadership Behaviors
N/O = Not Observed
1 = Never
3 = Seldom
5 = Sometimes
7 = Most of the Time
10 = Always
 
 
 
For each person taking this survey, answer each question based on YOUR opinion of their overall performance for CPH, and the specific company that they work within on a regular basis (i.e. Bridgeport Conference Center, Microtel, and/or Mia Margherita). Each item is being rated on a scale of 1-10 with 1, indicating behavior or ability NEVER occurs, and 10 indicating that the behavior or ability ALWAYS occurs. You may choose any number within that range as your view of their performance. We would ask that you provide clarification or detail for any responses below 3 or above 7. All responses will be held confidential to ensure the integrity of the survey. Please rate the candidate on the items listed below in each of the Leadership categories. Thank You!
 
 
 
Communication Behaviors
 
 
1. Encourages team members to express different ideas and perspectives.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
2. Is open to other perspectives and is willing to change his/her position when presented with compelling information.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
3. Open to negative and/or constructive feedback.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
4. Keeps me informed on status of my work and updates in the organization.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
5. Provides immediate correction and/or praise during my shift.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
Gives open and constructive feedback.
1 2 3 4 5 6 7 8 9 10
 
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
6. Effectively deals with conflict.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
7. Let's me know how I am doing.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
8. Involves me in decision-making when appropriate.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
9. Sets a clear direction for our department.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
 
Interdependence Behaviors
 
 
1. Supports a team environment by recognizing and rewarding collaboration, cooperation and activities contributing to others' success.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
2. Recognizes and rewards team-supportive actions and behaviors.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
3. Recognizes and supports the work of other departments.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
4. Doesn't criticize those who are not present.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
5. Considers the impact of actions and decisions on other departments before implementing.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
 
Valuing Behaviors
 
 
1. Seeks input from various team members as needed.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
2. Does not have a select few that are often called upon for their opinions.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
3. Measures results instead of individual styles. For example, looks at quality of work not that it’s done “their way”.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
4. Does not have a select few that are considered “their favorite”, i.e. some rules don’t apply to those employees, but they do apply to others.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
5. Maintains a balance between "people" issues and "business" issues.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
6. Is not overly personal or involved in employee’s lives or situations.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
7. Is empathetic with employees and shows concern, but they maintain boundaries.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
8. Shows genuine concern for team members?
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
9. Has a focus on fixing problems, not avoiding a situation or passing off the problem to others.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
10. Does not pass the blame of their actions on to others.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
11. Accepts the consequences of their actions and/or decisions.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
12. My supervisor cares about me.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
13. I can confide in my supervisor and know that my information is kept confidential and isn’t discussed with my fellow employee’s.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
14. Recognizes and rewards my individual contributions in a manner meaningful to me. I feel appreciated.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
 
Valuing Diversity Behaviors
 
 
1. Ensures that department activities are inclusive by verifying scheduling needs
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
2. Seeks input/feedback from diverse individuals and groups, including internal/external customer.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
3. Treats everyone with respect and fairness.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
 
Leadership Behaviors
 
 
1. Encourages and embraces change by challenging status quo.
1 2 3 4 5 6 7 8 9 10 N/A
 
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
2. Provides cross-functional development opportunities for team members.
1 2 3 4 5 6 7 8 9 10 N/A
 
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
3. Encourages and supports my involvement in training and development activities and events.
1 2 3 4 5 6 7 8 9 10 N/A
 
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
4. Encourages and supports my involvement in community activities and events.
1 2 3 4 5 6 7 8 9 10 N/A
 
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
5. Encourages and supports my involvement in company activities and events.
1 2 3 4 5 6 7 8 9 10 N/A
 
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
6. Actions and behaviors are consistent with words.
1 2 3 4 5 6 7 8 9 10 N/A
 
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
7. Is trustworthy?
1 2 3 4 5 6 7 8 9 10 N/A
 
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
8. Is a role model for continuous improvement?
1 2 3 4 5 6 7 8 9 10 N/A
 
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
9. Uses a coaching management style, rather than an authoritarian boss management style.
1 2 3 4 5 6 7 8 9 10 N/A
*  
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
10. Supports me, helps me achieve results.
1 2 3 4 5 6 7 8 9 10 N/A
 
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
11. Supports a customer service approach for both internal and external customers.
1 2 3 4 5 6 7 8 9 10 N/A
 
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
12. Deals with issues that need to be addressed.
1 2 3 4 5 6 7 8 9 10 N/A
 
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
13. Provides a clear sense of purpose and direction, roles and responsibilities, for me individually and for our group team members.
1 2 3 4 5 6 7 8 9 10 N/A
 
 
 
Comments/Suggestions if rated below 3 or above 7.
   
 
 
 
Stop, Start, Go!

At this stage in the survey we would like for you to share a few things that the individual that you have evaluated should START, STOP, and/or CONTINUE doing.  Please be as specific as possible by including examples.
 
 
 
1. What activities, behavior, feedback or coaching would you like your manager to stop doing? Please explain.
   
 
 
 
2. What activities, behavior, feedback or coaching would you like your manager to start doing? Please explain.
   
 
 
 
3. What activities, behavior, feedback or coaching would you like your manager to continue doing? Please explain.
   
 
 
 
List and briefly describe examples of the behavior, activities, feedback or coaching your manager has provided that makes your job and work environment more enjoyable and meaningful to you.
   
 
 
 
Please provide comments that you feel will be meaningful for your manager to sustain or improve his or her effectiveness
   
 
Developed and conducted by: Align Human Resources