This original question set is a starting point for adaptation and piloting, not a validated competency test. Select behaviours relevant to the role and raters who can observe them.
Instructions before launch
State the purpose, reference period and report audience. For example: “Think about working together over the last three months. Rate behaviours you had an opportunity to observe. Choose the provided unable-to-assess option if you cannot judge an item.” Match any confidentiality statement to actual settings.
For these behaviours, a possible frequency scale is 1 — never, 2 — rarely, 3 — sometimes, 4 — often, 5 — always. Record insufficient observation separately as N/A. It is not a 3 or a zero. Mandatory items cannot remain blank; only items configured as optional may be skipped.
Collaboration — self, manager and peers
- Shares information others need to complete a task.
- Asks for the other person’s perspective before agreeing a solution.
- Informs affected colleagues when agreements change.
- Suggests a way to resolve disagreement.
For self-assessment, change the subject to “I” while preserving meaning and scale.
Task delivery — raters who observe this work
- Clarifies the task’s priority before starting.
- Communicates a risk of missing a deadline.
- Checks the outcome against agreed requirements.
- Corrects reported errors within the agreed time.
Leadership — manager and team members with relevant observations
- Explains the expected outcome of a task.
- Agrees responsibility when delegating work.
- Uses a specific situation when giving feedback.
- Discusses the support an employee needs.
External collaboration — optional
- Confirms agreements with the partner.
- Informs the partner when a deadline changes.
- Explains the next step after a problem is reported.
Open questions and interpretation
- Which behaviour should continue? Give an example without unnecessary personal details.
- What change would be useful to try over the coming weeks?
Comments are optional. Do not automatically publish them as anonymous quotations. Confidentiality rules also apply to narrative responses.
Discuss perspectives separately. Do not rank people by averaging different question sets. Consider missing observations and response counts. Read how to run a 360 review.
Create an account and prepare your questionnaire. Pilot it before sending, then connect the discussion to a development plan.
This is an original example to adapt, not a literal copy of the platform presets. Preset questions depend on role and perspective: behaviours use a frequency scale and agreed results use expectations-based anchors. An older running cycle follows the questionnaire adopted at its launch.
Sources and scope
These sources support the principles discussed here. Examples and schedules are starting points to adapt, not standards or evidence that our templates have been validated.
