This confidential survey is designed to provide comprehensive feedback to the employee on their performance, strengths, and areas for development. Please rate the employee on each statement and provide specific comments where requested.
Rating Scale:
Rating | Description | |
|---|---|---|
1 | Consistently Exceeds Expectations: Performance is outstanding; serves as a role model. | |
2 | Meets and Often Exceeds Expectations: Performance is strong and effective. | |
3 | Meets Expectations: Performance is solid, consistent, and fully satisfactory. | |
4 | Needs Improvement: Performance is inconsistent or does not fully meet requirements. | |
5 | Does Not Meet Expectations: Performance is unsatisfactory and requires immediate attention. |
This section assesses foundational workplace behaviors and professional standards.
Statement | Rating (1-5) | |
|---|---|---|
Demonstrates a high level of integrity and ethical conduct in all interactions. | ||
Communicates clearly, both verbally and in writing, tailoring the message to the audience. | ||
Takes ownership and accountability for assigned tasks and results. | ||
Manages time effectively and prioritizes competing demands efficiently. | ||
Is consistently reliable and punctual in meeting deadlines and attending meetings. |
This section evaluates the employee's ability to act as a consultative partner to the business.
Statement | Rating (1-5) | |
|---|---|---|
Understands the business objectives and aligns HR/Recruitment strategy accordingly. | ||
Proactively identifies business challenges that could be addressed through HR solutions. | ||
Acts as a trusted and credible advisor to managers and employees on HR matters. | ||
Effectively navigates and resolves complex employee relations issues fairly and discreetly. | ||
Contributes to a positive and productive organizational culture. |
If assessing a Generalist/HR Business Partner, focus on this section.
Statement | Rating (1-5) | |
|---|---|---|
Demonstrates a strong understanding of HR policies, procedures, and relevant regulations. | ||
Executes performance management cycles (e.g., reviews, goal setting) effectively. | ||
Provides sound advice on compensation and benefits issues. | ||
Manages and processes HR data accurately and maintains confidentiality. | ||
Contributes effectively to learning and development initiatives. |
If assessing a Recruiter/Talent Acquisition Specialist, focus on this section.
Statement | Rating (1-5) | |
|---|---|---|
Possesses strong sourcing skills and identifies high-quality, diverse talent pipelines. | ||
Conducts thorough and objective candidate screening and interviewing. | ||
Manages the candidate experience professionally and positively from start to finish. | ||
Consults effectively with hiring managers to define requirements and manage expectations. | ||
Negotiates offers clearly and fairly, resulting in an effective offer acceptance rate. |
This section assesses interaction with colleagues, clients, and internal teams.
Statement | Rating (1-5) | |
|---|---|---|
Collaborates effectively with peers and other departments to achieve shared goals. | ||
Provides and is receptive to constructive feedback from colleagues and supervisors. | ||
Contributes to the knowledge and capability development of the HR/Recruitment team. | ||
Handles conflict and disagreement professionally and seeks resolution. | ||
Manages external relationships (e.g., vendors, applicants, agencies) professionally. |
Please provide specific, behavioral examples to support your ratings.
What are the employee's most significant strengths and what is the single greatest positive impact they have had in their role or on the team?
What specific areas should the employee focus on to improve performance, skills, or professional effectiveness?
Describe the effectiveness of your working relationship with this individual. How well do they communicate with you?
Based on your experience, how would you summarize the employee's overall performance and value to the organization?
Form Template Insights
Please remove this form template insights section before publishing.
This 360-Degree Feedback Survey is designed to provide a comprehensive, multi-perspective view of an HR/Recruitment professional's performance. The detailed structure allows for both quantitative scoring and qualitative depth, moving beyond a simple performance review.
Here are detailed insights into the design, sections, and strategic value of this specific survey:
The survey's true value lies in gathering feedback from various stakeholder groups, which is critical for roles like HR and Recruitment that act as central hubs in an organization.
The survey is intentionally broken down into distinct categories to isolate different aspects of the role, making the data more actionable.
The final section is the most valuable part of the survey for driving change. Quantitative ratings tell what is happening (e.g., a "3" in Communication); qualitative comments explain why and provide specific, behavioral examples.
When interpreting the results, focus on three key areas:
Mandatory Questions Recommendation
Please remove this mandatory questions recommendation before publishing.
I recommend treating the following four quantitative items and all four open-ended questions as mandatory.
These items reflect non-negotiable professional standards and the primary value proposition of the HR/Recruitment function.
Section | Statement | Rationale | |
|---|---|---|---|
I. Core Competencies | Demonstrates a high level of integrity and ethical conduct in all interactions. | Ethical Foundation: This is the most critical item for any HR professional. Low integrity scores destroy trust and expose the organization to significant risk. HR handles confidential data; ethical conduct is non-negotiable. | |
I. Core Competencies | Communicates clearly, both verbally and in writing, tailoring the message to the audience. | Functionality: Communication is the core tool of HR/Recruitment. Without clarity, policies are misunderstood, conflicts escalate, and recruitment efforts fail. This item assesses the employee's fundamental ability to perform their job. | |
II. Strategic Partnership | Understands the business objectives and aligns HR/Recruitment strategy accordingly. | Strategic Impact: This item assesses the employee's value-add beyond administration. If HR doesn't understand the business, they are transactional. This item is crucial for measuring maturity and strategic influence. | |
V. Collaboration | Provides and is receptive to constructive feedback from colleagues and supervisors. | Coachability & Growth: No one is perfect. An employee's willingness and ability to accept feedback is the strongest predictor of future growth and developmental success. It is mandatory for determining if the employee is ready for a development plan. |
These four questions are mandatory because they transform the survey from a series of scores into an actionable coaching document.
Enter text | Enter text | |
|---|---|---|
Key Strengths and Greatest Contributions | Positive Reinforcement & Leveraging Talent: Mandatory to provide specific, motivational feedback and identify where the employee should be utilized more (their "superpowers"). Coaching must start with strengths. | |
Areas for Development | Action Planning: Mandatory for creating the employee's Individual Development Plan (IDP). Without specific, behavioral examples here, low scores in the quantitative section are meaningless. It must answer the question: "What exactly needs to change?" | |
Working Relationship & Communication | Relationship Context: Mandatory to provide context, especially for Peers and Clients. It captures how the employee impacts the day-to-day workflow of others, which is often difficult to score in a rating scale. It highlights friction points or exceptional teamwork. | |
Overall Performance | Summary and Forced Synthesis: Mandatory to force the rater to synthesize their entire experience into a single, cohesive statement. This prevents raters from giving all 5s but then writing a scathing final comment, or vice versa, providing a vital overall sentiment score. |