360 Feedback Questionnaire and Summary
Collect balanced feedback from multiple sources.
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[VERIFY] is an editorial flag, not a blank to fill. Wherever the prompt shows [VERIFY], check that item against a reliable source before you use it.
Design and summarize a 360 feedback process. The person receiving feedback and their role: [PERSON_AND_ROLE]. Raters (manager, peers, direct reports, customers): [RATERS]. Competencies: [COMPETENCIES]. Existing responses (anonymized): [RESPONSES]. Part 1: write a questionnaire with 3 questions per competency on a 1 to 5 scale and 3 open questions (start, stop, continue). Write the invitation to raters (90 words) explaining confidentiality, honesty, and time. Part 2: if responses are given, compute the average by rater group and competency, the gap between self-rating and others' average, and spread (high disagreement noted). Identify top two strengths and top two development areas. Rules: show results only when at least 3 raters per group respond to protect anonymity; quote comments only if they cannot identify the writer. Part 3: write a coaching summary and a one-page development plan template. Add cautions: 360 feedback is for development, not a sole basis for pay or firing decisions; check local privacy rules for [JURISDICTION] [VERIFY]. Do not invent responses. The text is a starting draft and does not constitute legal or HR advice. Have the legal, contractual and policy content verified by an employment lawyer or HR professional who understands [JURISDICTION].
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