360-Degree Problem-Solving Competency Assessment

Thanks for taking part in this 360-degree feedback process! You'll be asked to rate a colleague's problem-solving skills based on what you've actually observed. All responses are aggregated with other raters before being shared. About 8 minutes.

What is your working relationship with [Employee Name]? (Template note: replace "[Employee Name]" everywhere in this survey with the actual person's name before sending.)

• I am this person (self-assessment)
• I am their manager
• I am a peer / colleague at a similar level
• I am their direct report
• I work with them cross-functionally

In a typical month, how often do you personally observe [Employee Name] working through a problem or making a decision?

• Rarely or never
• A few times a month
• About weekly
• Several times a week
• Daily

Based on what you've observed in the last few months, how often does [Employee Name] do each of the following?

Overall, how effective is [Employee Name] at solving complex problems in their role?

Compared to others at a similar level, how would you rate [Employee Name]'s overall problem-solving ability?

Looking at these problem-solving skills, which is [Employee Name]'s strongest, and which most needs development?

• Root cause analysis
• Generating creative or unconventional solutions
• Using data to inform decisions
• Staying decisive under pressure
• Collaborating with others to solve problems
• Anticipating risks and consequences
• Learning from past mistakes

Describe one specific problem you saw [Employee Name] handle recently. What did they do well, or where did they struggle?

Get the respondent to walk through one concrete, recent problem [Employee Name] handled: what the problem was, what steps they took, and whether the approach worked. Anchor on any low-rated behavior from the frequency battery and ask for a specific instance that illustrates it. If the respondent has little direct visibility, probe what indirect evidence (outcomes, reputation, escalations) is shaping their rating instead of letting the answer stay vague.

Almost done — just a couple of quick background questions to help us group the feedback.

How long have you worked directly with [Employee Name]?

• Less than 6 months
• 6 months to 1 year
• 1-2 years
• More than 2 years
• Prefer not to say

What department or function are you in? (Optional)

Thank you for this feedback! Your responses will be combined with other raters into a confidential summary used to support this person's development plan.