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Industry-Specific

Personnel Action Experience and Fairness Survey

For HR teams and people managers who want to know how a promotion, transfer, reclassification, or disciplinary action actually landed with the employee. Covers clarity, timeliness, and perceived fairness of the process, plus a matrix on procedural steps, and an AI follow-up interview that digs into the specific reasons behind the employee's fairness rating rather than a generic satisfaction score.

このテンプレートを使うほかのテンプレートを見る

設問の例

テンプレートの内容をプレビューできます。すべての設問は公開前に自由に編集できます。

全13問・約7分
Q01
メッセージ

Thanks for taking a few minutes to reflect on a recent personnel action you were part of — a promotion, transfer, role change, or similar. Your honest answers help us make this process fairer and clearer for everyone. This should take about 5 minutes, and individual responses are kept confidential.

Q02
選択式必須

Which best describes the personnel action you recently experienced?

  • Promotion
  • Lateral transfer
  • Demotion
  • Disciplinary action
  • Termination notice
  • Role or job reclassification
  • Compensation adjustment tied to a role change
  • Other
Q03
日付

When did this personnel action take effect (or when were you notified of it)?

Q04
オピニオンスケール必須

How clearly was the reason for this action explained to you?

スケール: 1 – 5
最小:Not at all clearly最大:Extremely clearly
Q05
オピニオンスケール必須

Overall, how fair did the process leading up to this action feel?

スケール: 1 – 7
最小:Not fair at all最大:Completely fair
Q06
マトリクス必須

Thinking about how this action was handled, how much do you agree with each statement?

5行 × 5列
  • I received advance notice before the action took effect
  • My manager clearly explained the reasoning behind the decision
  • I had a chance to ask questions or share input before it was finalized
  • The action was consistent with company policy as I understand it
  • I received written documentation of the decision
列: Strongly disagree · Disagree · Neutral · Agree · Strongly agree
Q07
選択式

Did you have access to a way to appeal or request a review of this action?

  • Yes
  • No
  • Unsure
Q08
ベスト・ワースト選択（MaxDiff）必須

When it comes to how personnel actions are handled, which of these matter most for getting the experience right?

  • Advance notice before the decision takes effect
  • A clear, written explanation of the reasoning
  • An opportunity to respond or appeal before it's finalized
  • Consistent application of policy across similar cases
  • Manager support and empathy during the conversation
  • HR involvement or oversight in the process
  • A follow-up check-in after the action takes effect
各セットで最も良いもの・最も悪いものを選択最も良い:Matters most最も悪い:Matters least
Q09
AIインタビュー

Probe the reasoning behind the respondent's fairness rating, especially if it fell below the midpoint: ask what specifically made the process feel unfair, whether the outcome surprised them or matched what they expected, and what their manager or HR could have done differently. If the rating was high, ask what the organization specifically got right so it can be repeated for other employees. Anchor the whole conversation on the specific action type they selected earlier rather than personnel actions in general, and note any mention of inconsistent treatment compared to colleagues.

Q10
自由回答（長文）

Is there anything else about how this action was handled that you'd like leadership or HR to know?

Q11
選択式

Which department or team are you part of? (Template note: replace this list with your organization's actual department names before launching.)

  • Sales
  • Operations
  • Engineering
  • Customer Support
  • Finance
  • Human Resources
  • Other
  • Prefer not to say
Q12
選択式

How long have you been with the organization?

  • Less than 6 months
  • 6 months to 1 year
  • 1 to 3 years
  • 3 to 5 years
  • More than 5 years
  • Prefer not to say
Q13
メッセージ

That's everything — thank you for sharing your experience. Your responses will be reviewed alongside others to identify patterns and improve how personnel actions are communicated and handled going forward.

含まれる機能

  • AIによる深掘り

    自由回答に合わせてAIが追加で質問し、固定のフォームでは拾えない具体的な内容を引き出します。

  • 注意確認設問

    急いだ回答や質の低い回答者を除外する仕組みを標準で備えています。

  • AIが作成する設問文

    文言、設問の順序、条件分岐をAIが調査の目的に合わせて作成します。

  • 自動レポート

    回答が集まると、テーマ、引用、わかりやすい要約が自動で作成されます。

他ツールとの比較

ほかのアンケートツールで最も近いテンプレートを調べました。それぞれの優れている点と、このテンプレートがさらに踏み込んでいる点をまとめています。

このテンプレートを選ぶ理由

  • Goes beyond documenting that a personnel action happened by directly measuring how clearly it was explained and how fair the process felt, using paired opinion-scale ratings.
  • Includes a matrix question breaking down agreement with specific procedural steps, so HR can see which part of the process (not just the outcome) drove the fairness perception.
  • Adds an AI follow-up interview that adaptively probes the reasoning behind each respondent's fairness rating instead of stopping at a single score, plus a max-diff question to prioritize what matters most across personnel actions.
  • Closes with an open-ended comment field, an appeal-access check, and department/tenure breakdowns, then rolls everything into an auto-generated report for leaders.

Jotform

Personnel Action Notice Form Template

This is a fielding-ready form template, but it's built as an administrative personnel action notice (documenting what action was taken) rather than a survey capturing the employee's experience of fairness or clarity. It's easy to customize within Jotform's drag-and-drop builder and can plug into e-signature or workflow features.

優れている点

  • Simple drag-and-drop customization within Jotform's builder
  • Can likely integrate with Jotform's e-signature and approval workflow tools
  • Free to use and adapt for basic HR documentation needs

物足りない点

  • Built for recording/notifying an action, not measuring employee-perceived fairness, clarity, or procedural justice
  • Static question set with no adaptive follow-up to probe why an employee rated something the way they did
  • No automated quality scoring or synthesized fairness report for HR leaders

SurveySparrow

Free Personnel Action Form Template | Record Employee Actions | Generic

Also framed as a form to record employee personnel actions rather than a fairness-focused feedback survey, though SurveySparrow's conversational interface makes it pleasant to fill out. It's fielding-ready but generic, and the page doesn't indicate any specific procedural-justice or fairness measurement built in.

優れている点

  • Conversational, chat-style survey UI that can feel more engaging than a plain form
  • Free template that's quick to deploy
  • Likely supports basic branching logic within SurveySparrow's platform

物足りない点

  • No adaptive AI interview to dig into the reasons behind a fairness or clarity rating
  • Positioned as a generic action-recording form, not a purpose-built fairness/procedural-justice assessment
  • No indication of automated per-response quality scoring or transparent methodology

よくあるご質問

「Personnel Action Experience and Fairness Survey」テンプレートにはどのような設問が含まれていますか？

すぐに使える設問が13問含まれており、最初の設問は次のとおりです：「Thanks for taking a few minutes to reflect on a recent personnel action you were part of — a promotion, transfer, role c…」・「Which best describes the personnel action you recently experienced?」・「When did this personnel action take effect (or when were you notified of it)?」。すべての設問は上でプレビューでき、自由に編集できます。

このアンケートの回答にはどのくらい時間がかかりますか？

回答者は通常、13問を約7分で回答し終えます。

テンプレートは編集できますか？

はい。公開前であれば、すべての設問、選択肢、順序を編集できます。設問の追加や削除のほか、調査の目的に合わせた作り直しをAIエディターに依頼することもできます。

このテンプレートは無料で使えますか？

はい。エディターで開けば、すぐに編集を始められます。お試しにアカウントは不要で、無料プランでアンケートを公開できます。

公開の準備はできましたか？

このテンプレートをエディターで開いてみてください。最初の回答者が目にする前に、すべてを自由に変更できます。

このテンプレートを使う無料で始める

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