Q01
메시지
모든 템플릿
Performance Improvement Plan Experience Survey
Gathers feedback from employees who have gone through a performance improvement plan, covering clarity of expectations, manager support, fairness of the process, and outcome. Built for HR and People Ops teams auditing PIP quality, with an AI follow-up that reconstructs a specific check-in or moment that shaped how the employee felt about the process.
샘플 질문
템플릿에 포함된 내용을 미리 확인해 보세요. 모든 질문은 설문 공개 전에 자유롭게 수정할 수 있습니다.
질문 12개 · 약 7분
Q02
객관식필수
What was the outcome of your performance improvement plan?
- Completed successfully - remained in my role
- Completed successfully - moved to a different role
- Plan was extended
- Resulted in separation from the company
- Still in progress
Q03
의견 척도필수
At the start of the plan, how clear were the expectations and goals you were given?
척도: 1 – 5
최소:Not clear at all최대:Extremely clear
Q04
의견 척도필수
How supportive was your manager throughout the plan, beyond just tracking whether you hit targets?
척도: 1 – 5
최소:Not supportive at all최대:Extremely supportive
Q05
매트릭스
How much do you agree with each statement about your experience?
4개 행 × 5개 열
- The goals in my plan were specific and achievable
- My manager's check-ins felt helpful, not just monitoring
- I had access to the resources or training I needed to improve
- The feedback I received was specific enough to act on
열: Strongly disagree · Disagree · Neutral · Agree · Strongly agree
Q06
객관식
How often did you and your manager actually meet to discuss progress on the plan?
- Weekly
- Every 2 weeks
- Monthly
- No regular schedule
- No check-ins happened
Q07
평점 척도필수
Looking back, how fair do you feel the overall process was?
범위: 1 – 5
최소:Very unfair최대:Very fair
Q08
AI 인터뷰
Ask the respondent to walk through one specific check-in or conversation during the plan that stands out to them, either positively or negatively, and reconstruct exactly what was said and how it affected their motivation or trust in the process. Anchor on their fairness rating: if they rated the process as unfair, probe what specifically felt unfair (the goals, the timeline, the manager's behavior, or the outcome). If they are still in progress, probe what would need to happen in the remaining time for them to consider it fair.
Q09
장문형
What is one change to how the plan was designed or run that would have made the biggest difference for you?
Q10
객관식
Which best describes your role level?
- Individual contributor
- People manager or team lead
- Director or above
- Prefer not to say
Q11
객관식
How long had you been with the company when the plan started?
- Less than 1 year
- 1-3 years
- 3-5 years
- 5+ years
- Prefer not to say
Q12
메시지
That's everything — thank you for your honesty. Your responses are combined with others to help HR improve how performance plans are structured and supported going forward.
포함된 기능
AI 후속 질문
정형화된 설문이 놓치는 세부 내용을, 주관식 답변에 맞춰 AI가 심층 질문으로 끌어냅니다.
주의력 확인 장치
성의 없는 답변과 저품질 응답자를 걸러내는 내장 안전장치입니다.
AI가 작성한 문안
문구, 질문 순서, 분기 로직까지 AI가 연구 목표에 맞춰 작성합니다.
자동 리포트
응답이 모이면 주요 주제, 인용문, 이해하기 쉬운 요약이 자동으로 작성됩니다.
다른 서비스와 비교
다른 설문 도구의 가장 유사한 템플릿을 검토했습니다. 그 도구들이 잘하는 점과, 이 템플릿이 한발 더 나아가는 지점을 정리했습니다.
이 템플릿을 선택하는 이유
- Goes beyond static ratings with an AI follow-up interview that reconstructs a specific check-in or moment that shaped how the employee felt about the process, surfacing context static forms miss.
- Combines structured measures (clarity of expectations, manager support, fairness rating, a matrix of agreement statements) with open-ended reflection, giving HR both quantifiable trends and qualitative depth.
- Segments responses by role level and tenure at plan start, so People Ops can see whether fairness and support perceptions differ by seniority or experience.
- Every AI-driven prompt is transparent and disclosed to respondents, and results roll up into an auto-generated report — no manual synthesis required.
SurveySparrow
Free Performance Improvement Plan TemplateThis is a fielding-ready PIP template covering similar ground (expectations, support, fairness) aimed at HR teams. It's a conventional survey builder template, so questions are fixed once deployed rather than adapting to each respondent's answers. No mention of an interview-style mechanism to reconstruct specific moments from the employee experience.
잘하는 점
- Purpose-built for the PIP use case, so questions are directly relevant out of the box
- Likely quick to deploy given SurveySparrow's template library and general survey-building tools
- Free to use as a starting template
아쉬운 점
- No adaptive AI follow-up to probe deeper into a specific check-in or conversation
- No voice AI interview option or guided screen-share tasks
- No published per-response quality scoring or transparent prompt methodology
Jotform
Performance Improvement Request Form TemplateThis is a static form template focused on requesting/initiating a performance improvement action rather than surveying the employee's experience of going through one after the fact. It's fielding-ready within Jotform's form builder but is oriented toward process intake, not post-PIP feedback or sentiment. Useful for triggering a PIP, not for auditing how the plan felt to the employee.
잘하는 점
- Simple, ready-to-use form for initiating a performance improvement request
- Benefits from Jotform's broad form customization and integration ecosystem
- Free-tier accessible like most Jotform templates
아쉬운 점
- Not designed to capture employee experience/sentiment post-PIP (clarity, fairness, manager support)
- No adaptive AI interview to reconstruct a specific moment or check-in
- Static field-based form with no automated quality scoring or generated insights report
설문을 공개할 준비가 되셨나요?
이 템플릿을 편집기에서 열어 보세요. 첫 응답자가 보기 전에 모든 부분을 원하는 대로 바꿀 수 있습니다.