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360 Peer Evaluation & Working Relationship Survey

A structured peer-review template for 360-degree feedback cycles — covering core collaboration competencies, an overall effectiveness rating, and a best-worst prioritization of development areas — plus an AI follow-up interview that reconstructs the concrete incident behind the rating so feedback isn't just a number. Built for HR, people ops, and team leads running peer review cycles.

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Sample questions

A preview of what’s in the template. Every question is editable before you launch.

13 questions · ~7 min
Q01
Message

Thanks for taking part in this peer review cycle! Your responses help your colleague grow and are typically shared in aggregate or lightly anonymized, depending on your organization's policy. This will take about 6-7 minutes. Please be specific and constructive.

Q02
Multiple ChoiceRequired

What is your working relationship with [peer's name]?

  • I work on the same team as them
  • I work with them across teams/departments
  • They report to me
  • I report to them
  • Other
Q03
MatrixRequired

Based on your interactions in the last review period, how often has this person demonstrated the following?

5 rows × 4 columns
  • Communicates clearly and proactively
  • Collaborates well with others on shared work
  • Delivers reliable, high-quality output
  • Takes initiative without being asked
  • Handles disagreement or setbacks constructively
Columns: Rarely · Sometimes · Usually · Almost Always
Q04
Opinion ScaleRequired

Overall, how effective has this person been in their role over the last review period?

Scale: 0 – 10
Min:Not effective at allMax:Extremely effective
Q05
Multiple ChoiceRequired

In the last 3 months, how often did this person deliver agreed-upon work on time without needing reminders?

  • Never
  • Rarely
  • Sometimes
  • Often
  • Always
  • Not applicable — we haven't shared deadlines
Q06
Best–Worst Trade-off (MaxDiff)Required

If this person could focus on developing only one skill area next quarter, which would have the biggest impact — and which would matter least right now?

  • Written and verbal communication
  • Cross-team collaboration
  • Time management and prioritization
  • Technical or domain expertise
  • Leadership and mentoring others
  • Adaptability under changing priorities
  • Strategic, big-picture thinking
Pick best & worst per setBest:Would help mostWorst:Would help least
Q07
Long Text

Describe one specific situation where this person performed especially well. What happened, and what was the outcome?

Q08
Long Text

Describe one specific situation where this person could have handled things better. What would you suggest they do differently?

Q09
Multiple ChoiceRequired

Would you want to work with this person again on a future project?

  • Yes, definitely
  • Probably
  • Unsure
  • Probably not
  • No
Q10
AI Interview

Probe the reasoning behind the overall effectiveness rating the respondent gave. Ask them to walk through the single most memorable interaction or project with this person that shaped that score, including what specifically happened and what the impact was. If the rating was low (0-5) or they said they wouldn't want to work with the person again, gently dig into whether this is a one-off incident or a recurring pattern, and what — if anything — would need to change. If the rating was high (9-10), ask what this person does that others on the team don't.

Q11
Multiple Choice

How long have you worked with this person?

  • Less than 3 months
  • 3-12 months
  • 1-2 years
  • More than 2 years
  • Prefer not to say
Q12
Multiple Choice

Which best describes your own role level relative to this person?

  • Peer / same level
  • More senior
  • More junior
  • Different function, not comparable
  • Prefer not to say
Q13
Message

All done — thank you for the thoughtful feedback! Your responses will be combined with others' and shared with this person's manager as part of this review cycle, following your organization's feedback-sharing policy.

What’s included

  • AI follow-ups

    Adaptive probes on open-ended answers that pull out detail a static form would miss.

  • Attention checks

    Built-in safeguards against rushed answers and low-quality respondents.

  • AI-drafted copy

    Wording, ordering, and branching written by the AI — tuned to your research goal.

  • Auto report

    Themes, quotes, and a plain-English summary write themselves once responses come in.

How it compares

We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.

Why this template

  • Goes beyond a single peer-evaluation form by pairing structured competency ratings (matrix, opinion scale, on-time delivery) with a best-worst max-diff prioritization of development areas, so results are ranked, not just scored.
  • Includes an AI follow-up interview that specifically probes the reasoning behind the overall effectiveness rating, reconstructing the concrete incident behind the number instead of leaving it as an unexplained score.
  • Captures relationship context (working relationship, tenure, relative role level) alongside two open-ended critical-incident questions, giving reviewers structured qualitative evidence, not just ratings.
  • Built specifically for HR/people-ops peer review cycles, with a closing message confirming responses will be combined into a report, rather than being a generic evaluation form repurposed for peer review.

Jotform

Create Free Peer Evaluation Forms - Peer Evaluation Form Templates

A library of ready-to-use peer evaluation form templates aimed at general HR use, with drag-and-drop customization. It's a form-builder gallery rather than a single structured 360 instrument, so depth and consistency across templates likely vary. Good for quick deployment, less suited to standardized multi-rater review cycles.

What it does well

  • Free to use and quick to customize with a drag-and-drop builder
  • Wide variety of pre-built peer evaluation templates to choose from
  • Easy integration into existing HR workflows via forms

Where it falls short

  • Static form fields only — no adaptive follow-up interview to probe the reasoning behind a rating
  • No built-in mechanism to reconstruct specific incidents behind scores; relies on whatever open text fields are manually added
  • No published methodology for how templates ensure comparability across raters in a formal 360 cycle

Typeform

Peer Evaluation Form Template

A single conversational-style peer evaluation template with Typeform's signature one-question-at-a-time UX, which makes it pleasant to fill out. It's a fixed set of questions, though, without any structured prioritization mechanism (like best-worst ranking) or a way to dig deeper into a given answer. Suited to lightweight peer feedback rather than a full 360 cycle with development-area prioritization.

What it does well

  • Polished, conversational one-question-at-a-time interface improves completion experience
  • Simple to launch as a standalone peer feedback form
  • Mobile-friendly design typical of Typeform templates

Where it falls short

  • No adaptive AI follow-up interview — every respondent sees the same fixed question set regardless of their answers
  • No best-worst/max-diff style prioritization to force-rank development areas
  • No automated quality scoring of open-ended responses or auto-generated synthesis report

Ready to launch?

Open this template in the editor. Every part is yours to change before the first respondent sees it.

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