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Employee & HR

360 Multi-Rater Feedback: Competencies, Strengths & Development

A structured 360-degree feedback instrument for peers, managers, and cross-functional partners to assess colleague competencies, identify strengths, and surface development priorities. Designed for any team seeking actionable, confidential multi-rater insights.

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Sample questions

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

28 questions · ~12 min
Q01
Message

Welcome to the 360 Feedback Survey. Thank you for taking the time to share candid, constructive feedback to help your colleague grow. Your responses are completely confidential and will be reported in aggregate only—individual responses will never be attributed to you. There are no right or wrong answers; we value your honest perspective. This survey should take approximately 7–10 minutes to complete. Your participation is voluntary, and you may stop at any time.

Q02
Multiple Choice

Which best describes your current working relationship with this colleague?

  • I manage them
  • They manage me
  • Peer on my team
  • Cross-functional partner
  • Project collaborator (short-term)
  • Other (please specify)
Q03
Message

The following questions ask you to rate this colleague on key workplace competencies based on your observations over the last 3 months. Please answer based on what you have personally observed.

Q04
Ranking

Rank the following areas from this colleague's greatest strength (1st) to least strength.

  1. Communication
  2. Reliability and execution
  3. Problem-solving and initiative
  4. Collaboration
  5. Adaptability
  6. Accountability
  7. Stakeholder management
  8. Strategic thinking
Drag to rank
Q05
Opinion Scale

How would you rate this colleague's overall impact on team outcomes in the last 3 months?

Scale: 1 – 7
Min:Very low impactMax:Very high impact
Q06
Message

This section uses a 'Start, Stop, Continue' framework. Please share specific, constructive observations.

Q07
Opinion Scale

How likely would you be to choose to work with this colleague again on a future project?

Scale: 1 – 7
Min:Definitely would notMax:Definitely would
Q08
Dropdown

What is your current role level?

  • Individual contributor
  • People manager
  • Executive / senior leader
  • Other
Q09
Message

Thank you for your feedback. Your insights will directly support your colleague's development and growth. As a reminder, your responses are confidential and will be shared in aggregate only. No individual responses will be attributed to you.

Q10
Dropdown

How long have you worked with this colleague?

  • Less than 1 month
  • 1–3 months
  • 3–6 months
  • 6–12 months
  • 1–2 years
  • More than 2 years
Q11
Opinion Scale

Overall, how effective is this colleague in their current role?

Scale: 1 – 7
Min:Not at all effectiveMax:Extremely effective
Q12
Multiple Choice

Which areas would most benefit from this colleague's development in the next 3–6 months? (Select up to 3)

  • Customer understanding
  • Analytical skills
  • Written communication
  • Verbal communication
  • Prioritization and focus
  • Stakeholder management
  • Project execution
  • Process improvement
  • Leadership and mentoring
  • Other (please specify)
Q13
Long Text

Briefly describe a recent example where this colleague made a meaningful impact on the team or business.

Q14
Long Text

What is one thing this colleague should definitely continue doing?

Q15
AI Interview

Based on the feedback you've shared throughout this survey, is there anything else you'd like to add about this colleague's strengths, areas for growth, or how they could have an even greater impact?

Q16
Dropdown

What is your primary function?

  • Product
  • Engineering
  • Data / Analytics
  • Design / UX
  • Marketing
  • Sales
  • Operations / Customer Support
  • Finance / Legal / HR
  • Other
Q17
Dropdown

How often do you currently collaborate with this colleague?

  • Daily
  • A few times per week
  • Weekly
  • A few times per month
  • Less than monthly
Q18
Opinion Scale

This colleague communicates ideas clearly and effectively.

Scale: 1 – 7
Min:Strongly disagreeMax:Strongly agree
Q19
Long Text

What is one thing this colleague should start doing to improve?

Q20
Dropdown

How long have you been at the company?

  • Less than 3 months
  • 3–12 months
  • 1–2 years
  • 3–5 years
  • More than 5 years
Q21
Opinion Scale

This colleague delivers high-quality work on time.

Scale: 1 – 7
Min:Strongly disagreeMax:Strongly agree
Q22
Long Text

What is one thing this colleague should stop doing?

Q23
Opinion Scale

This colleague takes initiative and solves problems proactively.

Scale: 1 – 7
Min:Strongly disagreeMax:Strongly agree
Q24
Long Text

What support or resources would most help this colleague grow?

Q25
Opinion Scale

This colleague collaborates well across teams and functions.

Scale: 1 – 7
Min:Strongly disagreeMax:Strongly agree
Q26
Opinion Scale

This colleague adapts quickly to changing priorities or new information.

Scale: 1 – 7
Min:Strongly disagreeMax:Strongly agree
Q27
Opinion Scale

This colleague gives and receives feedback constructively.

Scale: 1 – 7
Min:Strongly disagreeMax:Strongly agree
Q28
Opinion Scale

This colleague demonstrates accountability for their commitments and results.

Scale: 1 – 7
Min:Strongly disagreeMax:Strongly agree

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

  • Combines structured rating scales (role effectiveness, communication, quality, initiative, collaboration, adaptability, feedback, accountability) with a ranking question to surface relative strengths, not just averages
  • Uses a 'Start, Stop, Continue' open-text framework to generate concrete, actionable development suggestions rather than generic ratings
  • Closes with an AI follow-up interview that adaptively probes any rater's earlier answers for specifics, so nuance isn't lost to a static form
  • Captures rater context (relationship, tenure, collaboration frequency, role level, function) so results can be segmented and reported automatically

Jotform

Professional Development Feedback Survey Form Template

A fielding-ready form focused on individual professional development feedback rather than structured multi-rater (peer/manager/cross-functional) 360 assessment. Good for quick, general feedback collection but lacks the ranking, strength/development-area, and Start-Stop-Continue structure of a true 360 instrument. Easy to customize visually via Jotform's form builder.

What it does well

  • Simple, quick-to-deploy form builder
  • Customizable fields and branding
  • Broad templates library for HR use cases

Where it falls short

  • No adaptive follow-up questioning — fixed static question set
  • Not built as a multi-rater 360 instrument with role/relationship segmentation
  • No published scoring or quality methodology for open responses

Typeform

Professional Development Feedback Survey Template

A conversational-style form aimed at general professional development feedback, not specifically a peer/manager/cross-functional 360 review. Typeform's format is engaging and mobile-friendly, but the template appears to be a single-rater feedback flow rather than a full multi-rater competency assessment with ranking and development-area selection.

What it does well

  • Polished, conversational one-question-at-a-time UI
  • Mobile-friendly, visually engaging design
  • Easy embedding and sharing

Where it falls short

  • No adaptive AI probing on open-ended answers
  • Not structured for multi-rater (peer/manager/cross-functional) collection with rater-role segmentation
  • No transparent scoring methodology for qualitative responses

SurveySparrow

Manager 360 Feedback Template

A genuinely comparable 360-degree feedback template, though scoped specifically to manager evaluation rather than general colleague-to-colleague multi-rater feedback across peers and cross-functional partners. Likely covers competency ratings similar to ours, but as a static form without adaptive interviewing or automated quality scoring of open-text responses.

What it does well

  • Purpose-built 360 feedback format
  • Conversational survey style with branching logic options
  • Established templates for manager-focused HR review cycles

Where it falls short

  • Static question flow — no adaptive AI follow-up interview to dig into vague answers
  • No published per-response quality scoring for open-text feedback
  • Scoped to manager feedback rather than broader peer/cross-functional 360 coverage

Frequently asked questions

What questions are in the “360 Multi-Rater Feedback: Competencies, Strengths & Development” template?

The template includes 28 ready-to-use questions, starting with: “Welcome to the 360 Feedback Survey. Thank you for taking the time to share candid, constructive feedback to help your c…” · “Which best describes your current working relationship with this colleague?” · “The following questions ask you to rate this colleague on key workplace competencies based on your observations over the…”. The full set is previewed above, and every question is editable.

How long does this survey take to complete?

Respondents typically finish the 28 questions in about 12 minutes.

Can I customize this template?

Yes — every question, answer option, and the ordering is editable before you launch. You can add or remove questions, or ask the AI editor to rework the survey around your research goal.

Is this template free to use?

Yes. Open it in the editor and start customizing right away — no account required to try it, and the free plan covers launching your survey.

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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